knowledge and information :: essays research papers

I would now like to make reference to enactment that highlights the importance of how Council protects and processes it. The Data Protection Act of 1984 has been revised and the new 1998 Act was brought into force on 1 March 2000. The new act changes original definitions and meanings and it broadens the range of mountains of the original act. There are eight principles within the act and it differentiates between personal selective information and sensitive personal data. Sensitive personal data coversracial or ethnic origin of the data subject.Political opinion.Religious or spiritual belief.Whether or not a member of a trade union. tangible or mental health or condition.Sexual life.The record of any alleged or actual criminal activity or sentencing. (HMSO, 1998, PartI).The act comprises the interest eight principlesFirst Principle . As indicated previously personal data must be processed fairly and observantly and at least wiz of the affect conditions is met. In relating this to Council in the case of processing sensitive personal data, the data must be processed fairly and lawfully and at least one of the conditions for processing sensitive personal data is met.Second Principle. Personal data shall be obtained only for one or more specified and lawful purposes, and shall not be further processed in any manner incompatible with that purpose or those purposes.Third Principle. Personal data shall be adequate, germane(predicate) and not excessive in relation to the purpose or purposes for which they are processed.Fourth Principle. Personal data shall be accurate and where necessary kept up to date.Fifth Principle. Personal data processed for any purpose or purposes shall not be kept for longer than is necessary for that purpose or those purposes. ordinal Principle. Personal data shall be processed in accordance with the rights of data subjects under this act.Seventh Principle. Appropriate technical and organisational measures shall be taken against unauth orised or unlawful processing of personal data and against accidental loss or destruction of, or damage to, personal data.Eighth Principle. Personal data shall not be transferred to a country or territory outside the European Economic Area, unless that country or territory ensures an adequate level of protection for the rights and freedoms of data subjects in relation to the processing of personal data. (HMSO 1998, cited by DOH, 2000, pp.1-8). Clearly, the above legislation reinforces the importance of managing information and knowledge within a contemporary organisation much(prenominal) as Council. Such legislation not only seeks to safeguard the rights of service-users who access my organisation but also to offer rules to Council in terms of appropriateness of processing information and knowledge.

Sexual Harassment In The Workplace :: Quid pro quo harassment, hostile environment

The phrase intimate harassment became highly publicized in 1975 as activists and writers began addressing the masterblem. Shortly after 1980, articles and publications in regards to knowledgeable harassment pass on rampantly as the result of congressional hearings, increased litigation, and the adoption of the Equal Employment Opportunity heraldic bearing guidelines. Harassment on the basis of sex is a violation of Title VII of the Civil Right Act 1964. Title VII states, Unwelcome sexual advances, requests for sexual favors and other verbal or tangible conduct is made either explicitly or implicitly a term or condition of an individuals employment submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual or such conduct has the purpose or effect of unreasonably interfering with an individuals work per general anatomyance or creating an intimidating, hostile, or offensive working e nvironment. Sexual harassment consists of verbal or carnal conduct of a sexual nature, imposed on the basis of sex, by an employee or agent of a recipient that denies, limits, provides different, or conditions the provision of aid, benefits, operate or treatment protected under Title VII. 1 Sexual harassment is categorized as a stochastic variable of sexual discrimination, which constitutes this behavior as nonlegal under existing federal and state laws. To enforce these laws, Congress has mandated federal agencies accountable for ensuring the full compliance of workplaces and educational establishments. The Equal Employment Opportunity missionary station (EEOC) was established to enforce Title VII and to investigate allegations of discrimination. In November 1980 the EEOC published specific guidelines on sexual harassment, which lucidly states that sexual harassment is a form of sexual discrimination. The EEOC uses a very complex definition, but every thing in regards to sexual harassment is covered within the confines of these guidelines. These guidelines cover many key fruit points. These key points, plus court decisions provide the legal definition of sexual harassment and spell out the rights and responsibilities of employers and employees. Section A of the guidelines states, that unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment.Sexual Harassment In The Workplace Quid pro quo harassment, hostile environment The phrase sexual harassment became highly publicized in 1975 as activists and writers began addressing the problem. Shortly after 1980, articles and publications in regards to sexual harassment deal rampantly as the result of congressional hearings, increased litigation, and the adoption of the Equal Employment Opportunity Commission guidelines. Harassment on the basis of sex is a violat ion of Title VII of the Civil Right Act 1964. Title VII states, Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct is made either explicitly or implicitly a term or condition of an individuals employment submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual or such conduct has the purpose or effect of unreasonably interfering with an individuals work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment consists of verbal or physical conduct of a sexual nature, imposed on the basis of sex, by an employee or agent of a recipient that denies, limits, provides different, or conditions the provision of aid, benefits, service or treatment protected under Title VII. 1 Sexual harassment is categorized as a form of sexual discrimination, which constitutes this behavior as punishable under existing federal and state laws. To enforce these laws, Congress has mandated federal agencies accountable for ensuring the full compliance of workplaces and educational establishments. The Equal Employment Opportunity Commission (EEOC) was established to enforce Title VII and to investigate allegations of discrimination. In November 1980 the EEOC published specific guidelines on sexual harassment, which lucidly states that sexual harassment is a form of sexual discrimination. The EEOC uses a very complex definition, but everything in regards to sexual harassment is covered within the confines of these guidelines. These guidelines cover many key points. These key points, plus court decisions provide the legal definition of sexual harassment and spell out the rights and responsibilities of employers and employees. Section A of the guidelines states, that unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment.