workplace monitoring and surveillance policy
Code of Conduct; àÞbÁ³-óÐ5æÒÜÁ¯5ßîî# ëØ£¢ÝߢnÎ^÷ùU1b¡*¯bݱbÄÄÜqó6Û&ã%ÒÐàNe /Ë®I+ù5§ðåé,!°.ÒÎ ¬éÐÛóÜrwÒ7°k}Yï 9²çÜÓÞ£dèW¥qOï¶0ÿ//È®ÁnÐÝRäëNq¢/áu8*¥"qÂ+. 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 ⦠wired and wireless data point connections installed in University buildings. Whether for productivity or for security reasons, an employer can protect its economic ⦠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. 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. (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: The Act ⦠(26) The University is not required to give notice under clause (25)b if: 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. "University" means Western Sydney University; (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: GUIDELINES i. Mobile Telephony and Communication Devices Policy; Monitoring in the workplace ⦠The Act restricts computer surveillance by employers including monitoring or recording of information accessed and sent. As a member, you'll also get unlimited access to over 83,000 lessons in math, English, science, history, and more. Courts and adjudicators have recognized that employers have a legitimate interest in monitoring the workplace. (5) The University may take disciplinary action, up to and including termination of employment, for any breach of this Policy. To view historic versions, click the link in the document's navigation bar. This includes logging access at specified wired and wireless data points; emails sent or received using University email accounts or through University servers, storage volumes, download volumes, browsing or downloading history on IT Resources; and. 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. 3 Lockwood: Workplace Monitoring and Surveillance: The British Context 208 action constituted a breach of the implied duty of mutual trust and confidence.21 Furthermore, if an ⦠Surveillance Consisting of Monitoring 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. where the University considers this is reasonably necessary to avert a serious and imminent threat of: "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; "Employee" means current employees, contractors, and consultants who have access to any University premises, equipment, or systems, including IT Resources, adjuncts, conjoints and students; "IT Resources" means systems, software, hardware, and other forms of technology, communication or other similar services owned or managed by the University; "Malicious Content" means content of a profane or inappropriate manner including, but not limited to: content that harasses, threatens or bullies a person; "Monitoring" is a form of Surveillance, and means the collection or storage of information, or the creation of records, in a routine and passive manner. 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. Surveillance of Employees in a change room, toilet facility or shower or other bathing facility in the Workplace; violent content; Top of PageSection 4 - Surveillance Procedures Workplace surveillance laws allow cameras to be used only for legitimate business reasons. 4, No. 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; 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. Employee Monitoring is the act of employers surveying employee activity through different surveillance methods. 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; 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. (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): Email Policy; (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. These cameras (including any casings) are not covered or hidden, and Monitor activities on an ongoing and continuous basis; More ⦠A 2018 survey by the TUC of more than 2,000 people found attitudes to workplace surveillance depended on its nature. If employers monitor workers by collecting or using information the Data Protection Act will apply. wired and wireless data point connections installed in University buildings. by obtaining a signed acknowledgement when an employee commences employment; Computer surveillance in the workplace is the use of computers to monitor activity in a workplace. access cards into University buildings; Future Versions access to secure University facilities (buildings and locations within buildings); It also regulates the surveillance of internet access by employees and prohibits the blocking of emails. University email accounts, and emails sent or received using a University email account or a University server; Workplace monitoring is not a new thing, even though how companies monitor employees has changed drastically along with technological advancements. Print Vol. 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; 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 of Employees using work Surveillance devices when Employees are not at work, except as permitted under the Act and this Policy; and Application and Compliance a Deputy Vice-Chancellor and Vice-President; the University Secretary and General Counsel; or. 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); 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. Learn more about electronic employee monitoring ⦠However, it is still a form of "Surveillance" as defined in the Act. This report covers what workplace surveillance is, where itâs happening, how much itâs happening and whoâs most affected by ⦠Monitoring emails and internet use Information that your employer must give you Your employer should give you their policy on email and internet use in the workplace, which should include the use of social ⦠Under the Act, surveillance of an employeeâs computer use can only be carried out where: 1. 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. it creates, accesses, uses and discloses information or records in relation to Surveillance, including as part of Monitoring. Workplace Surveillance Policy 1 Purpose Technology improvements have made devices which fall within the statutory definition of surveillance devices commonplace. 