Prohibited Surveillance 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; Use of surveillance in the workplace can have a variety of benefits for employers including: safety and security of property and personnel evidence that the employer has a safe system of work in … for legitimate purposes related to the employment of Employees; However, an employer who conducts surveillance or monitors their staff … (6) This Policy should be read in conjunction with relevant University policies, including: These are continually Monitored and may be accessed and provided to the University for administrative purposes; Associated Information (18) Only the Vice-Chancellor and President can approve a request on advice from the University Secretary and General Counsel. emails sent or received using University email accounts or through University servers, storage volumes, download volumes, browsing or downloading history on IT Resources; and 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. 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); 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 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. (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. 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. The Act restricts computer surveillance by employers including monitoring or recording of information accessed and sent. mobile telephones, hand-held radios, laptops, tablets and similar devices; (5) The University may take disciplinary action, up to and including termination of employment, for any breach of this Policy. "Surveillance" of an Employee means surveillance of an Employee by any of the following means: (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. However, and for the avoidance of doubt, Monitoring does not involve actively investigating or keeping track of an individual or his or her activities. disclosure to a member or officer of a law enforcement agency for use in connection with the detection, investigation or prosecution of an offence; it creates, accesses, uses and discloses information or records in relation to Surveillance, including as part of Monitoring. Monitoring and surveillance in the workplace involves any form of observation or supervision of workers. content that harasses, threatens or bullies a person; University email accounts, and emails sent or received using a University email account or a University server; Future Versions 4, No. Since the employer owns the computer network and the terminals, he or she is free to use … "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. (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: (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. In the context of the increasing digitalisation of work, there are many … (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. "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. Top of PageSection 3 - Policy Statement Workplace monitoring and surveillance The Privacy Act 1988 (Privacy Act) doesn’t specifically cover surveillance in the workplace. 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. 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; where the University considers this is reasonably necessary to avert a serious and imminent threat of: 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. 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; a Dean; the type of Surveillance or new form of Monitoring to be carried out; whether it will be continuous or intermittent; 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 B - Notice Requirements blocking emails or internet access of an employee except as permitted under the Act and University policies, including Part C of this Policy. access, use or disclose information or records obtained in the course of Monitoring for Surveillance in relation to individual Employees. "Policy" means this Workplace Surveillance Policy and includes any Schedules or attachments; Workplace Surveillance Policy (1) The purpose of this Policy is to describe the circumstances in which the University conducts Surveillance of its Employees. access, use or disclose information or records obtained in the course of Monitoring for Surveillance in relation to individual Employees. Rated 5 / 5 based on 69511 … University-owned vehicles with global positioning systems installed; WORKPLACE SECURITY Oberon Council has several … Policy 2124 - Workplace Security & Monitoring, Workplace Surveillance and the Use of Surveillance Cameras and Mobile Devices 2 3. the integrity, security and service delivery of its systems and Networks; and Top of PageSection 5 - Guidelines (20) This Policy is formal notice to Employees that the University does the following in accordance with this Policy: Whistleblowing (Reporting Corruption and Other Wrongdoing) Policy. whether it will be continuous or intermittent; and However, it is still a form of "Surveillance" as defined in the Act. 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. Employees who are specifically authorised under this Part A to conduct Surveillance or to access Surveillance Information or Surveillance Records. (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: New digital technologies have expanded the possibilities of employee monitoring and surveillance, both in and outside the workplace. Surveillance Consisting of Monitoring Besides … 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. 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 The purpose of this paper is to examine the relationship between EMS in the workplace on … racist content; and 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 … (15) The University will not carry out and does not condone any of the following which are prohibited under the Act: Surveillance and Surveillance Information and Records the Senior Deputy Vice-Chancellor; 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. Computer monitoring is a method of collecting performance data which employers obtain through digitalised employee monitoring. 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; (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. (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. by means of an online notice referring to this and other relevant policies when an employee activates their University account for the first time; it conducts Surveillance in the form of Monitoring in the Workplace; 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 access to secure University facilities (buildings and locations within buildings); 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 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. "University" means Western Sydney University; (21) The University also provides notice to Employees about Surveillance (including Monitor… "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. how it will be carried out; 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, … Explainer: Workplace Monitoring & Surveillance 2 Data & Society Research Institute www.datasociety.net shifts tools. Employee Monitoring is the act of employers surveying employee activity through different surveillance methods. (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: IT Acceptable Use of Resources Policy; Notice has been given to the employee in advance; and 3. Monitoring in the workplace … where authorised under the Act or this Policy, it conducts Workplace Surveillance other than Monitoring; and To view historic versions, click the link in the document's navigation bar. (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. sexual content; blocking emails or internet access of an employee except as permitted under the Act and University policies, including Part C of this Policy. a Vice-President; However, and for the avoidance of doubt, Monitoring does not involve actively investigating or keeping track of an individual or his or her activities. 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. 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