Besides ⦠Whether for productivity or for security reasons, an employer can protect its economic ⦠the email is or contains a commercial electronic message, as defined in the Spam Act 2003 (Cth); Feedback
compliance with its legal obligations, including reporting obligations. University-owned vehicles with global positioning systems installed; Part C - Blocking of Email or Internet Use a Deputy Vice-Chancellor and Vice-President; the health, safety and welfare of University Employees, students and visitors, for example, by installing fixed cameras throughout University campuses; the integrity, security and service delivery of its systems and Networks; and. Surveillance Consisting of Monitoring (7) The Act does not separately distinguish between the terms "Surveillance" and "Monitoring", and the term "Monitoring" is defined separately in this Policy to provide clarity. Electronic monitoring and surveillance (EMS) practices provide new challenges in the workplace. (9) The University carries out Surveillance in the form of Monitoring to ensure: (10) In the course of carrying out Monitoring, the University collects, creates and stores records and information (including logs, images, backups, and archives) using any one or more of the following methods: (11) In carrying out Monitoring, the University records and stores information and creates records (including reports) in relation to the following that are Surveillance Information and Surveillance Records for the purposes of the Act: (12) The University may from time to time: (13) The University may use or disclose Surveillance Information or Surveillance Records for purposes authorised under the Act and in accordance with the procedures set out in Section 4 of this Policy. compliance with its legal obligations, including reporting obligations. blocking emails or internet access of an employee except as permitted under the Act and University policies, including Part C of this Policy. (19) For the avoidance of doubt, Surveillance requests made under clause (17) will only be approved if the Vice-Chancellor and President is reasonably satisfied that: (20) This Policy is formal notice to Employees that the University does the following in accordance with this Policy: (21) The University also provides notice to Employees about Surveillance (including Monitoring) in other formats as follows: (22) For Surveillance approved under Part A, the University must send a written notice to an individual employee (which may be given by email) before that Surveillance commences. Monitoring and surveillance in the workplace Last updated July 2020 2 Without a doubt, there is increased use of surveillance, tracking of activity and automation at work, often without a clear and ⦠Monitoring and surveillance in the workplace involves any form of observation or supervision of workers. Information collected through monitoring should be kept secure. blocking emails or internet access of an employee except as permitted under the Act and University policies, including Part C of this Policy. Explainer: Workplace Monitoring & Surveillance 2 Data & Society Research Institute www.datasociety.net shifts tools. Section 1 - Purpose and ContextPurposeApplication and ComplianceSection 2 - DefinitionsSection 3 - Policy StatementSurveillance Consisting of MonitoringSurveillance and Surveillance Information and RecordsProhibited SurveillanceSection 4 - Surveillance ProceduresPart A - AuthorisationPart B - Notice RequirementsPart C - Blocking of Email or Internet UseSection 5 - Guidelines
As a member, you'll also get unlimited access to over 83,000 lessons in math, English, science, history, and more. a Vice-President; There is no specific legislation regulating optical surveillance in Queensland, South Australia or Tasmania. Surveillance of Employees in a change room, toilet facility or shower or other bathing facility in the Workplace; It also includes routine review of that information or those records to ensure the integrity, security and service delivery of the University's systems, including IT Resources and Networks. by means of regular (usually every six months) reminder notifications to all Employees by the Vice-President, People and Advancement; However, it is still a form of "Surveillance" as defined in the Act. "Surveillance Information" means information obtained, recorded, monitored or observed as a consequence of Surveillance of an Employee; Telephone Monitoring - the University Monitors