Managing Border Between Work And Nonwork: An Analysis Of A Security Breach Case And Other Policy Violations

Discuss About The Managing Border Between Work And Nonwork.

The case highlights on how Brenda has made the security breach as an assistant manager in this bank. Brenda has faced with one disciplinary incident in her life which was around 2 years ago when she was warned from the higher authorities in written for misplacing her security pass card for the main branch at Halifax (König & De La Guardia, 2014). It is seen that one day Brenda had decided to take up 2 files home from the bank and the files contains some of the confidential and detailed financial information on a major client of CPIB in the Atlantic region. After that it was seen that Brenda went for the dinner and after that when Brenda came to her minivan, she found that the briefcase was missing and the empty briefcase was found in the parking garage and the contents was missing.

In the context to this case, a disciplinary action is recommended for Brenda. I recommend that any employees working in his bank would not carry the official documents outside the office irrespective in which post or designation the employee belongs. The employee should be given written warning and if any employee does this act again, he/she should be charged with penalty or even discharge from the employment. I also recommend that if any employee wants to make the official documents outside the bank then he/she should be taking the authorized permission from the manager of the bank. I recommend that Brenda is needed to be charged with breach of security and theft of confidential information from the bank as well.

As a result of this case taken place with Brenda, there are some of the long term implications for the HR function to be implemented in this bank. It seems that the HR manager will be affected from this type of data breach. The HR manager of the firm should be given the warning on their recruitment and hiring policies. The HR manager is to blame only for the HR rules and regulations created for each and every employee connected with this bank (van Ingen, Utz & Toepoel, 2016). The company has the bad publicity within the industry. The HR manager could get terminated from the bank and the reputation is at crisis for the HR manager as well.

After this data breach incident took place the head office want that the new security policies for the removal of bank property need to be implemented. So the merits and drawbacks of such policy are depicted

• The employees of the bank are revealed about the type of security they have to maintain while handling the property of bank.
• The information and the security risks could be identified and mitigated.
• The employees could be able to understand what their roles and responsibilities clearly.

• Due to this security policy on removal of bank property, the employees are always in fear of performing their tasks properly.
• The employees’ needs and demands are not always met from this security policy.
• The employees might not complete the required activities within the specified time.

Recommended Disciplinary Actions and HR Implications

    The CPIB policy will be developed through the development and implementation of effective actions. So the steps are explained below

    Identification of risks- It is important to identify the nature and type of security risks to be associated with the bank (Cascio, 2018).

    Learning from others- The development of security policy is done by learning from the strategies and actions the other banking firms take it before preparing it.

    Matching with legal requirements- There are certain minimum standards needs to be ensured before the policy development for CPIB (Bratton & Gold, 2017).

    Inclusion of employees in policy development- The staffs need to be involved in the policy making process (Gerpott & Thomas, 2014).

    Understanding of the policy- It is important that each of the members should be reading and signing the policy before it is understood.

The first issue is related with Joan Jorgenson. Joan Jorgenson is communicating with the co worker Natalie King. Joan Jorgenson has provided some undesirable offers which are offering sexual advances but Natalie has refused it totally and so she shifted to the office located at Winnipeg. The reason behind the addressing of this issue at first as this incident if gets public then it will hamper the reputation and the publicity of Maple Shoes Ltd. which might create problems in future for competing within the shoe industry. This is the act of violation of the company policies and guidelines though the communication of the policies is open and known by each and every employee.

The second issue is that Max Mac Sweeney was found that he has visited some of the pornographic sites and made the illegal use of the internet services provided by the company. Britney has to deal with the issue with the development of the internet usage policy which is not developed earlier. So Britney would need to develop this policy.

The last issue is that the two supervisors told a scheme to Paul who is the warehouse supervisor of the company. They have written some portion from the inventory and sold the product to their friends who are the outsiders. In this scheme Paul would get the confidential information of the overseas company in return for the pat ownership of the business. Britney need to address the issue by identifying the fraud done by Paul. So this is needed to be addressed at last.

