What is data protection Act?
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go to \n\nhttp://www.opsi.gov.uk/ACTS/acts1998/19980029.htm
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Are you an NHS employee and are concerned about possible wrongdoing within your place of work?\nThe Public Interest Disclosure Act 1998 (PIDA) was introduced to protect employees who are worried about wrongdoing in their place of work and want to ‘blow the whistle’. \n\nThe act applies to all NHS employees and includes all self employed NHS professionals (i.e. doctors, dentists, opticians, optometrists, and pharmacists). For the purposes of the Act, the employer of self-employed NHS professionals is deemed to be the relevant primary care trust or health authority. \n\nTo qualify for protection your disclosure must be made in good faith and the wrongdoing must involve:\n\na crime or breach of legal obligation (regulatory, administrative or common law); \nmiscarriage of justice; \ndanger to health and safety; \ndamage to the environment; and \nattempts to cover-up such malpractice.\nAn employee who is victimised or penalised for making a protected disclosure can bring an action for compensation against the employer at an Employment Tribunal. Some 1,200 employees have taken their employer to Employment Tribunal since the Act came into force and it is estimated that some £10 million is paid out by employers in compensation every year. The largest single award to date was £805,000.\n\nRaising a concern with your NHS employer\n\nThe Healthcare Commission believes that employees should feel able to raise concerns with their own NHS employer whether it is a trust, PCT or health authority. Each NHS body should have its own policy and procedures for responding to your concerns. A disclosure to the Department of Health is also considered to be a disclosure to your employer if you work within the NHS.\n\nAlways remember that as a whistle blower you are acting as a witness and not a complainant. You only have to have reasonable suspicion and not irrefutable evidence to support your concerns. If you do suspect wrongdoing within your NHS body there are a few simple guidelines that should be followed:\n\nDo\n\nMake an immediate note of your concerns.\nNote all relevant details, such as what was said in telephone or other conversations, the date, time and the names of any parties involved.\n\n\nConvey your suspicions to someone with the appropriate authority and experience.\nMost NHS bodies have established policies and procedures for whistle blowing and your Personnel Department or Head of Internal Audit should be able to provide you with further details. You can also get help and advice from the Department of Health.\n\n\nDeal with the matter promptly, if you feel your concerns are warranted.\nAny delay may cause your organisation or patients to suffer further or increase the risk of harm.\n\nDon't\n\nDo nothing.\n\n\nBe afraid of raising your concerns.\nYou must not suffer any recrimination from your employer as a result of voicing a reasonably held suspicion. Your organisation must treat any matter you raise sensitively and confidentially.\n\n\nApproach or accuse any individuals directly.\n\n\nTry to investigate the matter yourself.\nThis is particularly important if your concern is about a crime or breach of legal obligation. There are special rules surrounding the gathering of evidence for use in criminal cases. Any attempt to gather evidence by people who are unfamiliar with these rules may destroy the case.\n\n\nConvey your suspicions to anyone other than those with the proper authority. \n\n\nRaising your concerns with the Healthcare Commission\n\nUnder certain circumstances, you may feel unable to raise your concerns directly with your employer and may want to approach an independent organisation. Circumstances vary from case to case and the Healthcare Commission recommends that you discuss your particular concerns with Public Concern at Work (an independent charity) in the first instance.\n\nFrom 1 April 2004 the Healthcare Commission is responsible under the Health and Social Care (Community Services and Health) Act for:
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ARE YOU ASKING ABOUT H.I.P.P.A (HEALTH INSURANCE PORTABILITY PRIVACY ACT)?
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i think dep(data execution protection) does a pretty neat job, i.e if ur processor (usually 64 bit) has dep and if u use an os(winxp with sp2) that has dep, can prevent data execution from data pages. ps if you use software that has similar features, it can be minimized.\nalso if you have a good antivius, then it should block data execution(having a good worm protection is also advisable)
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Its a plan to secure vital data or information, or to secure an area.
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http://www.opsi.gov.uk/legislation/about_legislation.htm\n\nhttp://europa.eu.int/comm/enterprise/newapproach/standardization/harmstds/reflist.html
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The Freedom of Information Act (FOIA)\n\nThe U.S. Freedom of Information Act (FOIA) is a law ensuring public access to U.S. government records. FOIA carries a presumption of disclosure; the burden is on the government - not the public - to substantiate why information may not be released. Upon written request, agencies of the United States government are required to disclose those records, unless they can be lawfully withheld from disclosure under one of nine specific exemptions in the FOIA. This right of access is ultimately enforceable in federal court.
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This website could ans your question: <http://www.techlawjournal.com/glossary/legal/certiorari.htm>
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personal data assistant \n \nk1
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Good Luck, because that would be an Invasion of Privacy for the people whom work there.  Check out Freedom of Information Law or Act. FOIL or FOIA
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Workplace (Health, Safety and Welfare) Regulations 1992\nThis act places a duty on employers and the self-employed to assess risks to heath and safety from their business.  This includes any risks from seating.  The person or employer must also identify what measures are needed to comply with health and safety requirements and make suitable arrangements to manage these measures effectively.
