Employee Policies
Confidentiality
Our clients and other parties with whom we do business entrust the company with important information relating to their businesses. It is our policy that all information considered confidential will not be disclosed to external parties or to employees without a “need to know.” If an employee questions whether certain information is considered confidential, he/she should first check with his/her immediate supervisor.
This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit normal business communications.
Protection of Confidential Company Information
During the course of their employment at AABB Technologies, employees may have access to AABB Technologies confidential, secret and proprietary information. Employees should maintain such information in confidence and use such information only in the interest of AABB Technologies. The employee may use or disclose information learned or acquired through his or her association with AABB Technologies only for the performance of his or her job or as otherwise permitted by law. Particular care must be taken to keep confidential any information that is:
Of possible value to competitors.
Potentially damaging to customers and their competitors. Information received under an express
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Distribution of such information requires both a need to know and a right to know the information requested. Information acquired by an employee in the course of his or her employment with AABB Technologies must not be used for the employee’s individual benefit. Access to AABB Technologies’s confidential information does not carry with it personal benefit or advantage to AABB Technologies employees but imposes an obligation on every employee to keep such information confidential and to use it solely in the interest of AABB
Confidentiality has several different levels that include employee, management, and business information. Employee data includes personal identifying information, disability and medical information, etc. Keeping this material confidential is important because the information could lead to criminal activity to include fraud or discrimination; this can result in decreased productivity and affect employee morale. Management information covers impending layoffs, terminations, workplace investigation of employee misconduct, etc. It should go without saying that sensitive data should only be available to management. Lastly, the business portion includes business plans, company forecasts, and special ingredients/recipes, information that would not be readily available to competitors. Employees and managers should receive training on how to properly handle confidential information (Jules Halpern Associates, LLC,
whom the benefit is for. No information should be withheld. For the scenario, this would benefit
In reality, employees do have to pass on certain information which is why the Health and Social Care Information Centre published guidelines that staff can follow regarding confidentiality (The Open University, 2015, p. 59). There are five rules within these guidelines, firstly, it states that any information about a person is to be
Arthur, G. L., & Swanson, C. D. (1993). Confidentiality and privileged communication. The ACA legal
This assignment looks at the importance of safeguarding and how practitioners and agencies should be involved to help prevent any risks when dealing with a vulnerable adult. The case study is about a 22 year old vulnerable adult called Andrew who has been diagnosed with autism. According to (Autism.org.uk, 2017) Autism is a complex developmental disability that usually affects children during early childhood. It is a condition that can affect communication, behavior, social interactions and how people experience and interact in the general word around them.
The purpose of this posting is to explain what privacy and confidentiality mean and then review the case study about the options of reporting abuse in a child and what principles of ethics are involved with it.
Consequences of Secrecy. If something is done in private to keep away from any negative attention then more than likely it shouldn’t be done. In this case there doesn’t seem to be any secrecy consequences, a statement was made when certain employees were let go for not complying with policies.
...ly accessible to all staff members. Furthermore, a commitment needs to be made that all allegations or suggestions will be reviewed and actioned.
All health care employees will do everything within their power to protect the patient’s right to privacy. This means they will follow the HIPAA law closely. They will disclose information that is relevant to a specialist or treatment. Also, means they will release information that a patient has asked for as promptly as possible.
Baiman (1990, as cited in Parker and Kyj, 2006) mentions that the agent contains private information about the about the area the agent is responsible for. Chow et al. (1988 as cited in Parker and Kyj, 2006) state that upward information sharing can be valuable because it is difficult or impossible for the superiors to acquire this information without any help of the subordinates. This information is called private information and contains strategic uncertainties that challenge the organization (Simons, 1995, as cited in Parker and Kyj, 2006). Shields and Young (1993, as ...
secretive as the business itself. That is why I am motivated to go into an
In the ever-changing world today, companies are continuing to innovate so they can maintain a competitive advantage. In order to keep their ideas secret, companies use legal documents called non-disclosure agreements or confidentiality agreements. Thousands of companies sign these contracts with other businesses and their own employees to ensure that current projects, innovative ideas, or new products are undisclosed from competitors. NDAs provide a level of protection and comfort when disclosing information to another party.
Not all of the information pertaining to your company can be considered a trade secret. Trade secrets generally are information that you reasonably want to remain confidential and is valuable because of its confidential nature. Trade secrets can also provide the owner of it with a competitive advantage in the marketplace. Another way to look
An example of the pros and cons of privacy in the work place while during the hiring process is in 2012, a company in Maryland decided to ask job seekers to log into personal profiles and search through wall posts. As this is becoming more of trend many creative ways to monitor the posts. Another example within this sector is the athletic program at the University of North Carolina, “Each team must identify at least one coach or administrator who is responsible for having access to and regularly monitoring the content of team member social networking sites and postings”
But, these laws always changing, depending on the work setting or policies set by any specific organizations. Because there are so many different work environments, each claim of privacy has to be evaluated based on the actual conditions of the workplace (Smith & Burg, 2015). This is why policies must be set according to the CEO needs. If the organization does not allow the use of the internet for any personal use, than the employee must follow such guidelines. This eliminates employee privacy right violations, because the policy will informs them of the monitoring during the hiring