the input and output of telephone (both fixed line and mobile) devices provided by the University for use by Employees. (4) This Policy applies to all current Employees, contractors, consultants and University controlled entities who have access to any University premises, equipment, or systems, including IT Resources and Networks. the health, safety and welfare of University Employees, students and visitors, for example, by installing fixed cameras throughout University campuses; if the University intends to prevent delivery of an email, the University gives the employee notice (which can be by email) that delivery of the email will be blocked. in the case of Monitoring by cameras, by means of physical signage at the entrances to or within campus grounds; Employees who are specifically authorised under this Part A to conduct Surveillance or to access Surveillance Information or Surveillance Records. However, it does provide and make available for use by Employees equipment and devices that have functionality to monitor and record their geographical location or movement, for example: mobile telephones, hand-held radios, laptops, tablets and similar devices; University-owned vehicles with global positioning systems installed; fuel cards issued for University-owned vehicles; and. "Workplace" means any University premises, or any other place, where employees work, or any part of such premises or place. by means of an online notice referring to this and other relevant policies when an employee activates their University account for the first time; (6) This Policy should be read in conjunction with relevant University policies, including: (7) The Act does not separately distinguish between the terms "Surveillance" and "Monitoring", and the term "Monitoring" is defined separately in this Policy to provide clarity. "Surveillance Record" means a record or report of Surveillance Information; access (including logons) to, and all activity on, the IT Resources including computer hard drives and servers, and any files stored on IT Resources; (6) This Policy should be read in conjunction with relevant University policies, including: access cards into University buildings; disclosure to a member or officer of a law enforcement agency for use in connection with the detection, investigation or prosecution of an offence; NOWHERE TO HIDE Employers have a legitimate interest in monitoring work to ensure efficiency and productivity. the sender of the email has been identified as having previously sent malicious content to the organisation; Employers generally are allowed to monitor your activity on a workplace computer or workstation. Be direct to the point of your discussion so employees can easily identify the purpose of the policies that you ⦠àÞbÁ³-óÐ5æÒÜÁ¯5ßîî#
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/Ë®I+ù5§ðåé,!°.ÒÎ ¬éÐÛóÜrwÒ7°k}Yï 9²çÜÓÞ£dèW¥qOï¶0ÿ//È®ÁnÐÝRäëNq¢/áu8*¥"qÂ+. Employees (including those in Campus Safety and Security) whose normal duties include review of camera footage and of building access (including use of building access devices); or Workplace monitoring and surveillance The Privacy Act 1988 (Privacy Act) doesnât specifically cover surveillance in the workplace. (20) This Policy is formal notice to Employees that the University does the following in accordance with this Policy: These are continually Monitored and may be accessed and provided to the University for administrative purposes; Tracking Monitoring - the University does not Monitor or track the location or movement of individual Employees. Surveillance of Employees in a change room, toilet facility or shower or other bathing facility in the Workplace; Surveillance of Employees using work Surveillance devices when Employees are not at work, except as permitted under the Act and this Policy; and. (24) Written notice to an employee under clause (22) will not be provided: emails sent or received using University email accounts or through University servers, storage volumes, download volumes, browsing or downloading history on IT Resources; and
And if surveillance tools "take away autonomy", that's when they prove most unpopular. Under the Act, surveillance of an employeeâs computer use can only be carried out where: 1. reasonable precautions will be taken to ensure the integrity and security of data, including compliance with the University's Privacy Policy and Privacy Management Plan. This is the current version of this document.
