Professional and Ethical Professional and Ethical ResponsibilitiesResponsibilities

The Nature of The Nature of ProfessionalismProfessionalism

Dave IsenbergDave Isenberg

What is professionalism?What is professionalism?

““To be a professional is to be responsible and To be a professional is to be responsible and accountable for using one's special skills to accountable for using one's special skills to give careful and constant consideration to give careful and constant consideration to the impact of one's products and services on the impact of one's products and services on others” (Gotterbarn 1991)others” (Gotterbarn 1991)

-The following of a profession, sport, etc., as an occupation; -Webster’s Dictionary

-The expertness characteristic of a professional person

-Wordnet (Princeton University)

Traits of a ProfessionalTraits of a ProfessionalAttributesAttributes Extensive intellectual training Extensive intellectual training Common body of knowledge Common body of knowledge Skills are vital to society Skills are vital to society

Monopoly on service providedMonopoly on service provided

Benefits/Benefits/ResponsibilitiesResponsibilitiesSelf-regulated Self-regulated

Privilege/prestige Privilege/prestige

Code of ethics Code of ethics

Professionals vs. SocietyProfessionals vs. Society

Professionals Professionals Agree to:Agree to:

ServiceService Self-RegulationSelf-Regulation

Society Agrees Society Agrees to:to:

AutonomyAutonomy Social StatusSocial Status High PayHigh Pay

Professional Behavior Professional Behavior Encompasses Ethical BehaviorEncompasses Ethical Behavior

Non-disclosure of confidential information Non-disclosure of confidential information Reporting to work Reporting to work Reporting absences Reporting absences Telephone use Telephone use Use of equipment: fax, copier, etc. Use of equipment: fax, copier, etc. Smoking regulations Smoking regulations Timed break periods Timed break periods Security procedures Security procedures Dress code Dress code

Source: http://www.stratagememployees.com/standards_of_professionalism.htmSource: http://www.stratagememployees.com/standards_of_professionalism.htm

Various Forms of Various Forms of Professional CredentialingProfessional Credentialing

Dan SiegmanDan Siegman

Professional Credentialing What are credentials?

Credentials are that which entitle one to: Confidence - Others can trust in your ability to perform a task correctly. Credit - You have met certain standards in training, education, etc. Authority - You can make decisions on in your field and judge the work of

others. Show proof that you have met certain standards.

Often involves education or training, and a practical examination. Includes several catagories

Certification Accreditation Licensure

Various Forms

Certification – provides confirmation of an individual's qualifications in a specified profession or occupational specialty

Implies an assurance that an individual possesses a specific knowledge or skill level pertaining to an occupation.

Issued by an organization May apply on a national or international scale Voluntary

Licensure – illegal for person to practice a profession without meeting state standards

The most restrictive form of professional and occupational regulation. May vary from state to state

Accreditation – designates that an organization or business has met a combination of standards and abilities that are put in place for public safety, welfare and confidence.

Things (Hospitals, colleges, etc.) are accredited. People are certified.

Use of Credentialing

Your work may impact the lives of others – failure may hurt them. This must be avoided.

Used in many fields, but is especially important when the general public may be affected. Examples:

Medicine Teaching Engineering Even a commercial drivers liscence is a form of professional credentialing.

Usually applies to a specific area within a field. For example, certification to design a bridge does not mean you are

certified to design a power plant. Those who require your services need must be able to trust that

you are competant to perform that service.

Obtaining credentials Credentials are issued by a group of some sort – such as an educational

instituation, organization, or corporation. Credentials only carry as much weight as the faith others will put in the

issuer. The standards a person must meet to obtain these credentials is usually publicly

displayed. Some examples of credentials

University offers a bachelor's degree in computer science University itself is accredited

Microsoft certifies people to use their operating system on servers in a business environment with the Microsoft Certified Systems Engineers certification (MCSE)

IEEE's Computer Society offers Certified Software Development Professional (CSDP).

Sources

The American Heritage® Dictionary of the English Language, Fourth Edition

Binghamton University Bulletin 2000-2001 http://www.microsoft.com/traincert/mcp/mcse/default.asp http://computer.org/certification/

Ethical Dissent and Ethical Dissent and Whistle-BlowingWhistle-Blowing

BG BoydBG Boyd

Ethical Dissent Ethical Dissent

Likely to start by an employee noticing that things are not right, Likely to start by an employee noticing that things are not right, and attempting to get them changed by talking to people in the and attempting to get them changed by talking to people in the organization. organization.

It can end easily, with changes made quicklyIt can end easily, with changes made quickly or it can end by involving many agencies, lawyers, legal systems, and or it can end by involving many agencies, lawyers, legal systems, and

public proceedings. public proceedings.

Does not need to go as far as public allegations.Does not need to go as far as public allegations.

