...the world; however, various ethical issues were raised from different quarters against Google’s operations. The first issue raised is the privacy of Gmail provided by Google. Customers complained of Google searching the contents of e-mails and design “customized” ads based on the contents. Another concern is the legal use of keeping information that is sent through Gmail without user being protected by the right given by the Electronic Communications Privacy Act.(Stanwick, P.A. & Stanwick S.D. 2014). The Privacy of Individuals, is the second issue raised against Google, a reporter from CNETNews.com in just 30 minutes obtained and published as much relevant background information on Google’s CEO, Eric Schmidt and leads to Google sanctioning CNET for a year, this reaction contradict the goal of Google to organize information in the World. Google and the Chinese government is another major issue raised, where Google censored internet search results in China to suit the Communist government in China , by filtered out and restricted Chinese populace from having access to some major websites, this is seen as a violation of right, whereas the same Google resisted the request of US Justice Department to make available all the websites to aid defending the Child Online Protection Act of 1998, this request was said to violate Google’ customers privacy. (Stanwick, P.A. & Stanwick S.D.2014) In addition, scanning copyrighted material and other copyright...
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...an employee can reasonably expect to have privacy in the workplace. There are laws that protect employee records such as personal data, medical information, health status, social security numbers, information, and financial records. On the other hand employee workplace privacy rights are virtually nonexistent in private sector employment. That's because up to 92% of private-sector employers conduct some type of electronic surveillance on their employees, according to estimates. Most may do so even without the knowledge of their employees. Using sophisticated software, hidden cameras, phone-tapping devices, "smart card" security badges and global-positioning technology, employers may electronically snoop employee: * Computer keystrokes and files * Internet, Web and email usage * Locations, movements and activities * Phone conversations and numbers dialed * Job performance Employers may spy on their employees in those ways and then some, because they have the right to protect their buildings, office equipment and such. Subsequently, security legally trumps employee privacy rights in the workplace. (privacyrights.org) 2. In the office workplace there are typically two types of workspaces, an open area, in which there are several desks and where conversations can be overhead, or an enclosed office, in which when the door is closed conversations cannot be heard and where one would expect virtually total privacy. Explain whether it makes a difference if...
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...the case Apple v. FBI, both parties seem to be in the correct position since they are defending their own opinion and benefits. However, I consider the reason should go to the FBI. The situation of desiring to encrypt the iPhone of Syed Rizwan Farook – attacker in the San Bernardino shooting – should not be seen as a violation because today’s situation is forcing us to do it. For example, there are each time more attempts due to terrorism in which many innocent people die. As well, it is highly known that many people depend strongly in technology, Apple products in this case. Therefore, having access to such important tools of communication may mean a great difference. Also, it should be taken in consideration that privacy do may have limits, but as long as respecting it does not put in...
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...Electronic Surveillance Of Employees Running Head: Electronic Surveillance Of Employees Electronic Surveillance of Employees Cathy D. Brown Professor:: Anne Dewey-Balzhiser LEG500- Law, Ethics and Corporate Governance Date: January 22, 2012 Introduction: Some would say that workplace privacy rights are non-existent in the private sector. Workplace surveillance is that employers have a legitimate right to conduct surveillance for the benefit of themelves, the community at large for purpose such as detection of fraud and other crimes, the defference of criminality, and in order to comply with laws such as discrimination and defamation law. A employer can engage in electronic surveillance of its employees to further protect his her company however, an employer shoud inform employees that they are subject to monitoring perhaps by setting up a highly visible surveillance system or distributing to all employees and job applicants copies of a surveillance policy or both. Research The Electronic Communications Privacy Act of 1986 (ECPA) is the only federal statute that offers workers protections in communications privacy. ECPA prohibits the intentional interception of electronic communications. Some may find that, the ECPA contains loopholes that facilitate employee monitoring. Court found the company’s electronic communications policy to be ambiguous and interpreted the ambiguity against employer. The court The policy stated that the company could...
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...Employees Law Ethics and Corporate Governance Electronic Surveillance of Employees 1. Explain where an employee can reasonably expect to have privacy in the workplace. From the time an employee reaches his work place or is on a sales call he is typically on either company property or he may be on property owned by a customer of his company. So that employee is now utilizing company time- which he is being paid for, equipment and supplies. Taking this into consideration, a reasonable interference is expected from the company. The only place an employee should reasonably expect to have privacy in the workplace is in restrooms or in facilities provided for changing clothes or showering. In order to protect the company’s and the customer interests, many companies utilize various forms of surveillance to make sure everything is going as per the company’s policy and behavioral norms. Employees should expect that conversations on company phone, computer terminals or emails would be monitored to detect any unacceptable behavior as well as any other inappropriate form of company communication that might have reached the Customer jeopardizing the company’s image. Therefore, an employer may monitor most of the workspace activities and communications unless there is a legal binding policy that specifically states otherwise (Privacy Rights Clearinghouse, 2011). For example in a Data related job they should expect to have their computer activity monitored for appropriateness, and...
