New Technology Reviews!.: Employee

RIM gets handed open letter from disgruntled employee, quickly responds in kind

<div><img alt="" class="aligncenter" height="109" src="http://img88.imageshack.us/img88/5705/rim2010630.jpg" style="margin-top: 4px; margin-bottom: 4px; border-width: 0px; border-style: solid;" width="162" /></div> One of the blessings -- and curses -- of this World Wide Web is that it creates a forum for open discussion, where we can communicate anything that our heart desires and feel like someone is listening to us. BGR published an open letter reportedly written by a senior executive at Research in Motion, chastising upper management for its inability to make bold business decisions as it continues to consistently lose market share. The anonymous author listed out several suggestions on how their company could improve its status and work its way back up to the top of the smartphone totem pole. As it turns out, the disgruntled employee was successful in that RIM published a response to the anonymous communication. What exactly were this employee's suggestions, and how did the folks in Waterloo respond? We'll break down the letters after the break.

RIM gets handed open letter from disgruntled employee, quickly responds in kind

One of the blessings -- and curses -- of this World Wide Web is that it creates a forum for open discussion, where we can communicate anythi...

Former Apple Store employee sues for discrimination, claims bizarre ordeal

<div style="text-align: center;"><img alt="" border="0" height="184" hspace="8" src="http://img704.imageshack.us/img704/507/applestoremocup3823718.jpg" vspace="8" width="400" /></div> 
The Apple Store in the SoHo section of New York City has <a href="http://www.appleinsider.com/articles/10/12/29/lawsuit_accuses_soho_apple_store_of_discriminating_against_employee.html">reportedly been sued for discrimination</a> by a former employee, who claims that she was unlawfully fired after taking a medical leave. Nicole Sullivan started working for Apple in 2008, and then took a leave in 2009 because of a nervous disorder. Despite being told that Apple wouldn't learn of her diagnosis, she claims that when she returned to the store, her coworkers clearly knew what had happened. What happened next sounds even more bizarre -- she was given a desk in the store's basement, and when she tried to apply for positions on the store floor, was told that "there were questions about her mental stability." She's now suing the company for back pay, benefits, and $300,000 in damages for the alleged discrimination. 
 
Interesting story if true. I haven't worked at an Apple Store, but I have worked in retail, and I saw enough bizarre interactions between employees and managers that I can believe something like this may have happened. Then again, I am of course not a lawyer, and so I won't make any predictions on how this will all turn out in court. 
 
Of course, this is likely all the result of some specific manager's decision, not actual Apple policy. Hopefully the matter will be settled justly and as quickly as possible. 
<a href="http://www.tuaw.com/2010/12/31/former-apple-store-employee-sues-for-discrimination-claims-biza/"></a> 
<h6></h6><a href="http://www.appleinsider.com/articles/10/12/29/lawsuit_accuses_soho_apple_store_of_discriminating_against_employee.html">Source</a>

Former Apple Store employee sues for discrimination, claims bizarre ordeal

The Apple Store in the SoHo section of New York City has reportedly been sued for discrimination by a former employee, who claims that she...

