Eavesdrop For The Employees In The Company
Talking about spying on employees working in your organization HP is the best example to quote. HP has given spying a bad name. As a result, most corporations are now monitoring their employees closely. More than 75% of employers monitor their workers' Web site connections, according to a survey by the e-Policy Institute, a consulting group. About half of all companies’ store and review computer files, and 55% read e-mail messages. About 26% of firms have fired workers for misusing the Internet. The computer giant hired private investigators that used a tactic called pretexting, or posing as someone else to gain access to their phone records. Investigators tailed reporters, dug through trash and sent a reporter a fake e-mail that contained tracking software. Breaking the law wasn't HP's only mistake. Here are ways corporations can run a legal, ethical spying program and stay out of the headlines. Check the public documents like property records, credit reports and criminal histories. Create an honesty policy and make it public. Employers should establish a written policy about computer use. Establish consequences for those who violate email and Internet policies. Some companies fine their employees as much as $1,000 for a first violation. Privacy laws vary widely across state and national borders. Americans have fewer privacy protections than Europeans, but even within the U.S. laws vary widely.
Some of the things that these programs keep track of:[/b][/b]
Incoming and outgoing emails, including web based emails;
All chat conversations through instant messenger;
Every website visited, complete with URL and screen shots, and it will record the amount of time spent there by that employee;
Which windows are opened and closed;
Which programs are used?
If any downloads are conducted
When Monitoring Without Consent of the Employees to manage the following:[/b][/b]
Any unauthorized use of communications
Effective operation of the communication systems
Quality control
Evidence of business transactions
But at least the employees should be informed that they are being spied.
Employee Monitoring Techniques[/b][/b]
Software
E-mail Scanning
Data Entry, Phone Work, and Retail
Video Surveillance
Location Monitoring
A policy alone will not ensure security and privacy it is important that employers are aware of the policy and that they practice what they preach. This should be clearly communicated to staff and the best way to make this happen is by training. Many say employee spying has emerged as a necessity which is again a controversial issue. The mere act of watching employees work can create issues. The employee code of conduct and employee behaviour is judged at work place. However many times they do feel that it’s an invasion into their privacy. Thus, the ethics of monitoring employees is explored and ethical dimensions of this issue are presented in order to provide a full picture of this practice.
Solitude or physical privacy is the state of privacy in which persons are free from unwanted intrusion or observation.
Next, informational privacy is concerned with the protection of one’s anonymity, especially when dealing with personal information.
Psychological privacy, the control over release or retention of personal information, and interactional privacy which protects communication between individuals and group members are at risk when companies practice employee surveillance.
Personal privacy is simply the right to be left alone and to do what one wishes during their free time.
Body/mental privacy are the idea that we have a freedom of speech and we should not be subject to self incrimination.
Above discussed was the various kind of privacy that can individual can possess.
However, spying employees in the company for any matter should be made clear prehand to the staff of the organization so that invasion into personal life can be sorted easily. Thus monitoring employees for any reasons and making them aware of the same can help you overcome the miscommunication & the grapevine
Talking about spying on employees working in your organization HP is the best example to quote. HP has given spying a bad name. As a result, most corporations are now monitoring their employees closely. More than 75% of employers monitor their workers' Web site connections, according to a survey by the e-Policy Institute, a consulting group. About half of all companies’ store and review computer files, and 55% read e-mail messages. About 26% of firms have fired workers for misusing the Internet. The computer giant hired private investigators that used a tactic called pretexting, or posing as someone else to gain access to their phone records. Investigators tailed reporters, dug through trash and sent a reporter a fake e-mail that contained tracking software. Breaking the law wasn't HP's only mistake. Here are ways corporations can run a legal, ethical spying program and stay out of the headlines. Check the public documents like property records, credit reports and criminal histories. Create an honesty policy and make it public. Employers should establish a written policy about computer use. Establish consequences for those who violate email and Internet policies. Some companies fine their employees as much as $1,000 for a first violation. Privacy laws vary widely across state and national borders. Americans have fewer privacy protections than Europeans, but even within the U.S. laws vary widely.
Some of the things that these programs keep track of:[/b][/b]
Incoming and outgoing emails, including web based emails;
All chat conversations through instant messenger;
Every website visited, complete with URL and screen shots, and it will record the amount of time spent there by that employee;
Which windows are opened and closed;
Which programs are used?
If any downloads are conducted
When Monitoring Without Consent of the Employees to manage the following:[/b][/b]
Any unauthorized use of communications
Effective operation of the communication systems
Quality control
Evidence of business transactions
But at least the employees should be informed that they are being spied.
Employee Monitoring Techniques[/b][/b]
Software
E-mail Scanning
Data Entry, Phone Work, and Retail
Video Surveillance
Location Monitoring
A policy alone will not ensure security and privacy it is important that employers are aware of the policy and that they practice what they preach. This should be clearly communicated to staff and the best way to make this happen is by training. Many say employee spying has emerged as a necessity which is again a controversial issue. The mere act of watching employees work can create issues. The employee code of conduct and employee behaviour is judged at work place. However many times they do feel that it’s an invasion into their privacy. Thus, the ethics of monitoring employees is explored and ethical dimensions of this issue are presented in order to provide a full picture of this practice.
Solitude or physical privacy is the state of privacy in which persons are free from unwanted intrusion or observation.
Next, informational privacy is concerned with the protection of one’s anonymity, especially when dealing with personal information.
Psychological privacy, the control over release or retention of personal information, and interactional privacy which protects communication between individuals and group members are at risk when companies practice employee surveillance.
Personal privacy is simply the right to be left alone and to do what one wishes during their free time.
Body/mental privacy are the idea that we have a freedom of speech and we should not be subject to self incrimination.
Above discussed was the various kind of privacy that can individual can possess.
However, spying employees in the company for any matter should be made clear prehand to the staff of the organization so that invasion into personal life can be sorted easily. Thus monitoring employees for any reasons and making them aware of the same can help you overcome the miscommunication & the grapevine