Other Policy Violations and Proposed Corrective Actions

Britney need to provide Joan with written warning and will provide time for proving himself guilt. Britney also ask Natalie King to provide evidence of the allegations made by her for Joan. If Joan is proved guilty then he should be terminated and if Natalie King proved to be guilty then she should be terminated from the company (Tullar et al., 2016).

Britney would like to conduct regular meetings and updates on the employee communications in order to make the employees aware of how the employees communicate with each other.

Britney should be providing either the warning notice to the employee or can discharge from the employment or make changes of penalty or make rigorous imprisonment depending on the nature and size of the crime (Gerpott & Thomas, 2014). Britney would also cease the internet service provided to Max within the working hours inside the workplace. 

The company should be monitoring the activities they are performing on internet during the working hours. The company needs to provide security to some of the undesirable sites for maintaining ethics of the company (Sahgal & Dang, 2017). The company should not be leaking any kind of personal information and should not browse some of the sites which are blocked.

Paul Bertuzzi should not be dismissed but the letter of warning or suspension is required for the individual. As Paul knew the fact that the co workers has done the fraud and it is his duty to inform it to the management. So Paul should also be terminated.

The reasonable notice in this event is that Paul has admitted that he is involved in this fraud and his co workers are fired. So if Paul is not terminated then it would be injustice for them.

Yes, if I were in the position of Paul Bertuzzi then I would report this scheme to the senior management as it is the ethical duty of each and every employee employed in organization to eliminate any kind of misconduct occurring.

The key fact is that if the CEO of Blue View company will get terminated without any cause then the company needs to provide the severance package.

The progressive discipline is that according to the company policy, it has prohibited the offensive behavior and disclaimed expectations of privacy which is involved in this situation.

The agreement tells that if the CEO of the Blue View company is terminated without any cause then they have to give the severance package. There was no proper paper documentation or contract established with proper notice or warning about this type of incident to be taken place. The board was aware of the fact that they were not known of the conduct which could be characterized as undesirable. It is seemed that the company has found evidence where there is the conversation recorded between the CEO and the president of one of its vendors. There is a changed topic from the business towards the undesirable conversation. So in accordance with this case and the evaluation of the qualitative evidence, I personally think that since the agreement made was not proper with the CEO but the evidence has really changed the case towards the company and the company has got the recorded evidence which will act as the proof of guilt for the CEO. I also think that CEO has been given the personal notice and the copy of the emails where there is the conversation recorded between the CEO and the president.

I recommend the fact that for the improved disciplinary process I need to be able to develop paper work in a proper way which was not developed by the company with the CEO. I need to develop the agreement and make the employees understand it properly. I recommend that the vendor company with which the company is working with need to end all the agreements they have set it. I recommend that the internet access would also be restricted outside the work premises.

References

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Cascio, W. (2018). Managing human resources. McGraw-Hill Education.

Gerpott, T. J., & Thomas, S. (2014). Empirical research on mobile Internet usage: A meta-analysis of the literature. Telecommunications Policy, 38(3), 291-310.

König, C. J., & De La Guardia, M. E. C. (2014). Exploring the positive side of personal internet use at work: Does it help in managing the border between work and nonwork?. Computers in Human Behavior, 30, 355-360.

Sahgal, P., & Dang, A. (2017). Sexual Harassment at Workplace. Economic & Political Weekly, 52(22), 49.

Tullar, J. M., Amick III, B. C., Brewer, S., Diamond, P. M., Kelder, S. H., & Mikhail, O. (2016). Improve employee engagement to retain your workforce. Health care management review, 41(4), 316-324.

van Ingen, E., Utz, S., & Toepoel, V. (2016). Online coping after negative life events: Measurement, prevalence, and relation with internet activities and well-being. Social Science Computer Review, 34(5), 511-529.