BUSINESS ETHICS

BUSINESS ETHICS

MODULE 4 - BUSINESS ETHICS IN HRM & IT

HRM – Meaning, Definition, Need and types. Areas of ethics, Ethical issues in HR, Unethical practices of
HRM, Meaning & Importance of Workplace Ethics, Role of Management in including workplace ethics,
Factors shaping ethical behavior at work place, importance of Employee Code of Conduct, Ethical
Leadership (meaning).
IT – Ethical issues relating to computer applications, information security, policies & procedure,
information protection, Ethical codes in IT, Reducing threat to Information Systems.
Objectives and features of Cyber Laws in India, Objectives and features of the Information Technology
Act 2000, Computer Crime & Computer Viruses – Meaning, Types & Prevention.
Ecological Ethics: Environment Protection and Pollution control by businesses.

Meaning of Human Resource Management

Human Resource Management refers to the process of planning, organizing, directing and
controlling human activities to achieve the organizational goals and individual goals.

Definition of HRM
According to Invancevich and Glueck, "Human Resource Management is concerned with the
most effective use of people to achieve organizational and individual goals. It is the way of
managing people at work, so that they give their best to the organization".

Objectives of HRM
1. Societal Objectives
● To manage human resources in an ethical and socially responsible manner
● To ensure compliance with legal and ethical standards.
● To minimize the negative impact of societal demands upon the organization.
2. Organizational Objectives
● Human Resource department, like any other department in an organization,
should focus on achieving the goals of the organization first. If it does not meet
For this purpose, the Human Resource department cannot exist in the long run.
● Human Resource department should recognize its role in bringing about
organizational effectiveness.
● Human Resource Management is not an end in itself. It is only a means to assist the
organization with its primary objectives.
3. Functional Objectives

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● To maintain the Human Resource Management department's contribution at a level

appropriate to the organization's needs. Resources are wasted when Human Resource
Management is either more or less acceptable to suit the organization's demands.
● The department's level of service must be adjusted to fit the organization it serves.
● Human Resource Management should employ the skills and abilities of the workforce
efficiently. It should aim at making the people's strength more productive and
beneficial to the organization.
● It should aim at providing the organization with well trained and well-motivated
employees.
4. Personnel Objectives:
● It should increase employee's job satisfaction to the maximum.
● It should also meet the needs of the employees.
● It should assist the employees in achieving their personal goals, at least in so far as
these goals enhance the individual's contribution to the organization.
● It should develop and maintain a quality of work life.

Need or Importance of Human Resource Management

• Importance for the Organization
HRM is important for the organization to the following:
1. Good human resource practices help in attracting and retaining the best people in the
organization.
2. In order to make use of the latest technology the appointment of right type persons is
essential. The right people can be fitted into new jobs properly only the management
performs its Human Resource function satisfactorily.
3. Globalization has increased the size of the organization who employ thousands of
employees in different countries. The performance of the company depends upon the
qualities of the people employed. This has further increased the importance of HRM.
4. HR planning alerts the organization to the types of people it will need in the short,
medium & long run.
5. HR development is essential for meeting the challenges of the future. The importance
of HRM has increased because of the shortage of really managerial talent in the
country.

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Importance for the employees

1. Human Resource Management stresses on the motivation of employees by providing
them various financial and non-financial incentives.
2. Right organizational climate is also stressed upon so that the employees can
contribute their maximum to the achievement of the organizational objectives.
3. Effective management of Human Resource promotes team work and team spirit
among employees.
4. It offers excellent growth opportunities to people who have the potential to rise.
5. It also encourages people to work with active and commitment.

Importance for the society

Good Human Resource efforts lead to productivity gains to the society, since it enables the
managers to reduce costs, saves limited resources, increase profits and offer better pay,
benefits and working conditions to employees.