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...company was guilty of failing to fulfil their own policy of thoroughly evaluating prospective customer organizations which resulted in a major breach. The source of this failure will be evaluated as well as possible solutions. The punishment and repercussions will be evaluated for appropriateness and the reactions of the organization will be scrutinized for potential effectiveness. The root cause of the ChoicePoint data breach stemmed from the organizations failure to enforce their own policy of verifying the legitimacy of customers. The direct failure involved an inadequate background check which provided hackers with customer accounts. The hacker’s then utilized the accounts to illegally access databases and steal confidential data. There is a personal-data-loss database that contains data on regarding more than 900 breaches in the U.S. which is made up of more than 300 million personal records. Analysis of this database illustrated that 81% of the breaches were committed by malicious outsiders. This value relates specifically to records that were vulnerable to being stolen by identity thieves. Further this value illustrates that four out of five cases were potentially preventable (Phua, 2009). This data breach could have been prevented through a host of security measures. Primarily enforcement of the company’s existing policy to perform a thorough background check of customers seeking sensitive information. However, it also appears the organization may have failed...
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...Security Issues in Legal Context Discussion 5.1: Privacy in the Workplace The Children's Online Privacy Protection Act, which went into effect date, April 21, 2000, affects U. S. commercial Web sites and third-party commercial Web sites that schools permit their students to access. "COPPA requires "operators of websites or online services directed to children and operators of websites or online services who have actual knowledge that the person from whom they seek information is a child (1) To post prominent links on their websites to a notice of how they collect, use, and/or disclose personal information from children; (2) With certain exceptions, to notify parents that they wish to collect information from their children and obtain parental consent prior to collecting, using, and/or disclosing such information; (3) Not to condition a child's participation in online activities on the provision of more personal information than is reasonably necessary to participate in the activity; (4) To allow parents the opportunity to review and/or have their children's information deleted from the operator’s database and to prohibit further collection from the child; and (5) To establish procedures to protect the confidentiality, security, and integrity of personal information they collect from children. Non-profit sites are not included in the act; however, many are voluntarily complying. The Children's Internet Protection Act went into effect April 20, 2001...
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...Employee Monitoring: Employer Safeguard or Invasion of Privacy? Sarah L. Voorhees Employee privacy has been a controversial topic especially with the rise in internet usage, the popularity of social media increasing, and the addition of GPS to mobile devices. With these advances in technology there are numerous ways for employers to monitor their employees’ time at work. According to Evans (2007) as many as eighty percent of the employers, who employ twenty percent of the American population, monitor employees’ telephone conversations, e-mails, and voicemails. Global Positioning Systems (GPS) technology has made tracking the whereabouts of employees easier rather than tracking only information passed between employees and other individuals. The United States does offer privacy laws to help safeguard employees’ expectations of privacy; however, the laws are formatted around the physical realm such as desk drawers or an employee’s home, not an employee’s computer files or even social networking site (Riego, Abril, & Levin, 2012). It has become apparent that social media is here to stay. Social networking sites such as Facebook and Twitter have changed how people communicate in their daily lives and even how organizations do business. Employers have begun using social networking sites not only to market themselves but also as a human resource tool, making themselves accessible to potential customers and employees alike. Some of the ways employers have begun utilizing social...
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...Safeguard or Invasion of Privacy? Sarah L. Voorhees EMPLOYEE MONITORING Employee Monitoring: Employer Safeguard or Invasion of Privacy? Employee privacy has been a controversial topic especially with the rise in internet usage, the popularity of social media increasing, and the addition of GPS to mobile devices. With these advances in technology there are numerous ways for employers to monitor their employees’ time at work. According to Evans (2007) as many as eighty percent of the employers, who employ twenty percent of the American population, monitor employees’ telephone conversations, emails, and voicemails. Global Positioning Systems (GPS) technology has made tracking the whereabouts of employees easier rather than tracking only information passed between employees and other individuals. The United States does offer privacy laws to help safeguard employees’ expectations of privacy; however, the laws are formatted around the physical realm such as desk drawers or an employee’s home, not an employee’s computer files or even social networking site (Riego, Abril, & Levin, 2012). It has become apparent that social media is here to stay. Social networking sites such as Facebook and Twitter have changed how people communicate in their daily lives and even how organizations do business. Employers have begun using social networking sites not only to market themselves but also as a human resource tool, making themselves accessible to potential customers and employees alike. Some...