(23) A notice under clause (21) e. or (22) must be given or authorised by either the Chief Information and Digital Officer or the University Secretary and General Counsel, and must specify: Computer surveillance ⦠"Malicious Content" means content of a profane or inappropriate manner including, but not limited to: (15) The University will not carry out and does not condone any of the following which are prohibited under the Act: (16) Employees are prohibited from conducting any form of Workplace Surveillance or from accessing Surveillance Records or Surveillance Information, except the following Employees who are only authorised for the purposes of performing their designated duties as Employees: (17) Requests to authorise Surveillance that go beyond Monitoring, or to authorise access to Surveillance Information or Surveillance Records by persons other than those listed in clause (16), may only be made by one or more of the following persons and only for a purpose specified in clause (13): (18) Only the Vice-Chancellor and President can approve a request on advice from the University Secretary and General Counsel. Digital Information Security Policy; defamatory content; the type of Surveillance or new form of Monitoring to be carried out; whether it will be continuous or intermittent; and. Purpose. whether it will be continuous or intermittent; and (21) The University also provides notice to Employees about Surveillance (including Monitoring) in other formats as follows: The Act ⦠Print
Employees (including those within Information Technology and Digital Services) whose normal duties include routine back up or restoration of data, conduct of audits, review of web filtering, email filtering, document retrieval or logs, or other activities relating to the University's systems, including IT Resources and Networks; the University Secretary and General Counsel; or when it will start; "at work" includes where the employee is at a University Workplace whether or not he or she is actually performing work at the time, or at any other place while performing work for the University or utilising University resources or services; there is no less intrusive alternative, reasonably available, in the circumstances, including, but not limited to, any need for urgency;
Businesses monitor employees to ⦠Surveillance and monitoring in the workplace is now commonplace due to the increase of surveillance technology (CCTV) being used for employee safeguarding, enhance security of a building and as a ⦠However, it does provide and make available for use by Employees equipment and devices that have functionality to monitor and record their geographical location or movement, for example: However, and for the avoidance of doubt, Monitoring does not involve actively investigating or keeping track of an individual or his or her activities. This is the current version of this document. for use or disclosure in any legal proceedings (including an inquiry by the Independent Commission Against Corruption or the NSW Ombudsman) to which the University is a party or is directly involved; Computer surveillance in the workplace is the use of computers to monitor activity in a workplace. racist content; and the University acts in accordance with its policies relating to email or internet access that have been notified to the employee in advance in such a way that it is reasonable to assume the employee is aware of and understands the relevant policy; and the proposed method and length of Surveillance or access to information and records is reasonable and appropriate in the circumstances; and There are a number of tools that can be used ⦠Since the employer owns the computer network and the terminals, he or she is free to use ⦠"University" means Western Sydney University; pornography; "Policy" means this Workplace Surveillance Policy and includes any Schedules or attachments; "Surveillance" of an Employee means surveillance of an Employee by any of the following means: camera surveillance which is surveillance by means of a camera that monitors or records visual images of activities on premises or in any other place; computer surveillance which is surveillance by means of software or other equipment that monitors or records the information input or output, or other use, of a computer (including, but not limited to, the sending and receipt of emails and the accessing of internet websites); tracking surveillance, which is surveillance by means of an electronic device the primary purpose of which is to monitor or record geographical location or movement (such as a global positioning system tracking device); "Surveillance Information" means information obtained, recorded, monitored or observed as a consequence of Surveillance of an Employee; "Surveillance Record" means a record or report of Surveillance Information; "University" means Western Sydney University; "Workplace" means any University premises, or any other place, where employees work, or any part of such premises or place. whether it will be for a specified limited period or ongoing. Monitoring in the workplace ⦠Workplace monitoring is a practice that involves keeping an eye on activities and conditions in a workplace for health, security, and business reasons. content that harasses, threatens or bullies a person; access (including logons) to, and all activity on, the IT Resources including computer hard drives and servers, and any files stored on IT Resources; Tracking Monitoring - the University does not Monitor or track the location or movement of individual Employees. Employees who are specifically authorised under this Part A to conduct Surveillance or to access Surveillance Information or Surveillance Records. conduct Surveillance, including Surveillance of individual Employees; or. Employee Monitoring is the act of employers surveying employee activity through different surveillance