This should not be connected to the main location but its own entity. If something goes wrong you are secure because you have a back-up copy of the data. • Virus Protection software- Trying to avoid getting a virus and training employees to watch out for signs of virus can be very important, especially through email. Try to avoid opening an email that does not look familiar or looks strange. In Conclusion It is important for an organization to be aware of the risk of technology.
Concealing Fraud Investigations and evaluating security There are some key points to think about when concealing a fraud investigation. One main point is if there is a whistle blower involved this person’s identity must be protected. The whistle blowers information can be a very valuable if managed correctly. I would also keep the number of individuals that now about the investigation at a bare minimum. This will greatly reduce the risk of evidence being destroyed because of a leak.
Security is one of the most important things that any organization should be concerned about. Protecting not only the organization itself and its employees, but also the information and data stored by the organization, is something that is expected of organizations. Without the proper security in place, the organizations information and data would be susceptible to theft and fraud. The threat of theft or fraud can come from anywhere; a malicious third party outside the organization, a disgruntled former or current employee, or even an unsuspecting employee who doesn’t realize that what they are doing is a threat to security. There are many ways that an organization can take steps to counter these threats, as well as respond to them should preventative measures fail.
Introduction Employee handbooks are very essential to a business. They state the what, when and how they expect their business to run and the procedures that they will carry out. In the front of most employees’ handbooks, they have a disclaimer that tells/notifies the employee that any information stated in the handbook, does not constitute any terms of employment, it also may clear up any misunderstanding that the employee may have, when it comes to their employment within the company. The case Dillon v. Champion Jogbra centers on the disclaimer and an implied contract. Understanding what an implied contract/at-will is very important, both terms are very important when you examine the case Dillon v. Champion Jogbra.
Areas such as the company record room hold valuable past information about the organization. Also, the director’s offices and the conference room of the board of directors are sensitive location where security should be reasonably adequate. In most instances, the placement of traditional security measures in these areas may discourage the employees. However, by implementation of biometric recognition technology, the security can be provided without discouraging the employees. 3.
You could lose your job and you could have legal action taken against you. | 1.2 Describe how the duty of care affects own work role and how it contributes to the safeguarding and protection of individuals Duty of Care contributes to the safeguarding or protection of individuals | In your role you have a duty of care to raise any concerns you may have about any aspect of your work. These can range from inadequate working conditions, poor equipment, poor practice by other staff; to raising concerns about potential abuse cases and situations of neglect. | It is your duty of care to safeguard individuals from harm. All employees should report any concerns of abuse they have.
Chris Pink 310.2 – ETHICS 07/24/12 1) Overview Millennium Management is committed to following policies and guiding employees to uphold the standards of conduct that are expected in areas in which improper behavior and activities could damage the company’s reputation, and could have serious repercussions for the company and/or the employee(s) involved. The purpose of this policy is to assure that all employees adhere to the conduct that is required of them in order to protect themselves as well as the company. The way an employee behaves in relation to this policy is key, in not only protection, but also in evaluation for promotion. Simply put, it is imperative that employees not only adhere to this policy, but hold others accountable for the same behavior. Any employee who chooses not to abide by this policy is subject to discipline by management, up to and including termination.
2.2 As there may be changes in policies within the law and your company may have to implement them to help protect the vulnerable individuals so this why it is important to have the access to full and up to date details of agreed ways of working. 2.3 The agreed way of working is all about protecting the vulnerable from abuse and promoting their choices in life so reading the code of conduct, following and reading the policy and procedures also reading and
The issues were dealing with by the employees in this exercise can affect the company and the individuals. Another issue that had to be taken into effect was the company policies and if any had been broken. If any policies had been broken that the decision-making process would have been based on maintaining order and
9.2 Any exchange or disclosure of information must be in accordance with the Data Protection Act 1998 and the Human Rights Act 1998 and the Freedom of Information Act. 9.3 We recognise that confidentiality must be designed to safeguard the best interests of the abused person and must not be confused with protecting the management interests of an organisation. 9.4 We will make staff aware that where it appears to an employee or person in a similar role that confidentiality rules may be operating against the interests of vulnerable adults a duty arises to make a full disclosure in the public