Types of HRM functions

1. Managerial Functions
Management is the accomplishment of results through the efforts of other people.
Managerial Functions of HRM are as follows:
• Planning: Planning involves choosing one over various alternatives which are available
for accomplishing the desired result with the greatest economy and certainty through the
process of looking ahead. It also involves planning of human resources, requirements,
recruitment, selection, training, etc. and also determines the strategies, program, policies
and procedures to accomplish organization objectives. It is the ability to think, to predict,
to analyse and to make decisions.
• Organizing: Organizing involves establishing an intentional structure of roles for
organization. Structural considerations such as the chain of command, people in a
division of labour and assignment of responsibility are part of the organizing function.
The organising function establishes attainment of organizational goals. Organization
establishes relationships among the employees so that they can collectively contribute to
the attainment of company goals.
• Directing: Direction is guiding people what to do and seeing that they do it to the best of
their ability. It is the process of directing all the available resources towards the common

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organizational goals. It helps in establishing sound industrial and hu relations

departments to ensure maximum utilization of all resources including human resources.
• Co-ordinating Coordination is the act of arranging, putting everything in order or
making things run smoothly together. Co-ordination is required in all levels . The HR
department ensures developing programmers for better co-ordination, interpreting and
reviewing personnel policies
• Controlling: Controlling is the measuring and correcting of activities of subordinates to
ensure that events conform to plan. It is checking, regulating and verifying whether
everything occurs as per the standards that are set and plans adopted.

2. Operative Functions
• Procurement: Procurement is the process by which an organization appoints candidates
to the job. Through the process of recruitment and selection, the HR manager identifies the
right type of people required in the organization and puts in some effort to develop to get
better performance.
• Maintenance: Maintenance is one of the important functions to perform in HRD. HRM
undertakes all the activities which includes maintaining people in the organization. All the
facilities must be given to the employees and also ensure that they feel satisfied puts
to work in an organization.
• Development: It is known that the development of employees leads to the overall
development of organizations. Through training and development the present and future
skills which are required are imparted to employees. All the employees must be
encouraged to improve their skills.
• Work Culture: Work culture is defined as the cumulative effect that leader practices,
employee behaviour, workplace amenities and organizational policies create on a work or
internal stakeholder. It can be measured as either positive or negative work culture. HRM
introduces to pattern, the procedures in which the carries out its function. It is this definite
way of word that created a definite work culture in the organization.
• Educating the Managerial Personnel: Personnel Development programs tries to educate
the managerial executive of the market situations and trends which helps in forming new
plans and strategies of products.
• Conducting Research: The main focus of HRM is to come up with different ways in
order to control and regulate the personnel towards the right direction thereby achieving

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the organization's objectives. In order to attain HRM, it should focus towards continuous
innovative methods which help to communicate, understand and integrate the workforce.
Research plays a pivotal role.
• Developing a Communication System: HRM promotes free flow of communication in
organization, that is, upwards, downwards and lateral communication, which helps in
building a suitable environment of work and builds culture link in the organization.
• Compensation: Compensation is concerned with securing adequate and equitable
remuneration to persons working in the organization. It should be fixed in such a way that
it attracts and retains suitable persons in the organization.
• Employment: Employment is concerned with stabling and employing the people
possessing the required kind and level of human resources necessary to achieve the
organizational objectives. It includes functions like job analysis, human resource planning,
recruitment, selection, placement, induction and internal mobility.
• HR Development: HR development efforts are described in terms of the training and
educating programs and the number of people who are exposed to these programs. Unless
a systematic and constant monitoring of these programs and a systematic appraisal of the
actual effect of these programs, in terms of actual results achieved, can be determined. It
may not be possible to understand whether the real purpose is served by these programs.
• Human Relation: This process leads to the human relations movement with its emphasis
on the fact that employees need to be understood in order to be satisfied and productive.
The idea that good human relations in and of themselves will increase productivity failed
to be consistently supported and many of the movement's ideas were abandoned.

Areas of HRM Ethics

1. Recruiting: Organizations comprise employees who need respect as people. Streamlining
has led to downsizing of organizations. Those employees who are left behind often
mistrust management and feel insecure about their own jobs. Job insecurity can result in
stress for the employee who increases the likelihood of mistakes being made or accidents
occurring.
2. ERP Systems: ERP systems have their origin in software that integrates information from
different applications into one universal database. The linkage of its financial and human
resource modules through one database is the most important distinction to the

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individually and proprietary developed predecessors, which makes this software

application both rigid and flexible
3. The Payroll System: The payroll software automates the pay process by gathering data on
employee time and attendance, calculating various deductions and taxes and generating
periodic pay cheques and employee tax reports.
4. Skills Management: The HR management module is a component covering many other
HR aspects from application to retirement. The system records basic demographic and
address data, selection, training and development, capabilities and skills management,
compensation planning records and other related activities Leading edge systems provides
the ability to 'read' applications and enter relevant data to applicable database fields, notify
employers and provide position management and position control.
5. Discrimination in Employment on the Basis of Utility, Rights and Justice: The
standard utilitarian argument against racial and sexual discrimination is based on the idea
that a society's productivity will be optimized to the extent that jobs are awarded on the
basis of competency. To ensure that jobs are maximally productive, they must be assigned
to those individuals whose skills and personality traits if they are to be carried out in a
productive manner.

Unethical Practices of HRM

2. Misusing Company Time: Whether it is covering for someone who shows up late or
altering a time sheet, misusing company time tops the list. This category includes knowing
that one of your co-workers is conducting personal business on company time.
3. Abusive Behaviour: Too many workplaces are filled with managers and supervisors who
use their position and power to mistreat or disrespect others. Unfortunately, unless the
situation you are in involves race, gender or ethnic origin, there is often no legal protection
against abusive behaviour in the workplace.
4. Employee Theft: According to a recent study by Jack L. Hayes International, it was found
that one out of every 40 employees was caught stealing from their employer. And it was
also found that employees steal on an average of 5.5 times more than shoplifters.Employee
fraud is also on the uptick, whether its check tampering, not recording sales in order to
skim or manipulating expense reimbursements.
5. Lying to Employees: The fastest way to lose the trust of your employees is to lie to them,
yet employers do it all the time. One out of every five employees report that their manager
or supervisor has lied to them within the past year.

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6. Violating Company Internet Policies: Cyber slackers and Cyber loafers are the terms
used to identify people who surf the web when they should be working. A survey
conducted found that every day at least 64% of employees visit websites that have nothing
to do with their work.

Ethical Issues in Human Resource

1. Cash and Compensation Plans: There are ethical issues pertaining to the salaries,
executive perquisites and the annual incentive plans etc. The HR manager is often under
pressure to raise the band of base salaries. There is increased pressure upon the HR
function to pay out more incentives to the top management and the justification for the
same is put as the need to retain the latter. Further ethical issues crop up in HR when long
term compensation and incentive plans are designed in consultation with the CEO or an
external consultant. While deciding upon the payout there is pressure on favouring the
interests of the top management in comparison to that of other employees and
stakeholders.
2. Race, gender and Disability: Employers should not discriminate on the basis of race,
gender, origin and their disability. Discrimination on basis of caste, religion and
nationality with respect to employment, including job advertisements, recruitment,
transfer, promotions, compensation, fringe benefits, retirement plans etc., is unethical .
Managers are trained for aligning behaviour and avoiding discriminatory practices.
3. Employment Issues: Human resource practitioners face bigger dilemmas in employee
hiring. One dilemma stems from the pressure of hiring someone who has been
recommended by a friend, someone from your family or a top executive. Yet another
dilemma arises when you have already hired someone and he/she is later found to have
presented fake documents. Two cases may arise and both are critical. In the first case the
person has been trained and the position is critical. In the second case the person has been
highly appreciated for his work during his short stint or he/she has a unique blend of skills
with the right kind of attitude. Both the situations are dilemmatic to leave even a seasoned
HR campaigner in a fix.
4. Privacy Issues: Any person working with any organization is an individual and has a
personal side to his existence which he demands should be respected and not intruded. The
employee wants the organization to protect his/her personal life. This personal life may
encompass things like his religious, political and social beliefs etc. However certain
situations may arise that mandate snooping behaviors on the part of the employer.

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5. Safety and Health: Industrial work is often hazardous to the safety and health of the
employees. Legislations have been created making it mandatory on the organizations and
managers to compensate the victims of occupational hazards. Ethical dilemmas of HR
managers arise when the justice is denied to the victims by the organization.
6. Restructuring and layoffs: Restructuring of the organizations often result in layoff and
retrenchments. This is not unethical, if it is conducted in an atmosphere of fairness and
equity and with the interests of the affected employees in mind. If the restructuring
company requires closing of the plant, the process by which the plant is chosen, how the
news is to be communicated and the time frame for completing the layoffs is ethically
important. During restructuring and layoffs employers have to refer to values like
empathy, patience and integrity.
7. Performance appraisal: Performance appraisal means evaluating the performance of
employees based on performance standards. It aims at performance improvement The
technical problems likely to occur are unclear standards, halo effect, leniency and personal
bias.

Workplace Ethics
Meaning
Ethics in the workplace refers to the moral code that guides the behaviour of employees with
respect to what is right and wrong in regard to conduct and decision making.
In other words, workplace ethics refers to a set of behavioural rules that create a positive
environment at work. A strong work ethic can lead to employees being fairly treated, which
in turn motivates them and develops a sense of loyalty towards the organization

Importance of workplace Ethics

1. Superior asset management: In a company that has an ethical work environment,
workers remain committed to the organization’s growth. In such a scenario, the employees
behave responsibly towards company infrastructure and equipment to enable the best possible
outcome. Whether it is a company laptop, printer or a production machine in the factory, the
people using them will always follow the right and ethical practices. This will increase the
longevity of the equipment and reduce the maintenance and operating cost.
2. Superior productivity: The emphasis on ethics and giving due importance to the work
assigned to them push employees to work more efficiently. They won’t be merely interested
in finishing their quota of eight hours a day and leaving the premises.

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On the contrary, they will be self-driven to adhere to the timelines and quality parameters of
the task assigned to them. They will be willing to put in extra effort to meet the project
deadlines whenever needed. Such a committed approach will increase the company’s
productivity and market share. Further, the company management would feel assured that its
personnel will support them through any situation and remain committed to the growth of the
business.
3. Ethic breeds team spirit: Work ethic also helps cultivate a healthy, collaborative and
pleasant company culture. When employees feel valued, respected and inclusive, they focus
on being active contributors to the organization’s success. Such a work ethic fosters a spirit of
bonding and collaborative working among teams. Instead of credit-hogging, the mindset
moves towards credit sharing. People start seeing themselves as a collective force and focus
on the welfare of the team and not just on individual growth. This team spirit further
enhances the company’s performance in a long-term sustainable way.
4. Brand value and public perception: It goes without saying that ethical work culture will
help in boosting the company’s public image and the market value of the brand. When people
come to know of a company that has employee integrity, commitment and professionalism
built into its processes, they will automatically view it as a responsible brand. The ethical
hygiene of a company is also reflected in its products and customer service as it becomes
synonymous with transparency, quality and responsive consumer support. Such companies
gain a lot of goodwill by way of word of mouth and acquire customers organically.
5.Embracing change: One of the most important aspects of ethical work practices is that
employees become adaptive to changes. They don’t remain confined to conventions and
develop out-of-the-box thinking. They become understanding, dependable, trustworthy, self-
driven and highly responsible. Whenever the situations demand a change or there is a
challenge, they proactively adapt to the changed scenario and take steps to prevent any
disruption or drop in the performance of the organization. In companies where such ethical
working is not encouraged and employees don’t align themselves with the organization; it is
common to see them leave the ship as soon as it starts sinking.
6. Smooth implementation of decisions and policies: Major decisions in ethical companies
are usually taken after consultation with employees and taking into account their benefits and
well-being. This leads to employees respecting and welcoming decisions wholeheartedly.
This is how a strong work ethic influences the harmonious functioning of the management,
which leads to faster growth of the organization.

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7. Friction-less working: In organizations where employees work in isolation or focus only

on their individual goals, there is always a chance of clashes, office politics and bitterness.
On the other hand, work ethic fosters a family style of working environment where everyone
is focused on the collective performance of the company. Employees trust the company to
take care of their interests and this leads to a working environment where people respect each
other and are dedicated to their jobs. Even if some misunderstandings or disputes arise, they
are discussed and solved internally without the intervention of the management.
8. Greater success for the business: The biggest importance of work ethic is reflected by the
success a company achieves due to it. Ethical companies are great places to work at. They
take care of their employees’ needs and concerns and provide them all opportunities to excel
at work. Moreover, there is scope for future growth at such places.Employees also feel
motivated and responsible for the success of such an organization and work towards it. In
such a harmonious environment, the business is bound to grow exponentially.

Role of Management in inculcating workplace ethics:

1. Management needs to act as a source of inspiration for the employees: It is generally

observed that team managers, leaders influence their team members to a large extent.
Superiors strictly need to adhere to the rules and regulations of the organization for their
employees to follow the same.The management has no rights to scold your subordinates if
you yourself are at fault.

