Share
Explore BrainMass

Ethics in IT: Fraud and Monitoring

1) You are the Assistant human resource manager for Proctor and Gamble. One of your tasks is to monitor the e-mail of all employees. You have discovered an e-mail that you would consider "sexual harassment," which was sent from one employee to another. What specific action steps would you take in this situation? What are your ethical responsibilities under these circumstances?

2) Analyze in detail the five types of internet fraud. Please describe any personal experiences you have encountered with internet fraud? What are practical preventative measures to deter being a victim of internet fraud? Please be specific

3) Examine and discuss the types of computer and telephone monitoring systems being used in the workplace. What are the ethical issues involved with these type of monitoring systems? How does your workplace use a monitoring system? What are your personal feelings about monitoring employee's computer and telephone communication?

Reference: Stanwick, P.A. & Stanwick, S.D. (2009). Understanding business ethics (1st ed.). Upper Saddle River, NJ: Prentice Hall.

Solution Preview

1) You are the Assistant human resource manager for Proctor and Gamble. One of your tasks is to monitor the e-mail of all employees. You have discovered an e-mail that you would consider "sexual harassment," which was sent from one employee to another. What specific action steps would you take in this situation? What are your ethical responsibilities under these circumstances?

As a Human Resource representative for the company, it is your responsibility to keep the interests of the company and the employees as your first priority. In a situation where one of your key tasks is the monitoring of employee emails, any observation of misconduct will mandate an immediate set of actions on your part to quickly address this reckless behavior. In order to properly manage this situation, the following steps would be appropriate:

First, as the Assistant HR manager, it is your duty to report this violation to the HR manager whom you report to and ensure they are aware of your concerns. Upon verifying with your manager that an incident of sexual harassment has occurred, you will move into the fact finding phase of this investigation to ensure that all parties are fairly represented (Vickers, 2005).

In order to conduct a fair investigation into the nature of the email, the first person that you would want to interview would be the recipient of the email. In a confidential meeting you would reveal your concerns to the employee and take notes of their response and reaction to the email that they received. You will proceed by asking probing questions and gauge the employee's responses to see if they understand how this email is harassment and offer them support during this process as it can be a very difficult situation for both parties involved. Upon completion of interviewing the potentially harassed individual, you will report your findings again to your HR manager to validate if an actual harassment case is warranted ((Vickers, 2005).

If the conclusion is made that the email was harassment, the next step in the process would be to decide in advance what the punishment for the employee is going to be. This will be based on the employee's history, egregious nature of the email, and the consistent punishment that has been administered in similar situations ((Vickers, 2005).

The final step will be to bring the employee in and inform them of their actions and allow them to give their statement of why they wrote the email. Upon taking their statement into advisement, you will then proceed with the disciplinary action against the employee. This part of the process should never be done one on one. There should always be two management representatives together in this type of setting ((Vickers, 2005). Upon completion of the disciplinary action, you will put the entire investigation in the employees file and safeguard it in the HR confidential records system in the event it is ever needed for any future situations that may occur.

The ethical responsibility of the HR assistant is to uphold the policies of your employer and consistently apply these policies in order to ...

Solution Summary

The solution looks at the ethics that face HR and technology departments in modern companies, ranging from fraud like identity theft to envelope stuffing and also delving into the moral issues in monitoring customers. 2056 words with 3 references.

$2.19