ETHICS OF SURVEILLANCE
INDEX 1. Index 3 2. Introduction 4 3. Ethical analysis of surveillance and computer monitoring 5 * Utilitiarniasm
* Social contract
* Character based
* ACS code of ethics
4. Conclusion 7 5. Recommendations 7 6. References 8 7. Appendices 9
ABSTRACT: Education of the human source practitioners requires some cutting edge knowledge for the advancements of developments in the law. Some organizations face growing liability with regard to employee use of electronic resources. One such example is the usage of online social networks in screening of job applicants and also the current employees. To reduce the risk companies should develop and implement a computer-use policy in outlining some proper use of organizational electronic resources. Most of the organizations inquire into some of off-duty behavior of their workers in this fashion and are not in violation of existing laws. In this we mainly examine critical aspects of computer use policies clearly explaining reasons for the policy, applying the policy to all employees and it indicates zero tolerance for some offensive, harassing or discriminating communications.
INTRODUCTION The cyberspace provided a good opportunity to people to meet one another and t share their details. Face book, MySpace, and numerous weblog providers are being utilized by a growing number of Recruiters and potential employers and some current employers who seek additional information regarding after-work behavior of employees (Roberts & Roach, 2009). HR at the university level, has been observed that realism is essential for being prepared to be a competent practitioner (DeGroot, Stambaugh, & Owen, 2009; Rudin, Byrd, & Fleming, 2009). Employee surveillance and email monitoring at the workplace present a number of conflicting issues regarding an employer’s need to protect its property and itself against liability and an employee’s right to privacy (Adams, Scheuing & Feely, 2000). Does private organizations have the right to monitor employee communications? The courts answer is yes, and with good reason.For example in the year 1996 an analysis by the nelson media Research Inc. of employees at IBM Corporation and Apple Computer Inc. found that employees of both the companies have visited Penthouse Magazines’ Website almost 13,000 times in just a single month. Here we discuss the legal liability and possible financial consequences specifically related to employee privacy and email monitoring. the development of an effective computer-use policy ,employee rights and employer interests and also“taking reasonable action” in light of the information availability on social networking web sites. The main two major categories of concern are in both the legal and ethical aspects of personnel screening practices and policies.The...
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