2. Constant communication between the management and employees is of utmost

importance in inculcating workplace ethics: Management needs to be transparent with its
employees. Let employees have a say in the company's decisions. Let them decide what is
right and what is wrong for them. Sit with them, discuss, brainstorm ideas and listen to what
they have to say. Never ignore their opinions. Let them come out with their grievances.
3. Some organizations do not easily release their employees:The management cannot stop
an individual from changing his job if he/she has already decided to move on. Try to
convince him once and if he/she is still not willing to continue, let him go. Employees depend
on fake relieving letters, experience certificates when they do not get it from their previous
organization on time.

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Factors shaping ethical behaviour at workplace

1. Personal Code of Ethics: A man’s personal code of ethics that is what one considers
moral is the foremost responsible factor influencing his behaviour.

2. Legislation: It is already stated that the Government will intervene and enact laws only
when the businessmen become too unethical and selfish and totally ignore their responsibility
to the society. No society can tolerate such misbehaviour continuously. It will certainly exert
pressure on the Government and the Government consequently has no other alternative to
prohibit such unhealthy behavior of the businessmen.

3. Government Rules and Regulations: Laws support Government regulations regarding

the working conditions, product safety, statutory warning etc. These provide some guidelines
to the business managers in determining what are acceptable or recognized standards and
practices.

4. Ethical Code of the Company: When a company grows larger, its standard of ethical
conduct tends to rise. Any unethical behaviour or conduct on the part of the company shall
endanger its established reputation, public image and goodwill. Hence, most companies are
very cautious in this respect. They issue specific guidelines to their subordinates regarding
the dealings of the company.

5. Social Pressures: Social forces and pressures have considerable influence on ethics in
business. If a company supplies sub-standard products and gets involved in unethical
conducts, the consumers will become indifferent towards the company. Such refusals shall
exert a pressure on the company to act honestly and adhere strictly to the business ethics.
Sometimes, the society itself may turn against a company.

6. Ethical Climate of the Industry: Modern industry today is working in a more and more
competitive atmosphere. Hence only those firms, which strictly adhere to the ethical code,
can retain its position unaffected in its line of business. When other firms, in the same
industry are strictly adhering to the ethical standards, the firm in question should also perform
up to the level of others. If the company’s performance is below than other companies in the
same industry, it cannot survive in the field in the long run.

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Employee code of conduct

Meaning
An employee code of conduct refers to a set of principles that describes how an organisation's
workers should follow up on an everyday premise. It mirrors the association’s day by day
tasks, beliefs and organisation culture.

Importance of employee code of conduct

● Employee code of conduct guides individuals as to how they should behave at
workplace
● Proper dress code of employees
● Ensures career growth and also benefits the organisation in the long run
● Employee ethics ensures employees attend office on time
● Making the value system of employees strong

Meaning of Ethical Leadership

Ethical leadership refers to that individuals behave according to a set of principles and values
that are recognized by the majority as a sound basis for the common good. These include
integrity, respect, trust, fairness, transparency, and honesty.

Meaning of Information Technology

Information technology (IT) refers to the use of any computers, storage, networking and other
physical devices, infrastructure and processes to create, process, store, secure and exchange
all forms of electronic data.

Ethics in Information Technology

Computers and information systems are used everywhere in society. New technologies are
invaluable tools but they may have serious ethical consequences. The way an information
technology tool affects sensitive issues has a direct impact on its effectiveness and usability.
It may be difficult for users and stakeholders to adopt a computer system if they feel that its
use violates important values and interests. To take advantage of a computer tool may not be
easy in situations dominated by ethical conflicts. There is a great risk that expensive but
necessary computer systems are abandoned because of scandals and conflicts. There is also a
risk that ethically controversial systems are used sub optimally, that persons may get hurt,
and that organizations may be damaged if they hesitate to use otherwise import and necessary

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computer tools. Ethics in IT aims at the construction of tools that can be applied in systems
development and use for the consideration of significant ethical aspects.

IT – Ethical issues relating to Computer Applications:

To begin with, it seems that there are four big areas of computer ethics. They are "(1)
computer crime; (2) responsibility for computer failure; (3) protection of computer property,
records and software; and (4) privacy of the company, workers and customers”.

With the changing social landscape that naturally follows changes in technology comes a new
wave of ethical issues. These issues must be addressed and resolved for computers,
technology and the Internet to have a positive influence in society. Internet privacy,
electronic communication and computer crimes add a new layer of ethical issues that plague
those who use computers and technology on a daily basis. By identifying the main societal
issues in computer usage, you can take a stand for electronic ethics.

