...each of the three Acts are and how they are used in the College. As well as, briefly clarifying the ethical issues that affect St Charles’ use of email, internet, whistle blowing, organisational policies and information ownership. I will also identify and explain the operational issues in relation to using ICT in the St Charles and the organisation deals with them. I will then finish off by analysing the legal, ethical and operational issues in relation to the use of ICT in St Charles. The following information that will be analysed are: * Data Protection Act 1998 * Freedom of Information Act 2000 * Computer Misuse Act 1990 Data Prta Protection Act 1998. This means that data held about pupils must only be used for specific reasons that are allowed by the Act. In addition to this, data must not be transferred to other countries without adequate protection. otection Act 1998: The Data Protection Act control how your personal information is used by organisations, businesses or the government. People who are responsible for using data must oblige to the rules called ‘data protection principles’. Making sure the information is used fairly and abiding to the law, used relevantly and not excessively. It is used by St Charles Sixth Form College in the application form, as they must collect information about the students for administrative, health and academic reasons, however must receive the applicants consent due to the Da Freedom of Information Act 2000: The Freedom...
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...Introduction to Managing the Human Resource Question one: Identify the kind of information which must be stored by Ann Smith of Goodwins plastic, and explain why it is important that this information is accurate and up date. 1. Information: ← Contact and personal details of workers (Name, Address, Telephone number, Date of Birth, Medical history, etc.) ← Worker profiles (Level and type of qualifications held, Training and working experience, Details of performance review interviews, Absence and holiday recording, etc.) ← Contractual agreements (Hours of work, Level of salary agreed, Agreed changes to contract, etc.) 2. Purpose of Personnel Record Keeping ← To keep contact and personal details of workers. Because of the records for worker had been lost so that the workers parents had not been contacted with this worker. The result is the worker concerned being taken to hospital without the knowledge of his parents. So it is important to store up the staff’s contact and personal detail. This can help personnel manager know the situation of staffs and contact them in time. ← To make more informed decisions for the benefit of the organization and the individual. Ann has taken a telephone call from a lady who was interviewed for the position of a machine operator last week. Ann knows that the man who gets the job is based on his knowledge and ability to do the job. However, the lady believe that she has...
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...Report on data management: Data Management is essential to an organisation and how we collect store and manage data about our employees needs to be compliant with Legal and Industry requirements Two reasons why the organisation needs to collect HR data: * To prove that our employees are eligible to work in the UK and satisfy Legal requirements * HR data can help us identify sickness trends, monitor diversity, identify training needs etc and helps HR identify areas that need attention. Two types of data that is collected within the organisation and how each supports HR practices * Sickness Absence Data allows us to spot trends by groups, departments, managers etc in order to identify problem areas so we can improve performance, reduce absence levels and Identify any underlying issues in the workplace including where Management training on sickness absence is required. HR can also analyse this data and the costs associated such as Occupational sick pay, SSP, Temporary cover, additional overtime costs as well administrative costs such as fees for Dr’s reports. * Leavers Data helps Identify the rates of turnover and stability in different departments by gender, age, disability, ethnic origin, payscale etc. Data recorded from exit interviews helps Identify and manage a number of problems related to retention and can identify average length of service across different functions. Two methods of storing records and the benefits of each The benefits of Data being...
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...organization. Data relating to employees is of a highly contentious and potentially litigious nature and has to be managed in accordance with compliance regulations. While sharing characteristics with other types of records, personnel records have some special characteristics; importance, sensitivity, longevity, quantity and ownership. We will base this report in the company called CASTELLON SA, manufacturing factory with more than 250 employees. NOTE TO THE CASTELLON SA HR DIRECTOR ABOUT WHY RECORDING, ANALYSING AND USIN HR DATA IS IMPORTANT I. Two reasons why organisations need to collect HR data. Collecting and recording HR data is vitally important to our organisation. We need to keep certain records, some because the law requires them, and some for company’s internal purposes. Being a production factory we have to ensure we are in compliance with Health and Safety laws and regulations ensuring that all staff is maintaining high health and safety awareness. To avoid any act of discrimination in our company and to prove that the company is adhering to UK’s current law and legislation we have to implement the Data Protection Act to our data collection policies. The HR data collection could help in our company’s overall performance measurement process. The data collected enable managers to make sound decisions more effectively. Some of the benefits of data collection are; helps identify or confirm a problem that exists; allows us to work with facts and empirical data; provides...
