final_case - Canadian Imperial Bank of Commerce Digital...

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Canadian Imperial Bank of Commerce Digital Employee Privacy Prepared By Zaki Rezoana Student # 100199088 3/31/2010 1
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Table of Contents 2
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Executive Summary The use of information and communication technology is necessary to almost every organization in order to achieve optimal productivity and efficiency. However, if abused, this technology can actually be a detriment to a company’s profitability. In order to prevent the abuse of technology in the workplace it is common for employers to implement a screening system. These systems vary greatly; they can be manual, random, constant and/or computerized. The implementation of these systems also differs by organization. Many companies notify employees that their e-mail, internet, and/or phone use will be monitored prior to implementation. There are however, some businesses that conduct surveillance without the notification or consent of employees. In the case of CIBC, the main issue is the improper use of corporate e-mail. E-mail is a tool provided to employees in order to carry out job duties and not to fulfill personal needs. It is the responsibility of CIBC to ensure the technology is used in a moral and legal manner. The organization is faced with three main questions: What are the impacts of implementing e-mail monitoring? What options are available to prevent improper use of workplace e-mail? What is the best approach to implement the chosen solutions? The implications of e-mail monitoring are financial, legal and have a direct effect on employee productivity and morale. The two main solutions available to CIBC are the adoption of e-mail monitoring software and the creation of an e-mail policy. The best approach to implement these solutions is full disclosure. By ensuring employees are fully aware of the monitoring, any decrease in employee morale will be minimized and policy compliance maximized. 3
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When Canadian Imperial Bank of Commerce (CIBC) was looking to solve their need for a monitoring system they turned to the Assentor software. This software screened not only words but combinations of words and sentences. This was termed natural language technology. E-mails sent through the CIBC system were screened and if an e-mail was flagged it was then sent for human analysis to determine the nature of the e-mail. But how do we protect employee privacy if a personal e-mail gets screened and flagged? Typically the privacy of employees is viewed differently than that of customers. Customers are given the highest security possible by the bank. Employers however want to know what they are paying their employees to do on company time. The monitoring of employees has far surpassed that of monitoring just e-mails. One employer in the United States even placed a device within their employees’ chairs to measure wiggling. It was seen that wiggling means less working. Extreme cases such as that is not the way CIBC was heading. Their main concern was how to let employees know about the new code or policy and how often this should be done. Would once be enough? What about once a year? Should they
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This note was uploaded on 04/28/2010 for the course ENTR entr 3130 taught by Professor Duane during the Spring '10 term at American College of Computer & Information Sciences.

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final_case - Canadian Imperial Bank of Commerce Digital...

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