Surveillance of Employees using work Surveillance devices when Employees are not at work, except as permitted under the Act and this Policy; and 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 WORKPLACE SURVEILLANCE POLICY. it creates, accesses, uses and discloses information or records in relation to Surveillance, including as part of Monitoring. Top of PageSection 2 - Definitions by obtaining a signed acknowledgement when an employee commences employment; 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. 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. it conducts Surveillance in the form of Monitoring in the Workplace; for legitimate purposes related to the employment of Employees; the type of Surveillance or new form of Monitoring to be carried out; whether it will be continuous or intermittent; and. (5) The University may take disciplinary action, up to and including termination of employment, for any breach of this Policy. Digital Information Security Policy; damage to property (including disruption to the University's business, systems or operations). (24) Written notice to an employee under clause (22) will not be provided: These specifically include: (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. To view historic versions, click the link in the document's navigation bar. blocking emails or internet access of an employee except as permitted under the Act and University policies, including Part C of this Policy. the Vice-Chancellor and President; "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. A 2018 survey by the TUC of more than 2,000 people found attitudes to workplace surveillance depended on its nature. Feedback This is the current version of this document. "Workplace" means any University premises, or any other place, where employees work, or any part of such premises or place. The employee is aware of and understands the policy. Notice has been given to the employee in advance; and 3. 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, … "University" means Western Sydney University; whether it will be continuous or intermittent; and "Act" means the Workplace Surveillance Act 2005 (NSW); However, an employer who conducts surveillance or monitors their staff … The purpose of this paper is to examine the relationship between EMS in the workplace on … Employees who are specifically authorised under this Part A to conduct Surveillance or to access Surveillance Information or Surveillance Records. (12) The University may from time to time: Rated 5 / 5 based on 69511 … mobile telephones, hand-held radios, laptops, tablets and similar devices; where Surveillance information or records are aggregated in a format that does not identify specific individuals, including Employees, for example, for operational support reasons. NOWHERE TO HIDE Employers have a legitimate interest in monitoring work to ensure efficiency and productivity. University-owned vehicles with global positioning systems installed; 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); wired and wireless data point connections installed in University buildings. 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. "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. In recent years, software that monitors internet use, calendar use, and keyboard strokes has become … the University Secretary and General Counsel; or (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. 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; Employee monitoring is the use of various methods of workplace surveillance to gather information about the activities and locations of staff members. Workplace Surveillance Policy 1 Purpose Technology improvements have made devices which fall within the statutory definition of surveillance devices commonplace. These are continually Monitored and may be accessed and provided to the University for administrative purposes; (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. "Malicious Content" means content of a profane or inappropriate manner including, but not limited to: Computer Monitoring - the University conducts ongoing Monitoring of the following: the integrity, security and service delivery of its systems and Networks; and Workplace monitoring is a practice that involves keeping an eye on activities and conditions in a workplace for health, security, and business reasons. Computer monitoring is a method of collecting performance data which employers obtain through digitalised employee monitoring. serious violence to a person; Workplace monitoring is conceptualized to be part of the security management glossaries that are implemented and executed by the company management. Part C - Blocking of Email or Internet Use the Director, Audit and Risk Assessment. (20) This Policy is formal notice to Employees that the University does the following in accordance with this Policy: Email Policy; Current Version However, it is still a form of "Surveillance" as defined in the Act. The purpose of the Workplace Surveillance Policy is to ensure that a transparent environment exists within (company) with regard to surveillance and that … racist content; and there is no less intrusive alternative, reasonably available, in the circumstances, including, but not limited to, any need for urgency; For the avoidance of doubt words or terms used in this Policy have the same meanings given to them in the Act. emails sent or received using University email accounts or through University servers, storage volumes, download volumes, browsing or downloading history on IT Resources; and Explainer: Workplace Monitoring & Surveillance 2 Data & Society Research Institute www.datasociety.net shifts tools. 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. Be direct to the point of your discussion so employees can easily identify the purpose of the policies that you … Application and Compliance violent content; conduct Surveillance, including Surveillance of individual Employees; or (15) The University will not carry out and does not condone any of the following which are prohibited under the Act: access, use or disclose information or records obtained in the course of Monitoring for Surveillance in relation to individual Employees. Be specific and precise when discussing workplace policy on privacy and employee monitoring. a Dean; 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; (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): 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. This lesson provides information about the types of workplace monitoring. The Act restricts computer surveillance by employers including monitoring or recording of information accessed and sent. However, and for the avoidance of doubt, Monitoring does not involve actively investigating or keeping track of an individual or his or her activities. (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. (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. 