Social networking sites such as Twitter or Facebook have created a new ethical dilemma for many businesses. Corporations, small businesses, and even universities are struggling create policies to manage their employees social networking behaviors. Social networking access, particularly for recruiters, can provide personal information about potential employees, which would otherwise not be available. A business must follow statutes and guidelines when disclosing information to the public. Individuals on social networking sites have no such constraints.
Organizations which rely on network infrastructure for their business operation must utilize security technology to protect the network from harmful actions of automated attacks as well as malicious human activity. It is also important to enact policies and guidelines for the employees of the organization, which in many regards can be the weakest link in the chain of security. According to a survey by The Ponemon Institute (2012), “78 percent of respondents said their organizations have experienced a data breach as a result of negligent or malicious employees or other insiders” (p.1). A statistic like this points to the need for comprehensive policies that detail the company’s expectations and mandates for specific situations relating to cybersecurity. Policy Considerations In order for a cybersecurity policy to be successful, it should cover every conceivable situation (Easttom, p.201, 2012).
Other Policies An important policy that needs to be documented for any business in the information technology field is an Acceptable Use Policy. The purpose of the Acceptable Use Policy is to define the acceptable use of the equipment at Right Fit Web Solutions. It defines the rules that protect the employees and company because inappropriate use can expose the company and its employees to risks such as virus attacks, data leaks, and legal issues. The Acceptable Use Policy will detail how much privacy an employee has on their company computer and what is acceptable use. It will explain how emails sent from an employee’s company email address could affect the public’s view of the company and what employees can do to help.
Although personal emails and other aspects of one’s computer should have set privacy boundaries, computers and email addresses distributed by a corporation should be subject to monitoring. Employees should not expect privacy of any means on their work-mandated computer, especially in regard to emails. Although employees may feel violated by email monitoring, they are simply distracted by a false expectation of privacy. Despite these concerns, employers should have the right to monitor employee email because the motive to protect company liability, reputation and tangible assets is legitimate. In general, employers have the right to read their employee’s emails, unless there is a company policy or contract that assures complete privacy (Crowther 357-63).
Employers now use monitoring to listening to telephone calls and computer monitoring, such as email and internet use. While this monitoring is now important in the workplace, it is very invading to the employees, because an employer can monitor an employee activity in the workplace without his or, her knowledge. The National Work Rights Institute, under the federal law ¶1 states, "the only relevant federal legislation to protect employee privacy is the Omnibus Crime Control and Safe Street Act of 1968 as amended by the Electronic Communication Privacy Act of 1986". The law is to protect employees against unlawful monitoring While monitoring has been around for many years, employees think monitoring poses a bigger threat to his or, her privacy in the workplace. Even though it is unde... ... middle of paper ... ...ation.
Retrieved November 17, 2013, from http://articles.washingtonpost.com/2012-07-01/business/35486822_1_inventory-control-mitt-romney-lenovo Zupek, R. (March 29, 2010). Employers on online education - CNN.com. Retrieved from http://www.cnn.com/2010/LIVING/worklife/03/29/cb.employers.online.education/
Retrieved 3 30, 2014, from http://www.forbes.com/sites/adamlevin/2014/03/19/how-small-businesses-can-keep-byod-from-leaving-them-doa/ STAMFORD. (2013, 05 1). Newsroom. Retrieved 3 30, 2014, from http://www.gartner.com/newsroom/id/2466615 Sylvia, L. (2013, April 10). BYOD 2.0: Adressing Employee Privacy and Enterprise Security.
After much research, I believe employers should have the right to check employee E-mail, because E-mail is a company resource and a property right. Organizations have an obligation to themselves, their employees, their business partners, customers and society at large to act in an ethically responsible manner regarding their E-mail policies. Companies have many justified reasons for searching employee files such as preventing personal use or abuse of... ... middle of paper ... ...ularity poses workplace privacy problems. Business First, Oct., 1-3. Rainone, Sebastian M.; Spinior, Janice C.; et al (1998).
If you thought the interview was done when you walked out the door you might be mistaken. In an age where people put their lives out there for people to see also comes the capability for unwanted guests to also see what goes on in your private life. Your social networking site such as Facebook or Twitter is intended as a place to post your thoughts, opinions, life events and not have it affect your livelihood. The idea of a place to feel more open and honest with anonymity is one that has come to fruition of the last ten years. With this newfound way of communication also comes a revolution in the workplace.