Employee Security Awareness

Playing Big BrotherNo one wants to play the bad guy by monitoring every single action that a user makes. However, the unfortunate reality is that a good portion of security breaches are caused by staff members, whether inadvertently or intentionally.Incidents of both kinds come in a variety of forms: ?Theft of credit card or other financial information by unethical employees. ?Opening infected e-mail attachments from unknown or untrusted senders. ?Forgetting to log off workstations at the end of the day. ?Disclosing passwords to coworkers, family, or friends. ?Installing unauthorized software on workstation PCs.Act First, Think LaterIt's one thing to foster a corporate culture that embraces security as a core value, but it's quite another to do so at the sacrifice of actual security technology investments. Gartner recommends that before companies even start thinking about implementing a security awareness program, they should: ?Solidify and strengthen all enterprise security systems and technologies. ?Establish formal practices and support for workers using these systems. ?Invest in security awareness only when the two previous steps are complete.Action PlanA successful security awareness program is one that compels all employees to take an equal share of the responsibility for the security of company assets. Bear in mind, however, that awareness alone can never replace comprehensive security policies.1.Define your expectations for the users. Raising awareness ultimately means changing people's behavior. In addition to your existing non-disclosure and technology acceptable use policies, speak with HR to make employee information security responsibilities a condition of employment (strictly on a per case basis, of course). Also: -Give precise descriptions of what actually constitutes a security incident. -Establish concise instructions for reporting security breaches, events, or incidents. -Conduct basic security awareness "lunch and learn" sessions for staff members. -Be sure to clearly post all security-related documents on the company's intranet.2.Make employees the centerpiece of attention. Stress partnerships and people, not technology and policing. Empower them by stating their critical role in information security. For example, avoid statements that say "Do this," or "Don't do that." Instead, use proactive, collaborative wording like "Your role is [...]," or "You can make a difference by [...]." Try to use disciplinary action as a last resort only.3.Measure the effectiveness of the program. Periodic security quizzes or tests are a good way to promote and measure the program's success among the employee base. Another method is to put a counter on the number of hits on the security documents section of the intranet. Where possible, employ power users within various departments to help you spread the word and make progress checks.4.Communicate successes. Keep the lines of communication open with employees. Send out updates on existing and future security initiatives, as well as the background or rationale behind such decisions. If possible, set up a graphic security "barometer" on the corporate intranet to display the organization's current security status.5.Keep the program flexible. What is considered a security best practice today might be obsolete tomorrow. Allow for some elasticity in your program, taking into account such factors as: changing business models and/or objectives; the introduction of new technologies; emerging security threats and/or new viruses; and growth of the network and the user base (i.e. resulting in a greater number of points of vulnerability).6.Expect realistic results, not miracles. Malicious insiders in particular will remain difficult to stop by implementing a security awareness program, especially if they are determined to hack and burn. It's kind of like the federal government enacting a law that restricts the number of bullets allowed in a gun, and then expecting bank robbers to obey it. Still, simply conveying the repercussions of security breaches to employees will go a long way towards preventing them.In SummarySecurity is a challenge, made all the more difficult by human error. Institute an awareness program to strengthen the security chain and emphasize user responsibility.	 	 		 			 				 					 						Visit <a href="http://hcsfit.com" target="_new">http://hcsfit.com</a> to learn more.

Employee Security Awareness

Playing Big Brother No one wants to play the bad guy by monitoring every single action that a user makes. However, the unfortunate realit...

