Re: Corporate- & Gang-stalking
Posted: Thu Aug 06, 2015 12:42 am
p.s. for those who live in Texas/California:
In recent years a handful of states also have passed laws criminalizing impersonation of
individuals on the internet, including New York, California and Texas. In New York and
California, online impersonation is a misdemeanor punishable by fines and up to a year in prison.
In Texas, the crime is a felony punishable by up to ten years in prison.
1
What Can Employers Do to Address the Workplace Implications?
Technology-enabled stalking and harassment become workplace issues in two major ways: when
an employee is the victim of such acts, and when an employee is the perpetrator. Because the
harassment and/or or stalking occurs while the victim- or perpetrator-employee is at work, and
may involve the use of work resources -- an employer-provided computer, smartphone,
telephone, and internet access -- it becomes the employer’s concern; employers have a duty to
provide a safe workplace and to address an employee’s potentially criminal behavior.
The best approach is for employers to get ahead of the issue, and not wait to react to a particular
incident. Employers should strive to create a healthy and safe work environment free of
harassment and stalking, by instituting both preventative and remedial measures. Employers
should make clear that harassing, threatening or stalking behavior is not acceptable inside or
outside of the workplace, and will be addressed. If an employee complains of harassment or
stalking via technology while at work, an employer should not dismiss their concerns or simply
refer them to EAP.
Similarly, if someone reports an employee for harassing or stalking them
using technology, the best practice is for employers to take the complaint seriously and initiate
an investigation. The actions of the Library of Congress employee, Kenneth Kuban, demonstrate
how employees can use work time and technology to perpetrate stalking and harassment that is
not immediately obvious. Employers should document all reported instances of harassment by
the employee-perpetrator and seek the assistance of law enforcement (after consulting the
victim).
Another important piece of a healthy and safe work environment is to address the use of
workplace technology. The best and most comprehensive way to address this is through a
technology policy. Employers should clearly set forth the organization’s appropriate and
acceptable uses for the employer-provided telephone, smartphone, computer, and internet access.
Employers also should take steps to prevent employee identity theft through the use of
technology, especially through work-provided devices. Issues to consider and address include:
•
Are all work-provided devices and accounts password-protected?
•
Is personal employee or client information that is stored in company databases or on
servers electronically encrypted?
•
Can employees use work resources to access non-work related content during work
hours, or during personal time?
•
Are employees allowed to access personal email or social media (Facebook, Twitter, etc.)
from work devices?
•
Does the employer monitor, prevent access to or block objectionable content and/or
websites?
The policy should clearly set forth the procedure to be followed if an employee violates the
policy, uses work-provided technology to harass, threaten or stalk, and the potential
consequences.