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...Activity One Data Management Human resources is the key department in the organization which keeps, maintain, updates the data. There is the number of reasons why organisations collect different types of information. One of them is meeting legal requirements. In order to satisfy legal obligations we collect such as information as hours worked to prove how many hours employees have worked (Working Times Regulations), pay rates to show pay details of the employee (Minimum Wage Act). Eligibility to work in UK is also a legal requirement and organisation need to have evidence of this. All this information enable employer to monitor legislation compliance. Another reason of why organisations collect information is to have a point of reference or to be able to retrieve information whenever it is needed. All information has to be easy reachable and well organized. Planning in organisation depends on information, accurate records helps to make decisions when recruiting, making plans on staff development and training, good records helps to achieve companies goals. Good record keeping can help to make decision on facts, helps to know what happening with sickness, absence levels, holiday, labour turnover, discipline, what training and when is needed for the staff, shows accurate performance and productivity of the employees, helps to decide what staff resources are needed to meet production requirements. Every organisation should keep personal records of their employees, statutory...
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...organisations ● Legal issues: relevant data protection legislation eg Data Protection Act 1998, Freedom of Information Act 2000; other relevant legislation, eg Computer Misuse Act 1990 ● Ethical issues: codes of practice, eg on use of email, internet, ‘whistle blowing’; organisational policies; information ownership ● Operational issues: security of information; backups; health and safety; organisational policies; business continuance plans; costs, eg additional resources required, cost of development; impact of increasing sophistication of systems, eg more trained personnel, more complex software Legal Issues Legal Issues ● When companies deal with business information, what legal issues will they have to be concerned about? ● There are various items of legislation (law) to protect the use of business information. ○ ○ ○ ○ Data Protection Act 1998 Freedom of information Act 2000 Computer Misuse Act 1990 Other relevant legislation Data Protection Act 1998 ● Many businesses store and use information about people. ● The Data Protection Act protects the information held about people from being misused. ● According to the Data Protection Act, the information stored by businesses on databases must be: ○ obtained fairly and lawfully ○ used only for the purposes stated during collection ○ adequate, relevant and not excessive in relation to the intended use ○ accurate and up to date ○ not kept for longer than necessary Data Protection Act 1998 ○ processed in line with your...
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...Data Protection Act 1998 The Data Protection Act 1998 covers data in electronic formats and also applies to manual data. This Act ensures that individual’s personal data is kept confidential and only should be broken or approved to see is the individual’s life is at risk. In order to follow this Act the service provider should keep client’s information confidential while safeguarding and protecting them. One example is that a carer isn’t permitted to share their client’s information or detail with family or friend. This is because to protect service user (elderly resident) from harm and danger. However, if they do they will be faced with serious consequences and even get a fine or sacked. This can also lead to establishment being closed down. There are eight principles that are covered by the Data Protection Act. One of those principle clearly state that a client’s personal information should be kept private and confidential and only be broken for any law purposes. Health and Safety at Work Act 1974 The Health and Safety at Work Act 1974 also referred to as HASAW or HSW is the primary piece of legislation covering work-related health and safety in the United Kingdom. The Health and Safety Executive is responsible for enforcing the Act and a number of other Acts. This Act covers numerous key requirements of health and safety including general duty of care, safety policy statement, risk assessment, personal protective equipment and etc. Some of these key requirement are the...