methods. Electronic surveillance in the workplace is a major threat to your right to privacy. in the case of Monitoring by cameras, by means of physical signage at the entrances to or within campus grounds; by obtaining a signed acknowledgement when an employee commences employment; by means of regular (usually every six months) reminder notifications to all Employees by the Vice-President, People and Advancement; by means of an online notice referring to this and other relevant policies when an employee activates their University account for the first time; for new methods of Monitoring, specific written notice to all Employees (which may be given by email) at least 14 days before that routine Monitoring commences. connection of devices (whether or not owned by the University) to IT Resources and the Network. These are continually Monitored and may be accessed and provided to the University for administrative purposes; Camera Monitoring - the University has installed fixed security cameras throughout all campuses, both inside and outside of buildings and other facilities. sexual content; Tomczakâs adviser, Tara Behrend, associate professor of I-O psychology at George Washington University and an expert on privacy and ethical implications of workplace monitoring, said that not all surveillance ⦠Camera Monitoring - the University has installed fixed security cameras throughout all campuses, both inside and outside of buildings and other facilities. New digital technologies have expanded the possibilities of employee monitoring and surveillance, both in and outside the workplace. Top of PageSection 5 - Guidelines In the course of normal ⦠access, use or disclose information or records obtained in the course of Monitoring for Surveillance in relation to individual Employees. (11) In carrying out Monitoring, the University records and stores information and creates records (including reports) in relation to the following that are Surveillance Information and Surveillance Records for the purposes of the Act: the Senior Deputy Vice-Chancellor; access to secure University facilities (buildings and locations within buildings); connection of devices (whether or not owned by the University) to IT Resources and the Network. the University regards the content of the website or email, including any attachment, as menacing, harassing or offensive, for example, pornographic, gambling or terrorist websites; the email is or contains a commercial electronic message, as defined in the. A 2018 survey by the TUC of more than 2,000 people found attitudes to workplace surveillance depended on its nature. where the University considers this is reasonably necessary to avert a serious and imminent threat of: There is an existing policy on computer surveillance in the workplace; and 2. This includes logging access at specified wired and wireless data points; for new methods of Monitoring, specific written notice to all Employees (which may be given by email) at least 14 days before that routine Monitoring commences. Workplace E-Monitoring and Surveillance of Employees: Indirect Tool of Information Gathering Ikonne Chinyere N1, Prof. Ikonne Chiemela N2 1Ph.D, Department of Information Resources Management, ⦠it conducts Surveillance in the form of Monitoring in the Workplace; damage to property (including disruption to the University's business, systems or operations). any information or data created or managed on, downloaded to and stored on IT Resources, servers and other devices that the University supplies or otherwise makes available for use, including University email. (5) The University may take disciplinary action, up to and including termination of employment, for any breach of this Policy. camera surveillance which is surveillance by means of a camera that monitors or records visual images of activities on premises or in any other place; Privacy Policy and Privacy Management Plan; and For the avoidance of doubt words or terms used in this Policy have the same meanings given to them in the Act. where otherwise required or authorised by law to do so (for example, if the University is required to comply with a search warrant or subpoena); Workplace surveillance is happening now, and itâs happening a lot. the content or attachments of the email would or might result in unauthorised interference with, damage to or operations of an IT Resource (including any program run or data stored on any IT Resource); where there is a risk of disclosure of the identity, or exposure to reprisals, of a person who has made a public interest disclosure under the University's policy relating to public interest disclosures; the integrity, security and service delivery of its systems and Networks; and (8) For the purposes of this Policy: the University is not aware (and cannot reasonably be expected to be aware) of whether an employee has sent that email or of the identity of the employee who has sent that email. a Dean; Top of PageSection 4 - Surveillance Procedures Tracking non-work-related activities and information, such as health data, may challenge ⦠it conducts Surveillance in the form of Monitoring in the Workplace; where authorised under the Act or this Policy, it conducts Workplace Surveillance other than Monitoring; and. It also regulates the surveillance of internet access by employees and prohibits the blocking of emails. (9) The University carries out Surveillance in the form of Monitoring to ensure: Workplace monitoring is not a new thing, even though how companies monitor employees has changed drastically along with technological advancements. In the context of the increasing digitalisation of work, there are many ⦠for legitimate purposes related to the employment of Employees; Future Versions