Involve as little as making a well supported suggestion that Involve as little as making a well supported suggestion that policy be changed policy be changed

Becomes Becomes whistleblowingwhistleblowing when dissent is made public by when dissent is made public by going outside the organizationgoing outside the organization

Definition of Whistle BlowingDefinition of Whistle Blowing

a. Raising concerns about misconduct within an a. Raising concerns about misconduct within an organization [sic] or within an independent structure organization [sic] or within an independent structure associated with it (associated with it (Nolan CommitteeNolan Committee). ).

b. Giving information (usually to the authorities) about b. Giving information (usually to the authorities) about illegal and underhand practices (illegal and underhand practices (ChambersChambers). ).

c. Exposing to the press a malpractice or cover-up in a c. Exposing to the press a malpractice or cover-up in a business or a government office (business or a government office (US, BrewersUS, Brewers). ).

Things to think about before you Things to think about before you blow the whistle.blow the whistle.

Make sure of your motivationMake sure of your motivation Don't be led astray by motives of pride or revenge. Don't be led astray by motives of pride or revenge.

Count the costCount the cost Be aware of the significant costs involved.Be aware of the significant costs involved.

Gather the necessary evidenceGather the necessary evidence Make sure you have the evidence to back up your claims. Make sure you have the evidence to back up your claims. It may be too late after you have gone public.It may be too late after you have gone public.

Protect your own interests Protect your own interests Make sure you are ready to protect yourself.Make sure you are ready to protect yourself.

Choose the right avenue for your disclosureChoose the right avenue for your disclosure The media may not always be the best.The media may not always be the best.

Make your disclosure in the right spirit.Make your disclosure in the right spirit. Don’t become identified as a "disgruntled former employee”.Don’t become identified as a "disgruntled former employee”.

Good or Bad?Good or Bad?

Whistleblowers are protected by both federal and state laws.Whistleblowers are protected by both federal and state laws. Whistleblowing rarely works out well for the whistleblower Whistleblowing rarely works out well for the whistleblower A survey of whistleblowers was taken by a whistleblower.A survey of whistleblowers was taken by a whistleblower.

233 individuals polled, about 40% responded. 233 individuals polled, about 40% responded. Their average age was 47. Their average age was 47. They had been employed at their jobs for an average of 6.5 years They had been employed at their jobs for an average of 6.5 years

before blowing the whistle. before blowing the whistle. Almost all of those in private industry lost their jobs. Almost all of those in private industry lost their jobs. 51% percent of government employees lost their jobs. 51% percent of government employees lost their jobs. 82% percent said they'd been harassed by superiors82% percent said they'd been harassed by superiors 69% said they were watched closely. 69% said they were watched closely. 63% percent reported losing some job responsibilities63% percent reported losing some job responsibilities 60% said they were fired after launching their complaints. 60% said they were fired after launching their complaints. Almost 10% had attempted suicide. Almost 10% had attempted suicide. Only 20% felt that their actions resulted in positive changes in their Only 20% felt that their actions resulted in positive changes in their

workplace. workplace. But more than half of them said they would do it again. But more than half of them said they would do it again.

ReferencesReferences

http://www.accd.edu/pac/philosop/phil1301/whistlebl.htm

http://www.computingcases.org/case_materials/hughes/support_docs/whistleblowing/ethical_dissent.html

"Acceptable Use" Policies in "Acceptable Use" Policies in the Workplacethe Workplace

Seth LevenbergSeth Levenberg

Acceptable Use Policies Acceptable Use Policies can be a great help to companies

enforcing them, but also an ethical dilemma for the enforcers, with such concerns as:

Should employees’ Internet usage be monitored? Should employees’ e-mails be read? Should employees be aware of this monitoring? And finally, should employees have privacy while at work?

On the other hand, in the workplace… Effective Acceptable Use Policies implemented by employers can be a

great help to the company in the following ways: Increase employee productivity Avoid misrepresentation Avoid legal liabilities Conserve bandwidth usage Enhance security

Acceptable Use Policies

Employee Productivity Even though the Internet is a source for much productivity, employees

could use the Internet for activities such as: Reading news Online shopping Chatting with friends Check on stocks Job hunting (the irony of it all)

As you can see, letting employees surf the Internet during work hours can lead to tremendous productivity losses due to the distractions mentioned above.

Should Internet privileges be limited to employees and monitored? Monitoring employee Internet usage can easily reduce these above

distractions

Acceptable Use Policies Legal Liabilities

Some of the legal liabilities of allowing employees free reign on their Internet usage include:

Sexual harassment by means of e-mail and messaging Copyright infringement (downloading audio/video) Displaying or transferring sexually explicit material being offensive to

others Visiting racist/prejudiced sites

The above can all lead to misrepresentation of the company, as webmasters can easily find out from where traffic is coming

Misrepresentation can be disastrous for a company if rivals used it to their advantage

Once again, monitoring Internet usage can eliminate all of these possible legal issues to protect the best interest of the company

Acceptable Use Policies Bandwidth Usage

Bandwidth usage is usually wasted by employees visiting non-work related sites, using peer-to-peer file transferring programs, and using the network for personal use (such as e-mail and messaging)

