Eco 372 Week 6 Internet Usage Policy

Web surfing on company time would be controlled by acknowledging and restricting which sites an employee will be able to access during company time. There will be type of filter that will determine if the website is allowed to be access and scanned to determine if there are any dangerous or unknown files that can hurt the organization’s system. With the internet part of the AUP would be to have a setting where if the employee decides to access internet sites not work related then they could be timed on the amount of time they can continue to view the sites. For instance, if an employee wanted to do some shopping on their break there would normally be a restriction to the shopping internet sites. However, there could be a monitoring program installed where the user would enter their username and password and it would give them an hour, forty-five minutes or thirty minutes of viewing

At our organization, we strive to ensure that the business is operated in accordance to the applicable laws and the security regulations designed by the firm. We believe in commitment to integrity as it is one of the most important priorities of our firm. Each one of us at the organization is having a clear understanding of the laws, rules and regulations and the policies. Any sort of breach or violation pertaining to any law is not permitted and we have zero tolerance for this. Prevention of violation of law and reporting of any such violation activity to the respected personnel or senior authority is solely our responsibility. Any third party businesses can conduct their business with our organization in accordance with all the laws, rules & regulations.

The article states that “There may be a strong case for treating employees like grown-ups, but not everyone may be up to that responsibility. Goldbricking in one form or another has afflicted businesses since at least the days of the Romans. Although employer fears of abuse and diversion of effort are often overblown, anecdotal evidence does indicate that when a company begins monitoring its employee use of the Internet, it will detect some abuse, which will in turn drop off sharply once the initial warnings are issued. Generally, a warning is all that's needed to bring most people within bounds”. Here's where I advocate an open policy. Make it clear to employees just how and when you will be monitoring them, and outline the uses that you will not tolerate and the penalties that will result from such violations. You should work with the human resources department and your company's lawyers to ensure that this policy is enforceable. You should also ensure that the list of prohibited uses is frequently reviewed and easily amendable so that you can react quickly to the PointCasts and Napsters of the future. Activity monitors are tools best used with restraint. For example, I would be very hesitant to install an activity monitor on a machine in a telecommuting worker's home because of the likelihood that other members of your employee's family will use that computer.

Misuse of the employer’s computer system, vandalism, or theft of software or proprietary data will result in Employer reporting the activity to the police and may result in criminal sanctions.

Sonya Rosenberg says it best and applies three golden rules to social media at the work place and states human resources should have a policy and procedure manual available for all employees to have access to. In addition state laws differ depending on obtaining personal passwords and sign ons to individual accounts. Interesting the language also states the company should include the needs and culture of the individual in the work environment. (Rosenberg)

Within an organisation, there are numerous procedures and conventions put into place that ensure the privacy of the user and their content. The ownership of information created by or made available to the user in an organisation is often a subject of controversy. An organisation has the undisputed right to manage and monitor information received and entered by the user for a myriad of reasons. Such reasons include the security of incoming and outgoing information and to monitor employee behaviour. The monitoring of shared information within an organisation is within the legal bounds of an organisation. Employees that feel their respective organisations in extreme cases invade their privacy are not in a position to change that since the condition state that they are able to do so. However, there are some companies that abuse this right out of an internal conflict or such. For instance, the backlash between video game publishing company Konami and its subsidiary development studio Kojima Productions led to the abuse of such procedures and conventions. It is alleged that Konami has rebranded the studio and removed any and all Internet access from them, leaving them only able to send messages internally through Konami. It is also alleged that cameras were placed in the corridors that are not there for security, but to

Many organizations experience employee abuse of the internet. This abuse of the internet can be defined as any use of the internet for personal purposes during work hours. This behavior can include accessing personal social media sites, blogging sites, news sites, shopping and accessing inappropriate content such as pornographic sites. Employees need to be aware that there are consequences for this type of abuse. In order for organizations to protect their business interests, policies should be created and enforced in order to protect the business and other employees from any violations or repercussions.

The answer to whether employees should use the internet for personal pursuits while working is both a yes and a no. The

If a company is so strict and does not allow the employees any freedoms then they will have very unhappy employees, especially those from the millennial age group that grew up with this advanced technology. To balance the policy out I would recommend an understanding of what is acceptable use. To start what is acceptable for work related internet use. Then a policy of when it is ok to do things like social media and

Around two-thirds of employers monitor their employees’ web site visits in order to prevent inappropriate surfing according to American Management Association (AMA). And 65% use software to block connections to web sites deemed off limits for employees. This is a 27% increase since 2001 when the survey was first conducted. Employers are motivated by concern over litigation and the increasing role that electronic evidence plays in lawsuits and government agency investigations.

A few people need to get required in how their administration is run and organised.Service suppliers ought to have routes for clients to get required along these lines on the off chance that they need to. Having administration clients required in an administration is a decent approach to change things when an administration should be improved.

In the RBAC organization, clients can be allocated to parts, for example, specialist, legal advisor, or creditor liabilities agent. Once the parts have been relegated, business standards, for example, "no one but specialists can get to therapeutic data" can be characterized. Security bunches in Active Directory could likewise be utilized to perform a portion of the same usefulness.

Unless authorized social media access will be limited to only to employee’s personal devices. Management has the authority to dictate who can be on social media sites during business hours. If social media is one of the organizations media outlets management will select a group of employees to manage it. Those group of employees will only be allowed on the social media sites they are assigned and will only participate in company related transactions.

Electronic communications has become the most popular communication practice in the professional environment, because of their specific nature, it has raise a number of ethical issues: electronic communications are mainly distance, asynchronous, text-based, and interactive computer-mediated communications and allow for storage, retrieval, broadcast and manipulation of messages. These specificities give rise to misunderstanding, misconduct in the absence of the interlocutors, information and mail overload, as well as privacy infringement and misuse of shared computing resources. Inexperience explains some users’ unethical behavior. Other forms of unethical behavior find their roots in corporate culture, internal competition and management styles. E-businesses, as early adopters of information and communication technologies, are being particularly exposed to such behaviors, since they rely heavily on electronic communications. Therefore assessing their internal situation and develop and enforce e-mail policies accordingly.

A company just assumes that new and old workers know the rules for the use of company computers and websites used in collaboration systems. Although some policies differ from others they usually state the same. If one was a company official and asked to review and rewrite the corporate policy to avoid any breach of data the best place is to start at the internet itself. The first is to make a policy on the usage of company computer, internet, and email which should include, but not limited to use the internet responsibility and productively for company business, no personal business is allowed. The company owns any computer information received on company property (computer) and can be used for legal