survey of 2,625 adult Americans reveals some interesting
attitudes towards employer confidential information, including
different attitudes depending on a person's age. Over
two-thirds (68%) of 18-34 year olds responded that it is acceptable
to remove confidential information from their place of employment.
This contrasts with just half (50%) of those 55 or older believing
such behavior is acceptable.
In fact, 86% of those 55 and over believe someone should be
fired for taking confidential information, while only 74% of those
younger than 55 think the same. The survey also reveals that 40% of
adults believe it is never acceptable to take confidential company
information out of the office, but others think it is acceptable to
do so under certain circumstances, including when the boss says
it's okay (48%), to finish a late-night project from home
instead of at the office (32%), to work over the weekend or while
on vacation (30%), when the information is about themselves (16%),
when the boss won't find out (2%), and when family or friends
promise to keep it confidential (2%).
This survey indicates that the challenge employers face in
protecting their confidential information likely will not go away
on its own. In fact, with the advent of the Internet, younger
generations have grown up in a culture where the free exchange of
information and ideas is more efficient (and more valued) than ever
before. So getting younger employees to understand the importance
of protecting their employers' confidential information after
they have grown accustomed to quick and free access to videos,
music, and other Internet content will continue to be a
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
To print this article, all you need is to be registered on Mondaq.com.
Click to Login as an existing user or Register so you can print this article.
Join NECEC— the premier voice of businesses building a world-class clean energy hub in the Northeast—and Foley Hoag’s Energy and Cleantech practice for a not-to-be-missed discussion with offshore wind developers, leading public officials, investors and experts at the cutting edge of the Northeast’s emerging offshore wind market.
After decades of speculation about offshore wind’s future in the United States, the industry that has long powered grids in Europe has finally arrived in the Northeast. In the last year America’s first offshore wind project--off the coast of Rhode Island--started spinning and delivering power to the grid, Massachusetts Governor Charlie Baker signed into law a bill authorizing the procurement of 1,600 megawatts of offshore wind, and New York Governor Andrew Cuomo committed to 2,400 megawatts of offshore wind off the coast of New York by 2030. Meanwhile, major utilities have announced agreements with developers to purchase energy generated from the projects planned for the eastern seaboard.
The questions that BYOD policies seek to answer are these: (1) Who owns your device? (2) Who owns the information on your device? (3) What happens if that information (or the device itself) gets lost or stolen?
Orrick Cybersecurity & Data Privacy lawyers Emily Tabatabai and Shea Leitch co-authored an article for the International Association of Privacy Professionals' Privacy Tracker on the continued expansion...
He advises on handling internal data breach investigations; supervising forensic examinations and coordinating with law enforcement in investigations of criminal attacks; and regulatory investigations and enforcement actions by the FTC and HHS/OCR.
Privacy advocates in both the United States and Europe are urging regulators to take a hard look at the privacy ramifications of internet-connected toys, which are often conventional toys augmented by companion mobile applications.
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).