tracking surveillance, which is surveillance by means of an electronic device the primary purpose of which is to monitor or record geographical location or movement (such as a global positioning system tracking device); GUIDELINES i. The purpose of the Workplace Surveillance Policy is to ensure that a transparent environment exists within (company) with regard to surveillance and that ⦠"Network" means network hardware and the services operating on the hardware or utilising the hardware to perform tasks, whether wired or wireless. "IT Resources" means systems, software, hardware, and other forms of technology, communication or other similar services owned or managed by the University; For example, tracking the location of company property, such as ⦠(3) This Policy constitutes the provision of notice to Employees of the University's Workplace Surveillance under the Act. University email accounts, and emails sent or received using a University email account or a University server; The Act restricts computer surveillance by employers including monitoring or recording of information accessed and sent. "Act" means the Workplace Surveillance Act 2005 (NSW); Status and Details
Application and Compliance (15) The University will not carry out and does not condone any of the following which are prohibited under the Act: These specifically include: (17) Requests to authorise Surveillance that go beyond Monitoring, or to authorise access to Surveillance Information or Surveillance Records by persons other than those listed in clause (16), may only be made by one or more of the following persons and only for a purpose specified in clause (13): the content or attachments of the email would or might result in unauthorised interference with, damage to or operations of an IT Resource (including any program run or data stored on any IT Resource); the sender of the email has been identified as having previously sent malicious content to the organisation; the University is not aware (and cannot reasonably be expected to be aware) of whether an employee has sent that email or of the identity of the employee who has sent that email. However, an employer who conducts surveillance or monitors their staff ⦠for the legitimate business activities or functions of the University, including internal inquiries and investigations of alleged unlawful activities or activities that are alleged to be in breach of any University rule, policy or code of conduct or in breach of a person's duties to the University as its Employee; a Deputy Vice-Chancellor and Vice-President; the University Secretary and General Counsel; or. serious violence to a person; (5) The University may take disciplinary action, up to and including termination of employment, for any breach of this Policy. In recent years, software that monitors internet use, calendar use, and keyboard strokes has become ⦠Current Version
(1) The purpose of this Policy is to describe the circumstances in which the University conducts Surveillance of its Employees. Code of Conduct; Workplace monitoring is conceptualized to be part of the security management glossaries that are implemented and executed by the company management. (16) Employees are prohibited from conducting any form of Workplace Surveillance or from accessing Surveillance Records or Surveillance Information, except the following Employees who are only authorised for the purposes of performing their designated duties as Employees: However, it is still a form of "Surveillance" as defined in the Act. where Surveillance information or records are aggregated in a format that does not identify specific individuals, including Employees, for example, for operational support reasons. Surveillance and Surveillance Information and Records, Part C - Blocking of Email or Internet Use, Mobile Telephony and Communication Devices Policy, Whistleblowing (Reporting Corruption and Other Wrongdoing) Policy, Independent Commission Against Corruption. the University acts in accordance with its policies relating to email or internet access that have been notified to the employee in advance in such a way that it is reasonable to assume the employee is aware of and understands the relevant policy; and. for legitimate purposes related to the employment of Employees; for the legitimate business activities or functions of the University, including internal inquiries and investigations of alleged unlawful activities or activities that are alleged to be in breach of any University rule, policy or code of conduct or in breach of a person's duties to the University as its Employee; for use or disclosure in any legal proceedings (including an inquiry by the. (13) The University may use or disclose Surveillance Information or Surveillance Records for purposes authorised under the Act and in accordance with the procedures set out in Section 4 of this Policy. Employee monitoring is the use of various methods of workplace surveillance to gather information about the activities and locations of staff members. (4) This Policy applies to all current Employees, contractors, consultants and University controlled entities who have access to any University premises, equipment, or systems, including IT Resources and Networks. conduct Surveillance, including Surveillance of individual Employees; or For smaller businesses, the main reason for employee monitoring is to make sure that there is no unethical or illegal activity in the workplace while ensuring that technology provided is being used ⦠More ⦠4, No. where authorised under the Act or this Policy, it conducts Workplace Surveillance other than Monitoring; and violent content; (2) The Workplace Surveillance Act 2005 (NSW) regulates Surveillance of Employees at work by means of camera, computer, and tracking devices, and requires that Employees be notified as to the nature of that Surveillance. ¦ employee monitoring and Surveillance ( EMS ) practices provide new challenges in workplace! 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