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...2005). 1. Legislation: There are many set of rules and regulations defined by the government and health and social care sector is bound to obey these rules and regulations Such as “The Mental Capacity Act 2005”, The Access to Medical Reports Act 1988, Blood Safety and Quality Legislation, The Census (Confidentiality) Act 1991, The Children Act 2004, The Civil Contingencies Act 2004, The Civil Evidence Act 1995, Commission Directive 2003/63/EC (brought into UK law by inclusion in the Medicines for Human Use (Fees and Miscellaneous Amendments) Regulations 2003), The Computer Misuse Act 1990, The Congenital Disabilities (Civil Liability) Act 1976, The Consumer Protection Act (CPA) 1987, The Control of Substances Hazardous to Health (COSHH), Regulations 2002, The Copyright, Designs and Patents Act 1990, The Crime and Disorder Act 1998, The Criminal Appeal Act 1995, The Data Protection Act (DPA) 1998, The Data Protection (Processing of Sensitive Personal Data) Order 2000, The Disclosure of Adoption Information (Post-Commencement Adoptions) Regulations 2005, The Electronic Commerce (EC Directive) Regulations 2002, The Electronic Communications Act 2000, The Environmental Information Regulations (EIR) 2004, The Freedom of Information (FOI) Act 2000, The Gender Recognition Act 2004, The Gender Recognition (Disclosure of Information) and (England, Wales and Northern Ireland) (No. 2)...
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...The data protection act, of 1998 was created to give relevant companies the opportunity of holding information about their customers in their possession. This information is vital to the running of many businesses of today, as customer data is required to get information about the company across to them, and it is vital that contact can be made between the company and the customer and so companies tend to go out of their ways to ensure they do not breach the terms of the act on any way or form. When the act was made various rules were instated so that the right to holding peoples personal data could not be abused or mis-used, these include the following -data must be discarded if no longer up to date or relevant -data MUST be up to date and relevant -all people's personal data must be kept as securely as possible These rules are all good and well in writing, but when it comes to enforcing them, who is to say what 'securely as possible' is, and who is to say if data is 'relevant' or not. This is where complications come into the data protection act, the definitions of various guidelines/rules given are not entirely clear to all users. The data protection act could be pointless because of the fact that there is a possibility that criminals could have their identities protected due to the act, e.g. if someone is requesting their data, it may not be released because of the data protection act...
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...P5 I’m going to explain the legal and ethical issues of tesco. Legal issues • Data Protection Act 1998 • Freedom of Information Act 2000 • The Computer Misuse Act 1990 Data Protection Act 1998 The Data Protection Act 1998 regulates the processing of information relating to individuals, including the obtaining, holding, use or disclosure of such information. The Act gives individuals rights of access in relation to personal data which is about them, which means that participants’ can ask for copies of personal data collected by a researcher. It requires that anyone who processes personal data must comply with eight principles, which make sure that personal data are: • fairly and lawfully processed; • processed for limited purposes; • adequate, relevant and not excessive; • accurate and up to date; • not kept for longer than is necessary; • processed in line with your rights; • secure • not transferred to other countries without adequate protection. Freedom of Information Act 2000 The Freedom of Information Act 2000 came into force on January 1st 2005. It provides a general right of access to information held by public authorities, and is intended to increase openness and transparency. Anybody, anywhere in the world can make a request under the Freedom of Information Act. The Computer Misuse Act 1990 The Computer Misuse Act (1990) was introduced to help deal with the problems caused by the misuse of computers...
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...Unit 3 – Introduction to Marketing – Limitations and constraints on marketing activities. SALE OF GOODS ACT 1979 - The Sale of Goods Act 1979 (as amended) is crucial for consumers because it refers to laws which have extended the basic 1979 Act and using the phrase tells the trader that not only do you know basic consumer law, you know it has been amended too. The Sale of Goods Act lays down several conditions that all goods sold by a trader must meet. The goods must be: * as described * of satisfactory quality * fit for purpose As described refers to any advert or verbal description made by the trader. Satisfactory quality covers minor and cosmetic defects as well as substantial problems. It also means that products must last a reasonable time. But it doesn't give you any rights if a fault was obvious or pointed out to you at point of sale. Fit for purpose covers not only the obvious purpose of an item but any purpose you queried and were given assurances about by the trader. CONSUMER PROTECTION FROM UNFAIR TRADING REGULATIONS 2008 - There are three main sections in the Consumer Protection from Unfair Trading Regulations. These are as follows: * The general ban on unfair commercial practices * Misleading and aggressive practices which are assessed in light of the effect they have, or are likely to have, on the average consumer * The Black List which contains the list of those practices which are unfair and thus banned Companies are not allowed to...