Monitoring Employee Internet Use

Internet Abuse in the WorkplaceThe Internet has become an invaluable resource in the workplace, the world's biggest reference library, social media center, and pornography outlet is now only a click away. This availability presents a significant risk factor for employer liability and costs employers thousands of hours in productivity each day. Monitoring employee internet use is one way to reduce employer liability, and whether or not you agree with the principles behind internet monitoring, many employers agree that it is a necessary evil.Internet abusers range from upper management employees in private offices viewing hardcore pornography, to the department assistant in a cubicle that spends 3 hours a day doing online shopping, making travel arrangements, and paying bills through the company Internet. Internet abuse is endemic in the workplace and organizations are being forced to face the problem head on, or suffer the consequences.Among the many consequences of internet abuse is a loss of productivity and scores of litigation issues such as sexual harassment, hostile work environment and discrimination. Monitoring Employee Internet access is one way that an organization can limit its liability.Defining Internet AbuseDefining Internet abuse is the first challenge, and creating an organization wide acceptable use policy (AUP) is the first step in the definition. An AUP defines what constitutes internet abuse in your organization. What was acceptable internet behavior in one organization may be unacceptable in another, so the AUP is a highly customized policy, based on the organizational mission. The organization determines what lines will be drawn when it comes to internet abuse.The key to a successful AUP implementation in most organizations is similar to other policy development issues in the workplace. There must be "buy-in" from the "top-down", in other words, the leaders of the organization must agree to the principles of the AUP and endeavor to push that policy down to the directors, managers and supervisors within the organization. The most critical stage of AUP development is dependant on upper management "buy-in" and their willingness to demonstrate the importance of this policy to the rest of the organization.Internet WorkshopsHolding a series of Internet workshops with the employees of your organization is one way to introduce your new acceptable use policy. As an educational session, an internet workshop can address the sensitive issues surrounding internet abuse in an open forum where employees can ask questions and provide input in a non-confrontational setting.During the internet workshop, the organization can begin to educate the employees about Internet abuse and give them a chance to re-evaluate their internet habits at work. It is important to be as open as possible with your employees regarding your chosen methodology for enforcing the AUP.For example, if the organization has decided to employ internet blocking technologies, the AUP should define the specific types of websites that will be blocked, for example, many organizations block pornography, "gross depictions" and "hate" websites. Discussing the types of websites the organization has decided to block and answering questions regarding the reasons for blocking will reinforce the organizational mission, and demonstrate the types of websites that are inappropriate within your organization.If your organization is going to monitor and report on employee internet access, the workshop will give you a chance to show the employees what the internet reports look like, and discuss the circumstances in which they will be used. Taking the mystery out of what the organization is planning in regards to internet monitoring and blocking will reduce employee speculation and set new expectations throughout the organization.Problems with Internet MonitoringThe technical aspects of blocking website access and monitoring employee internet access are not without problems. The software for blocking websites has advanced tremendously over the past 5 years; however, there are still problems with blocking "all" inappropriate websites and blocking websites that you did not intend to block. No system is perfect and you will need assistance from your selected software / hardware vendor in addition to your information systems department.If possible, it is always better to meet, in person, with the vendor representatives prior to the purchase of any internet monitoring software. Voice your concerns with the vendor and secure "after sale" support with the vendor help desk. If you have an information systems department, make sure they are involved from the start of the project to help address any technical problems that the new system could bring.Monitoring Employee Internet Access- the People SideOutside of the technical issues that will occur, the people side of internet monitoring can be the most problematic of all. Even with the dissemination of information given at the internet workshop and taking great care during your policy development, some employees will, inevitably feel that internet monitoring is unfair. Given this fact, it is of the utmost importance that the internet reports are accurate, beyond question. Even if they are correct, there are still issues to consider. The scenarios listed below are examples of how employees could react if they are confronted with the accusation of internet abuse. Moreover, the excuses below may be completely accurate and good explanation by the accused."It wasn't me!"It's always possible that some other person was on the accused employee's computer surfing the Internet. Once a user steps away from the computer anything can happen. Another person sits down and starts using the computer logged in as the accused, everything they do on the Internet is recorded under somebody else's name. One suggestion is to have the user lock their computer before leaving for an extended period of time; this will reduce the chances of misidentification of the internet abuser."They have my password"This is a similar situation to the one mentioned above, if I have a user's password, I could log-in as the user and all of my internet access would be attributed to them. How they got the password is another issue entirely, however the user makes a good point and has a potentially valid excuse for an internet report that shows abuse."The Internet Report is Wrong"This can occur if the monitoring software is setup incorrectly or if there are network issues causing identification problems. This is another reason why you want your information systems department involved from the start and technical support from the vendor who sold you the internet monitoring solution. Defending a internet report that shows abuse is a difficult when you don't understand how the technical aspects of internet monitoring work.The Bottom LineInternet reporting is not an exact science, the reports could be wrong, and the person accused of Internet abuse may be completely innocent. The key is to research the potential offender and look into their history. People who abuse the internet usually have a history of doing so, so look into their past Internet use first and then look at the internet records on their computer. In short, do a "reality check". Too often we take technology for its word and fail to look on the human side for insight that may confirm or make us question our suspicions. This practice will help reduce the number of errors that could be made during the investigation of internet abuse, and help the employer maintain their credibility.SummaryInternet abuse is a fact of life in most large organizations today. Monitoring employee internet use and employing blocking technologies can be helpful in reducing employer liability and improving employee productivity. Developing an acceptable use policy to outline acceptable internet behavior in your organization is the first step in the process. To implement this policy successfully, the policy must be supported by upper, mid, and line level managers. The organization should endeavor, with enthusiasm, to educate the employees of the organization about internet abuse and share the organizations plans to monitoring use and block inappropriate websites.Prior to purchasing a software or hardware solution for internet monitoring / blocking, a vendor should be selected and invited into the organization to explain the technical problems that can occur with internet monitoring and blocking technologies. During this vendor selection process it is very important to include your information systems department and other technical staff. Arranging after-sale support with your vendor of choice is highly recommended.Finally, there is the people side of the problem. Internet monitoring and blocking are only as good as the software and hardware solutions that are developed. There are many ways that these solutions can fail, so doing a thorough investigation prior to accusing an employee of internet abuse is also highly recommended.	 	 		 			 				 					 						Steve Thomas is a network analyst and has a website located at <a href="http://www.drivinglaws.org" target="_new">http://www.drivinglaws.org</a> that provides information about hands-free driving laws across the United States

Monitoring Employee Internet Use

Internet Abuse in the Workplace The Internet has become an invaluable resource in the workplace, the world's biggest reference librar...