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Any people oriented organisation registered under relevant legislation needs to do certain fundamental duties viz.,\n1.Statutory compliance - Ensuring that the org is duly registered with a proper name under Central & Local State Laws and file proper monthly/yearly returns. Some of the acts which require such compliance are Shops & Establishment act, factories act, Payment of gratuity act, apprentices act, maternity benefit act etc.,\n2.Record Maintenance: The aforesaid acts require records to be maintained in prescribed formats (made available in respective state government website)\n3.Payroll process: Employees needs to be paid salary and employer needs to obtain proof of such payment and produce for inspection later; payslip to be given to employee. \n4.ESI & PF - The ESI coverage ceiling is at present  Rs.10000 w.e.f. 01.10.2006. \n5. PF - The object of PF Act is the institution of the compulsory contributory Provident Fund to the  employees to which both the employee and the employer would contribute (now @12% on basic plus retirement benefits)\n\nPeople who can help u:\n1.Chartered accountancy firms\n2.Retired Labour Inspectors
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It is a malicious program that does all kind of nasty things like deleting your data and causing programs to quit working.\n\nYou can get a free anti virus program here - http://www.download.com/AVG-Anti-Virus-Free-Edition/3000-2239_4-10503939.html?tag=lst-0-2\n\nGet it and install it and it will protect you.
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The best reason is because if the "leak" of anyones personal information is traced to you, you will be liable for any loss they incur.  The law also requires professionals etc to protect personal information.
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You have a right to some information pertaining to your employment e.g. employee reviews, warnings, drug testing, salary adjustments, personal information etc. You do not necessarily have the same rights with regard to compalints made about you by another employee and so forth since the company is also duty bound to protect the identity of the other employee.
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This is a Q on patient's rights and I don't think that is similar all over the world. Even if the patient is under arrest he doesn't loose his rights as a human. \nIn Europe there is the Indipendent Principle for the Protection of Personal Data. The health status of a patient is considered as sensible personal data. You can enter their site and have a look.\nI think that we can't release any information, if they have not a special mandate for this reason.\nKaterina
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Overview\n\nIn many ways electronic privacy and corporate rights in the workplace are related and dissimilar.  A person’s privacy should extend throughout his or her life, from the privacy of his or her home to the professional environment of the workplace.  Privacy involves the right to exercise control over your personal information.  Privacy protection imposes restrictions on the collection, storage, use, and dissemination of personal information.  Electronic or “new surveillance” is more extensive, decentralized, involuntary, and invisible.  Electronic privacy is posed largely as a problem on the Internet.  Expectations of privacy in the workplace may not be the same as elsewhere.  Employees are not necessarily entitled to a reasonable expectation of privacy in the workplace, particularly in the context of nonoccupational activities. \nEase of Surveillance Today\n\nPowerful computers and high-speed networks simplify the electronic monitoring and tracking of people’s activities.\n·        Computers have removed the ability for individuals to control the ways personal information is used\n·        A gradual erosion of privacy has begun to evolve and effects of the “little brother” is taking over electronic interactions\nElectronic Privacy Information Center (EPIC)\n\nEPIC is a public interest research group that advances civil liberties in the electronic age\n\nEPIC Model Privacy Code for the National Information Infrastructure:\n·        The confidentiality of electronic communications should be protected\n·        Privacy considerations must be recognized explicitly in the provision, use, and regulation of telecommunications services\n·        The collection of personal data for telecommunications services should be limited to the extent necessary to provide the service\n·        Service providers should not disclose information without the explicit consent of service users\n·          Service providers should be required to make known their data collection practices to service users\n·           Users should not be required to pay for routine privacy protection\n·        Additional costs for privacy should be imposed only for extraordinary protection\n·        Service providers should be encouraged to explore technical means to protect privacy\n·        Appropriate security policies should be developed to protect network communications\n·        A mechanism should be established to ensure the observance of these principles\nInternet\n\nRules of conduct now found in legislation will not be sufficient to protect privacy.  Microsoft, the giant software company stunned the business world when it announced that it would not sell data about customers to MSN.  From internet interactions, privacy policies will be heavily discussed and new privacy policies will emerge.\n·        The existing Internet builds upon existing communications networks\n·        Computers sift through names, addresses, and telephone numbers provided by company sponsors to generate lists for businesses and marketing efforts\n·        New policies will extend the privacy laws that are already in existence in other countries\nOnline Networks\n\nOnline privacy is currently a heated topic.  Interest in privacy and other consumer issues in cyberspace have become very important topics.  Consumer education is essential to protection consumer privacy in online environments.  The Federal Trade Commission (FTC) will address the following issues for online networks:\n·        Consumer expectations for their personal and transactional information\n·        Consumer control over personal and transactional information\n·        Appropriate users of consumer information, including transactional and personality profile information by online service providers and content providers\n·        Consumer consent requirements\n·        Access and correction opportunities for personal information on the nets\nWorkplace Privacy\n\nPrivacy in the wor