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. 4, No. Since the employer owns the computer network and the terminals, he or she is free to use … Surveillance and monitoring in the workplace have evolved alongside advancing technologies, presenting ever-multiplying opportunities, risks, and emerging ethical questions. 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. (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. a Deputy Vice-Chancellor and Vice-President; the University Secretary and General Counsel; or. Businesses monitor employees to … whether it will be for a specified limited period or ongoing. Surveillance and Surveillance Information and Records Workplace surveillance laws allow cameras to be used only for legitimate business reasons. This is the current version of this document. it creates, accesses, uses and discloses information or records in relation to Surveillance, including as part of Monitoring. "Network" means network hardware and the services operating on the hardware or utilising the hardware to perform tasks, whether wired or wireless. The Act … "Surveillance Information" means information obtained, recorded, monitored or observed as a consequence of Surveillance of an Employee; Employers generally are allowed to monitor your activity on a workplace computer or workstation. (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. 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. To view historic versions, click the link in the document's navigation bar. Information collected through monitoring should be kept secure. Under the Act, surveillance of an employee’s computer use can only be carried out where: 1. 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. "Policy" means this Workplace Surveillance Policy and includes any Schedules or attachments; whether it will be for a specified limited period or ongoing. 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. (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. "IT Resources" means systems, software, hardware, and other forms of technology, communication or other similar services owned or managed by the University; While technology has … 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. (1) The purpose of this Policy is to describe the circumstances in which the University conducts Surveillance of its Employees. 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. Computer surveillance in the workplace is the use of computers to monitor activity in a workplace. Organizations engage in employee monitoring for different reasons such as to track … There is an existing policy on computer surveillance in the workplace; and 2. Purpose. a Deputy Vice-Chancellor and Vice-President; These cameras (including any casings) are not covered or hidden, and Monitor activities on an ongoing and continuous basis; access to secure University facilities (buildings and locations within buildings); (5) The University may take disciplinary action, up to and including termination of employment, for any breach of this Policy. (3) This Policy constitutes the provision of notice to Employees of the University's Workplace Surveillance under the Act. content that harasses, threatens or bullies a person; Monitoring and surveillance in the workplace involves any form of observation or supervision of workers. More … movements within a Workplace; (25) The Act prohibits the University from blocking an employee from accessing the internet or sending or receiving emails unless: the proposed method and length of Surveillance or access to information and records is reasonable and appropriate in the circumstances; and 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. Part A - Authorisation Workplace monitoring and surveillance The Privacy Act 1988 (Privacy Act) doesn’t specifically cover surveillance in the workplace. Prohibited Surveillance But electronic surveillance … pornography; Top of PageSection 4 - Surveillance Procedures 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 … Whistleblowing (Reporting Corruption and Other Wrongdoing) Policy. conduct Surveillance, including Surveillance of individual Employees; or. (26) The University is not required to give notice under clause (25)b if: WORKPLACE SECURITY Oberon Council has several … Besides … (18) Only the Vice-Chancellor and President can approve a request on advice from the University Secretary and General Counsel. internet usage, including browsing history, content downloads and uploads, video and audio file access, and any data input using the IT Resources; and (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. Top of PageSection 3 - Policy Statement Tracking Monitoring - the University does not Monitor or track the location or movement of individual Employees. Future Versions Surveillance of Employees in a change room, toilet facility or shower or other bathing facility in the Workplace; 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 (1) The purpose of this Policy is to describe the circumstances in which the University conducts Surveillance of its Employees. 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. the request is for a purpose specified in clause (13); "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. For the avoidance of doubt words or terms used in this Policy have the same meanings given to them in the Act. 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 … 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); the request is for a purpose specified in clause (13); if the request is for a purpose specified in clause 13(b): there is no less intrusive alternative, reasonably available, in the circumstances, including, but not limited to, any need for urgency; the proposed method and length of Surveillance or access to information and records is reasonable and appropriate in the circumstances; and, reasonable precautions will be taken to ensure the integrity and security of data, including compliance with the University's. 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. (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. Electronic monitoring and surveillance (EMS) practices provide new challenges in the workplace. access cards into University buildings; 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, it is still a form of "Surveillance" as defined in the Act. the health, safety and welfare of University Employees, students and visitors, for example, by installing fixed cameras throughout University campuses; 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. 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