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...JIT2 Task 1 Part B ManIT, LLC Business Continuity Plan The information below is a Business Continuity Plan for ManIT, LLC to follow in the possible aftermath of a disaster causing major disruptions to the business. Preparation, response, and recovery from a disaster affecting the operations of ManIT, LLC, requires the full efforts of multiple personnel in many different departments. If such of an event does happen, this plan could be followed and monitored by the Continuity Management Team within ManIT, LLC. The Business Continuity Plan gives the responsibilities of the Continuity Management Team, where their goal is to make procedures that will help with the ManIT, LLC business functions. If such an event or disaster that does affect any functional area of the business, the Continuity Management Team would be there to facilitate all of the areas affected by the event or disaster and personnel involved. This team should include other smaller groups that would entail operations and communication, and damage assessment with each role of the groups to be defined whenever a major business disruption occurs. The leader of the Continuity Management Team will be a Coordinator and would be the central point of contact for all execution of plans. B1. Strategic Changes There are many changes that ManIT, LLC should implement to ensure that operations should continue should a disruption occur. In recent year, the Department of Homeland Security recommended...
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...Revised July 2015 What are HR records? HR records include a wide range of data relating to individuals working in an organisation, for example, pay or absence levels, hours worked and trade union agreements. This information may be stored in a variety of media such as paper files and, increasingly, on computer databases. It is important for all organisations to maintain effective systems for storing HR data, both to ensure compliance with all relevant legislation (for example in respect of the minimum wage or working time regulations) as well to support sound personnel administration and broader HR strategy. Our factsheet on human capital has more details of how employee information can help identify the sort of HR or management interventions which will drive business performance. However, as detailed below, in the UK a complex regulatory regime governs the length of time for which HR records should be stored. The legal position Legislation There is a substantial and complex amount of legislation in the EU and UK that has an impact upon the retention of personnel and other related records in those regions. Examples of legislation dealing with particular categories of records are provided in the boxes below. Access, storage, format and destruction The Data Protection Act 1998 (DPA) applies to most personnel records, whether held in paper, microform, or computerised format. Under the DPA data must not be kept any longer than is necessary for a particular purpose. Both...
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...to improve our lives at work and at home. However, it also creates immense new risks. The complexity of modern way of communication and transfer of data have indirectly contribute to the widespread opportunities for theft, fraud, and other forms of exploitation by offenders both outside and inside an organisation. With the growth of e-commerce, internal and external perpetrators can exploit traditional vulnerabilities in seconds. They can also take advantage of new weaknesses in the software and hardware architectures that now form the backbone of most organisations including the Government. Hence, in order to protect the security of user in communication and multimedia industry, the Malaysia Government have enforce several Acts and regulatory framework. All the regulatory frameworks will be discuss further in this report. DISCUSSION. Malaysia was one of the earliest countries to introduce a specific set of laws covering the Internet. These laws known as Cyber Laws which enacted in 1997. The government include the Computer Crimes Act 1997, the Digital Signature Act 1997, and the Telemedicine Act 1997 in Cyber Laws. The Malaysian Communications and Multimedia Act 1998 or CMA was also enacted as the regulatory arm for the Ministry of Energy, Communications and Multimedia namely, the Communications and Multimedia Commission in 1998. This Commission purpose was to regulate communications and multimedia activities. The CMA provides for a regulatory framework to enhance the rapid...
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...Legal requirements relating to the recording, storing and accessibility of HR data: The Data Protection Act 1998 The Data Protection Act controls how your personal information is used by organisations, business or the government. Everyone who is responsible for using data has to follow strict rules called ‘data protection principals’. They must make sure the information is: * used fairly and lawfully * used for limited, specifically stated purposes * used in a way that is adequate, relevant and not excessive * accurate * kept for no longer than is absolutely necessary * handled according to people’s data protection rights * kept safe and secure * not transferred outside the UK without adequate protection There is stronger legal protection for more sensitive information, such as: * ethnic background * political opinions * religious beliefs * health * sexual health * criminal records Source: https://www.gov.uk/data-protection/the-data-protection-act Freedom of Information Act 2000 The Freedom of Information Act gives you a wide-ranging right to see all kinds of information held by the government and public authorities. You can use the Act to find out about a problem affecting your local community and to check whether an authority is doing enough to deal with it; to see how effective a policy has been; to find out about the authorities spending; to check whether an authority is doing what it says and to learn...
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