Having an effective acceptable use policy will also save all of this wasted bandwidth by not allowing such uses during work hours

Security Issues Monitoring employee’s network usage can greatly enhance the security of the

company, a few examples may be protecting against: Unhappy employees sharing company secrets Employees accidentally sending company documents to clients (attaching wrong files) Possible virus threats

Once again, employers are faced with the ethical concerns of reading employees’ e-mails

Acceptable Use Policies When it comes to creating an acceptable use policy, employers should be somewhat

flexible and recognize that different employees have different jobs, some needing the ability to surf the Web

Another question of what to allow employees to do during non-work hours arises with an acceptable use policy

If employees are subjected to an acceptable use policy, they should fully understand why the policy exists, and should be made aware of consequences for not adhering to the policy

An effective policy should include: Acceptable places on the Internet for employees to go Whether or not, and when employees can use the network for personal use Explicit details of exactly what employees cannot do Violation consequences

Employers should strictly enforce these policies to ensure that the company gets the full potential of their workers

Sources http://www.surfcontrol.com

http://www.surfcontrol.com/general/assets/whitepapers/InternetAbuseAtWork_9_2001.pdf

http://www.surfcontrol.com/general/assets/whitepapers/Raisingbusinessefficiency.pdf

http://www.surfcontrol.com/general/assets/whitepapers/aupus_0212.pdf

http://www.bitpipe.com/data/detail?id=1031929940_55&type=RES&src=av_reports

http://www.opsec.com/solutions/partners/downloads/n2h2_liability_whitepaper.pdf

Dealing with Harassment Dealing with Harassment and Discriminationand Discrimination

Ben DarflerBen Darfler

DefinitionsDefinitions

Discrimination:Discrimination: To treat a person based on class or To treat a person based on class or

category rather than individual merit.category rather than individual merit. Harassment:Harassment:

To irritate or torment persistently.To irritate or torment persistently.

Legal ObligationsLegal Obligations

What Are the Federal Laws Prohibiting Job What Are the Federal Laws Prohibiting Job Discrimination?Discrimination? The Equal Pay Act of 1963 (EPA)The Equal Pay Act of 1963 (EPA) Title VII of the Civil Rights Act of 1964 (Title VII)Title VII of the Civil Rights Act of 1964 (Title VII) The Age Discrimination in Employment Act of The Age Discrimination in Employment Act of

1967 (ADEA)1967 (ADEA) Sections 501 and 505 of the Rehabilitation Act of Sections 501 and 505 of the Rehabilitation Act of

19731973 Title I and Title V of the Americans with Disabilities Title I and Title V of the Americans with Disabilities

Act of 1990 (ADA)Act of 1990 (ADA) The Civil Rights Act of 1991The Civil Rights Act of 1991

Ethical ObligationsEthical Obligations

Discrimination on the basis of race, sex, religion, age, Discrimination on the basis of race, sex, religion, age, disability, national origin, or other such factors is an disability, national origin, or other such factors is an explicit violation of ACM policy and will not be explicit violation of ACM policy and will not be tolerated.tolerated.

-ACM Code of Ethics-ACM Code of Ethics

Treat fairly all persons regardless of such factors as Treat fairly all persons regardless of such factors as race, religion, gender, disability, age, or national race, religion, gender, disability, age, or national origin.origin.

-IEEE Code of Ethics-IEEE Code of Ethics

What Your Protected AgainstWhat Your Protected Against

Discrimination in any aspect of employmentDiscrimination in any aspect of employment Hiring and firingHiring and firing Transfer, promotion, layoff, or recallTransfer, promotion, layoff, or recall Fringe benefitsFringe benefits Pay, retirement plans, and disability leavePay, retirement plans, and disability leave Other terms and conditions of employmentOther terms and conditions of employment

What Your Protected AgainstWhat Your Protected Against

Other Discriminatory PracticesOther Discriminatory Practices Harassment Harassment Retaliation against an individual for filing a charge Retaliation against an individual for filing a charge

of discriminationof discrimination Employment decisions based on stereotypes or Employment decisions based on stereotypes or

assumptionsassumptions

What if it Happens to You?What if it Happens to You?

Be Sure You Have a CaseBe Sure You Have a Case Over 60% of all complaints filled are found to have Over 60% of all complaints filled are found to have

no reasonable cause.no reasonable cause. File a Formal ChargeFile a Formal Charge

Contact The U.S. Equal Employment Opportunity Contact The U.S. Equal Employment Opportunity Commission at www.eeoc.gov or 1-800-669-4000Commission at www.eeoc.gov or 1-800-669-4000

Alternative Dispute ResolutionAlternative Dispute Resolution Mediation promotes a better work environment, Mediation promotes a better work environment,

reduces costs and works for the employer and the reduces costs and works for the employer and the employee.employee.

ResourcesResources

www.acm.comwww.acm.com www.dictionary.comwww.dictionary.com www.eeoc.govwww.eeoc.gov www.ieee.comwww.ieee.com www.usdoj.govwww.usdoj.gov

Thank YouThank You