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...Information security, sometimes shortened to InfoSec, is the practice of defending information from unauthorized access, use, disclosure, disruption, modification, perusal, inspection, recording or destruction. It is a general term that can be used regardless of the form the data may take (electronic, physical, etc...)[1] Two major aspects of information security are: • IT security: Sometimes referred to as computer security, Information Technology Security is information security applied to technology (most often some form of computer system). It is worthwhile to note that a computer does not necessarily mean a home desktop. A computer is any device with a processor and some memory (even a calculator). IT security specialists are almost always found in any major enterprise/establishment due to the nature and value of the data within larger businesses. They are responsible for keeping all of the technology within the company secure from malicious cyber attacks that often attempt to breach into critical private information or gain control of the internal systems. • Information assurance: The act of ensuring that data is not lost when critical issues arise. These issues include but are not limited to: natural disasters, computer/server malfunction, physical theft, or any other instance where data has the potential of being lost. Since most information is stored on computers in our modern era, information assurance is typically dealt with by IT security specialists. One of...
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...when this information gets into wrong hands, the same hands will be chopping pieces of your profit in no time. • Describe the components of an organizational framework for security and control First step in developing security system would be that of assessing the risk. Establishing weak points and determining the strengths of the system is of an utmost importance. Second – a security policy needs to be developed. And finally, there always has to be a contingency plan, involving all the levels of informational infrastructure. • Describe the tools and technologies used for safeguarding information resources. Firewalls and Antiviruses prevent unauthorized access to private network from happening. The very basic tool of defending the privacy of information would be using passwords and other method of authentication will prevent the initial intrusion from happening. Apple, Google and Microsoft battle for your internet experience 1. Compare the business models and areas of strength of Apple, Google and Microsoft Apple creates it’s own exclusive platform and life style accessory. They are not even allowing...
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...Topic: What considerations are involved in contemporary court debates involving security and privacy with discussion points taken from the in-progress Apple v. DOJ case, and what does this mean for future legislation of information security? Objective: To explore what points the privacy and national security parties make in defending their case as similar arguments will likely be raised when these legal battles inevitably proceeds to the Supreme Court on a larger scale. Also to exemplify the murkiness and gaps in current legislations which too will drive resolutions. For students to read before class: http://www.wired.com/wp-content/uploads/2015/10/gov.uscourts.nyed_.376325.2.0.pdf . Overview of the background and case as given by the judge....
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...Ethics is a very important quality to have in any part of life. It is especially good to have in a programming position because you must have a set of morals to be a good programmer, or at least the people that are using the program(s) hope that the programmer has good morals. Different people have a different set of morals, but in the end it is all about being able to trust and hope for the safety of your privacy. Ethics are important, but is the person doing the programming really working for the benefits of the peoples’ wellbeing? Ethics The sole purpose of ethics is to express a level of set morals by a person or the people. Some good examples of morals could be things such as: treat others the way you’d want to be treated, don’t harm one another, be kind to those even when they aren’t kind to you, be respectful, don’t steal, don’t talk about someone behind their back, don’t tell others about someone’s private information or etc., and there is so much more that could be added. According to James Fieser “The field of ethics (or moral philosophy) involves systematizing, defending, and recommending concepts of right and wrong behavior.” So again it all comes to the individual’s views and opinions of their set morals....
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...can be used to distinguish or trace an individual's identity, such as their name, social security number, biometric records, etc., alone, or when combined with secondary personal or secondary identifying information that is linked or linkable to a specific individual, such as date and place of birth, mother's maiden name, etc. Most companies keep sensitive personal information in their hard copy files such as names, addresses, gender, social security numbers, credit card, or other account data that uniquely identifies customers or employees (Heller, 2001, p. 1). This information is often necessary to complete customers’ orders, meet payroll, or perform other important business functions. However, if sensitive information gets into the wrong people, there is every tendency that it can lead to fraud, or identity theft. The cost of defending a security breach is alarming. Gaining the trust of customers and prospective customer may be a very difficult task. Some companies may have a division in the organization that takes care of protecting PII. Others businesses hire an outside contractor in safeguarding their sensitive information. A comprehensive data security plan...
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...Employment-At-Will Doctrine LEG 500 – Law, Ethics, and Corporate Governance Professor: Renee Berry Strayer University April 29, 2014 Employment-At-Will Doctrine The unethical treatment of employees is a subject that have been discuss for long time in the business field and that also have been treated and sometimes improve with the application of different doctrines or even inside rules of the corporations in the work field. Bowie and Werhane (2005) claim that “managers have been criticized because they invade the privacy of employees through the monitoring of their email, drug testing, and even gathering information about their genetic disposition to a disease” (p. 40). The employers dictate all the rules and what can be done outside the job as well, and however sometimes the employees get fired anyway regardless to theirs attempt to follow the rules. Job security when an employee stays his or her entire life with the same company is a thing of the past, and with that also employee loyalty is long gone (Bowie and Werhane, 2005). According to Halbert and Ingulli (2012),” Employment-At-Will is a legal rule developed in the nineteenth century; giving employers unfettered power to dismiss their employees at will for good cause, for no cause, or even for cause morally wrong, without being thereby guilty of a legal wrong” (p. 49). This rule basically allows the employers to dismiss the employee services whenever it is necessary without a meaningful...
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