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. Camera Monitoring - the University has installed fixed security cameras throughout all campuses, both inside and outside of buildings and other facilities. emails sent or received using University email accounts or through University servers, storage volumes, download volumes, browsing or downloading history on IT Resources; and (12) The University may from time to time: fuel cards issued for University-owned vehicles; and (21) The University also provides notice to Employees about Surveillance (including Monitor⦠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. Rated 5 / 5 based on 69511 ⦠To view historic versions, click the link in the document's navigation bar. the integrity, security and service delivery of its systems and Networks; and There is no specific legislation regulating optical surveillance in Queensland, South Australia or Tasmania. access, use or disclose information or records obtained in the course of Monitoring for Surveillance in relation to individual Employees. 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. how it will be carried out; it creates, accesses, uses and discloses information or records in relation to Surveillance, including as part of Monitoring. Businesses monitor employees to ⦠8 December 2020 Covid has seen the rapid growth in digital technologies at work. defamatory content; Part B - Notice Requirements "Network" means network hardware and the services operating on the hardware or utilising the hardware to perform tasks, whether wired or wireless. image copyright Gartner image caption Gartner's Brian Kropp says bad communication can scupper monitoring ⦠Electronic monitoring and surveillance (EMS) practices provide new challenges in the workplace. This includes logging access at specified wired and wireless data points; content that harasses, threatens or bullies a person; (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. (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. Workplace monitoring is conceptualized to be part of the security management glossaries that are implemented and executed by the company management. (20) This Policy is formal notice to Employees that the University does the following in accordance with this Policy: 1. it conducts Surveillance in the form of Monitoring in the Workplace; 2. where authorised under the Act or this Policy, it conducts Workplace Surveillance other than Monitoring; and 3. it creates, accesses, uses and discloses information or records in relation to Surveillance, including as part of Monitoring. 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: (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. (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: (24) Written notice to an employee under clause (22) will not be provided: (25) The Act prohibits the University from blocking an employee from accessing the internet or sending or receiving emails unless: (26) The University is not required to give notice under clause (25)b if: Copyright © 2003-2017 Western Sydney University - ABN 53 014 069 881 - CRICOS Provider No: 00917k contact | disclaimer & privacy. 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. damage to property (including disruption to the University's business, systems or operations). "Employee" means current employees, contractors, and consultants who have access to any University premises, equipment, or systems, including IT Resources, adjuncts, conjoints and students; racist content; and Information collected through monitoring should be kept secure. (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. Prohibited Surveillance (3) This Policy constitutes the provision of notice to Employees of the University's Workplace Surveillance under the Act. 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 ⦠In recent years, software that monitors internet use, calendar use, and keyboard strokes has become ⦠(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: Computer monitoring is a method of collecting performance data which employers obtain through digitalised employee monitoring. (24) Written notice to an employee under clause (22) will not be provided: (14) Part 4 of the Act prohibits covert surveillance (which is Surveillance other than that requiring notification in accordance with Part B below) by an employer without a covert surveillance authority issued under that Act. (18) Only the Vice-Chancellor and President can approve a request on advice from the University Secretary and General Counsel. Privacy Policy and Privacy Management Plan; and Notice has been given to the employee in advance; and 3. There is an existing policy on computer surveillance in the workplace; and 2. serious violence to a person; the sender of the email has been identified as having previously sent malicious content to the organisation; (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. "Network" means network hardware and the services operating on the hardware or utilising the hardware to perform tasks, whether wired or wireless. by means of regular (usually every six months) reminder notifications to all Employees by the Vice-President, People and Advancement; "Surveillance" of an Employee means surveillance of an Employee by any of the following means: (6) This Policy should be read in conjunction with relevant University policies, including: This lesson provides information about the types of workplace monitoring. The purpose of the Workplace Surveillance Policy is to ensure that a transparent environment exists within (company) with regard to surveillance and that ⦠Monitoring and surveillance in the workplace involves any form of observation or supervision of workers. conduct Surveillance, including Surveillance of individual Employees; or. 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); Current Version Surveillance and monitoring in the workplace have evolved alongside advancing technologies, presenting ever-multiplying opportunities, risks, and emerging ethical questions. blocking emails or internet access of an employee except as permitted under the Act and University policies, including Part C of this Policy. "Workplace" means any University premises, or any other place, where employees work, or any part of such premises or place. access, use or disclose information or records obtained in the course of Monitoring for Surveillance in relation to individual Employees. Tracking non-work-related activities and information, such as health data, may challenge ⦠(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. However, an employer who conducts surveillance or monitors their staff ⦠Employees who are specifically authorised under this Part A to conduct Surveillance or to access Surveillance Information or Surveillance Records. 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