Internet at work: Big Brother is watching you!
Thursday, February 22, 2007
How Can Tell Me What Figurinei Have
Internet at work: Big Brother is watching you!
Internet at work: Big Brother is watching you!
rules on the use of the Internet at work and mail traffic are quite different from the banks. While some rely on faith, there are other restrictive provisions. UBS has the use of Internet and e-mails at work the subject of a transfer, the group-wide globally and is applicable to all UBS employees. The law regulates the use of the Internet as a tool for information gathering, the use of interactive media on the Internet and the penalties for illegal or inappropriate use of the Internet. Occasional private use, for private browsing and e-mail and private phone calls, UBS is the responsibility of the employee. This means that private browsing and e-mailing is allowed, if the time required is negligible and the job performance is not compromised. At Vontobel occasional private use of the Internet and e-mail service is permitted. The line managers are responsible for a moderate private use by those beneath them responsible. At Credit Suisse internal instructions are for the use of Internet and e-mail. The private use is permitted on a limited scale. Restrictive rules are Internet at work: Big Brother is watching you!
The Zurich Cantonal Bank to regulations governing use of the Internet including e-mail traffic. In principle, Web Services are used only for business purposes. In a narrow range ZKB tolerated non-business use, provided it arises from any damage. Bank Coop has a transfer, in which the user should be aware that the bank monitors the traffic to the Internet and by what methods. All employees have access to the Internet. Internet access with e-mail is for work purposes. The private e-mail traffic can be handled strictly.
The Raiffeisen banks is an instruction that governs the use of Internet services. The private use of Internet services is kept to a minimum and must not conflict with the statutory and contractual provisions.
due diligence of the employer even if UBS ownership the staff is stressed, also sought protection from abuse. The Group-wide transfer strictly forbidden to use the Internet in an illegal or inappropriate manner, ie illegal, unethical, racist or pornographic sites to surf. All employees who accept the provisions contained in this instruction, a personalized Internet account. This enables them to access the Internet. UBS takes the duty of care in dealing with the internet very seriously and will sporadically through the audit. The procedure for internal investigations is clearly regulated and restrictive. This may be done only by specially designated person and must be approved by the Senior Management. There is evidence of an Internet abuse, carefully and often personal clarified whether this is possibly also done unknowingly or unintentionally. If abused, depending on the case, the possible in the teaching of promised sanctions, referrals, partially withdrawing the bonus, or dismissal. Confidence, information and awareness Raiffeisen lives a culture of trust. It is generally assumed that the employees deal responsibly with the electronic instruments. Moreover, it is up to the boss, to have an eye. Happened yet an abuse, the consequences depend on the severity of the offense. This will consider whether it a first-time offense or a repeat case. The sanctions after considering all the aspects set. Credit Suisse is to inform and educate employees. In addition, technical measures are used, such as URL filtering. Violations of disciplinary action be taken. In extreme cases, can be a dismissal.
collected statistics on the amount of data of individual employees
Bank Coop Internet, e-mail communications of employees. It is levied, the amount of data (megabytes) and mails the employee sent to which addresses, which URL he has visited and how much data he has downloaded from there. The contents of the mail is the employer is not noted and also the content of the pages is not checked. However it can also be the address to conclusions. Once a year these amounts will be evaluated statistics. A list of employees with above-average values is sent to the competent member of the executive, which decides how to proceed. Depending on the severity of the abuse, the penalties vary from admonition to dismissal. Monitoring regulations to regulate
The ZKB the service and salary policy, that the ZKB the activities of their employees can record and monitor the internet. Violations of the nternetnutzungsvorschriften be triggered with a copy to the employee, the supervisor and reported to disciplinary measures. Predetermined rules of use, combined with IT technical arrangements to be applied at Vontobel.
will also logs all Internet access and e-mail communications of employees. In violation of the law in connection with the use of resources and computer science in violation of instructions provided personal legal sanctions to be taken. remain the law enforcement and civil claims reserved. -----
The legal rules. It is the responsibility of management, a written rules about Internet use at work to create. This corresponds to the transfer of the employer under Article 321d OR. If private use of the Internet have allowed to observe the employees of the due diligence and fiduciary duties (art. 321a), ie, they may cause harmful interference, and have legally protected interests of the employer as business secrets to be considered. All parties have to apply the provisions of the Privacy Act and the Data Protection Act, whereby international data protection regulations are observed. The employer must provide a
technical protection that meets the current and previous models. According to Article 328b OR the employer may process data about employees only where their suitability relating to the employment relationship or the implementation of the employment contract are required. The contents of private e-mails are off limits to the boss, even if the private use of e-mail banned in the workplace. Regulation 3 of the Labour Code (Article 26) prohibits specific conduct workplace surveillance with surveillance programs. Permits are technical measures and logs to perform random and anonymous inspections. Incoming business e-mails, such as requests from consumers, should be controlled by the supervisor. He may take in the e-mail box of absent workers insight, but this should inform in advance. Personal checks are only allowed, if first there is a written surveillance rules and the second was found in an anonymous control abuse. The workforce must be informed in writing. If bullying through the intranet or e-mails committed, the employer has the right to intervene and even the duty, under Article 328 of OR, which requires the protection of personality. A law enforcement is always reserved for criminal justice agencies. The employer must identify any suspects, but only secure evidence, if necessary for the display of the suspected person führt.Weitere information can be found on the website of the Federal Data Protection Commissioner
:
http://www.edsb.ch/d/themen/index.htm
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