Insider Threat-Employer Rights and Liabilities - Research Paper Example

Insider Threat- Employer Rights and Liabilities Insert Insert Introduction The advent of new and novel technology is reshaping our lives from every other dimension. Employees and employers have their buttered and unbuttered sides of bread on this issue. These applications are very useful in the running of these institutions primarily providing efficient and effective means of handling business transactions. They have helped mitigate on liabilities, and to be more relevant to the ever increasing competitive environment. Employers now have the ability to micro-manage their employees by figuring out when they come in, leave premises and what they do from time to time. Employeestheotherhandhavebenefiteditimprovedaccurateandmorereliablesystemscomingplace However, despite these benefits, these employers need to create a warm environment one where the employee does not have to worry every time that is watching them. The latter behavior may greatly impact on the performance of the employee and significantly cripple the talent factor in the organization. A monitoring regime that is effective should motivate the employers to put in place good practices that will better how the institution performs than it is currently. That should also include how employees behave since it will impact on quality of performance by the individual and the team collectively (Ciocchetti, 2011). Excellent ways of doing things are pertinent to use of technology in monitoring and the likeliness of invading the privacy of the employees. In establishing the norms of the institution, employers try to ascertain the necessity of monitoring, suitable control techniques for the organization and how the process of monitoring may be misused by individual employees. Further, it involves management explaining the practices they are using for monitoring through the required notice channels. In addition, it covers the legal factor when there is a failure on the part of management in implementing the policy on monitoring. Some institution cares about the issues at stake and takes monitoring of employees seriously. However, some companies do not consider the psyche of their workforce or the factor on invading their privacy. The law has a duty to establish basic standards that will guide organizations, but it is the responsibility of the management in check to enforce the policies on employees morale and monitoring schemes in use. A regime that effectively monitors employees is one that constitutes best practices and gives employers an opportune to implement these practices in the quest for achieving the core purposes of monitoring. Employees are in and outside their work area. However, the outside control will involve the body tracking their vehicles and remote monitor of employees emails. The present rubrics are broad and diverse and differ from one institution to another. First is the use of access panels (Ciocchetti, 2011). They refer to devices that have been programmed that manage entry into restricted areas such as parking places, elevators, and stairwell. For authorization, employees use passwords, biometrics and use of cards. The automatic system will then unlock. In case there is a problem with approval, the concerned security personnel are alerted. Through such an approach, it is possible to limit access to particular regions of the building when there are threats. Also, the highly sensitive areas will be out of bounds, for example, the server rooms. In addition, employees will have accessibility to the facility at any time of their choice. The method can be misused by the management through witch hunting of employees. Through it, they can tell how often and long an employee spends in a particular area. In some cases, they are important to determine how often, for instance, employees wash hands after they visit the washrooms. Attendance and monitoring of time to ascertain that attendance is a vital inclusion in productivity (Ciocchetti, 2011). The approach seeks to note how much of the time the employees missed and the reasons for that. Through this, it is easy to derive patterns that can be weighed according to individual units of operation. The monitoring process is either automatic through an application or manually through recording it in a ledger book. The process is critical to the employers since through this information, they know where to make adjustments. The reality is that the amounts of money spend replaceable sent persons alarming. As a result, customer trust and satisfaction are significantly affected by such behavior in an organization. The use of an application system is better since it avoids errors made by humans and can profile the employees according to categories such as the kind of job. They also have the capability of alerting the management in case of a particular employee who is very problematic and is beyond some threshold. It is, therefore, wise for the employers to make their employees understand why they are doing some of these things to avoid misunderstanding. The company can institutionalize automatic warnings through the use of screens as a way of reminding them why the firm has to use policies on monitoring. The initial learning process may be tiresome but with time, the employees get used to it (Ciocchetti, 2011). The drafting of the warning screens should be architected in such a way as to convince the employees to accommodate the monitoring process and appreciate its importance in the firm. It should be designed and written in simple plain English as to allow employees to comprehend easily the message that is being conveyed. These warnings make up the low invasions of the privacy concerning employees thus protecting the business. The latter is in relation to countering what the employees expect of a privacy policy. Consequently, an effective monitoring scheme should employ the use of automatic screen warnings. That should include all the three purposes of a control process in an institution. Conclusion The overall perspective is that for any management in a given institution to properly implement monitoring techniques to its employees it has to follow a particular framework. The rubric chosen should not oppress the workforce in the name of monitoring them. What is important in the process is for the management to explain why it is doing so to woo the support of the workforce and ensure that employee loyalty and trust is intact. Further, the legal factors concerning a failure in management are inclusive. However, in doing all of this, the management should try as much not to invade the privacy of the employees since it affects their performance. References Ciocchetti, C. (2011). The Eavesdropping Employer: A Twenty-First Century Framework for Employee Monitoring. American Business Law Journal, 48(2), 285-369. doi:10.1111/j.1744-1714.2011.01116.x Read More