Information security meaning

Information security refers to the processes and methodologies which is designed and
implemented to protect print, electronic, or any other form of confidential, private and
sensitive information or data from unauthorized access, use , misuse, disclosure, destruction,
modification or disruption.

Information Technology security Policies & Procedures,

By definition, security policy refers to clear, comprehensive, and well-defined plans, rules,
and practices that regulate access to an organization's system and the information included in
it. Good policy protects not only information and systems, but also individual employees and
the organization as a whole.

1. Acceptable Use Policy (AUP)

An AUP stipulates the constraints and practices that an employee using organizational IT
assets must agree to in order to access the corporate network or the internet. It is standard on
boarding policy for new employees. They are given an AUP to read and sign before being
granted a network ID. It is recommended that organizations IT, security, legal and HR

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departments discuss what is included in this policy. An example that is available for fair use
can be found at SANS.

2. Access Control Policy (ACP)

The ACP outlines the access available to employees in regards to an organization’s data and
information systems. Some topics that are typically included in the policy are access control
standards such as NIST’s Access Control and Implementation Guides. Other items covered in
this policy are standards for user access, network access controls, operating system software
controls and the complexity of corporate passwords. Additional supplementary items often
outlined include methods for monitoring how corporate systems are accessed and used; how
unattended workstations should be secured; and how access is removed when an employee
leaves the organization. An excellent example of this policy is available at IAPP.

3. Change Management Policy

A change management policy refers to a formal process for making changes to IT, software
development and security services/operations. The goal of a change management program is
to increase the awareness and understanding of proposed changes across an organization, and
to ensure that all changes are conducted methodically to minimize any adverse impact on
services and customers. A good example of an IT change management policy available for
fair use is at SANS.

4. Information Security Policy

An organization’s information security policies are typically high-level policies that can
cover a large number of security controls. The primary information security policy is issued
by the company to ensure that all employees who use information technology assets within
the breadth of the organization, or its networks, comply with its stated rules and guidelines. I
have seen organizations ask employees to sign this document to acknowledge that they have
read it (which is generally done with the signing of the AUP policy). This policy is designed
for employees to recognize that there are rules that they will be held accountable to with
regard to the sensitivity of the corporate information and IT assets. The State of Illinois
provides an excellent example of a cybersecurity policy that is available for download.

5. Incident Response (IR) Policy

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The incident response policy is an organized approach to how the company will manage an
incident and remediate the impact to operations. It’s the one policy CISOs hope to never have
to use. However, the goal of this policy is to describe the process of handling an incident with
respect to limiting the damage to business operations, customers and reducing recovery time
and costs. Carnegie Mellon University provides an example of a high-level IR plan and
SANS offers a plan specific to data breaches.

6. Remote Access Policy

The remote access policy is a document which outlines and defines acceptable methods of
remotely connecting to an organization's internal networks. I have also seen this policy
include addendums with rules for the use of BYOD assets. This policy is a requirement for
organizations that have dispersed networks with the ability to extend into insecure network
locations, such as the local coffee house or unmanaged home networks. An example of a
remote access policy is available at SANS.

7. Email/Communication Policy
A company's email policy is a document that is used to formally outline how employees can
use the business’ chosen electronic communication medium. I have seen this policy cover
email, blogs, social media and chat technologies. The primary goal of this policy is to provide
guidelines to employees on what is considered the acceptable and unacceptable use of any
corporate communication technology. An example of an email policy is available at SANS.

8. Disaster Recovery Policy

An organization’s disaster recovery plan will generally include both cybersecurity and IT
teams’ input and will be developed as part of the larger business continuity plan. The CISO
and teams will manage an incident through the incident response policy. If the event has a
significant business impact, the Business Continuity Plan will be activated. An example of a
disaster recovery policy is available at SANS.

9. Business Continuity Plan (BCP)

The BCP will coordinate efforts across the organization and will use the disaster recovery
plan to restore hardware, applications and data deemed essential for business continuity.
BCP’s are unique to each business because they describe how the organization will operate in

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an emergency. Two examples of BCP’s that organizations can use to create their own are
available at FEMA and Kapnick.

Information Protection

Information protection applies security solutions and other technologies, as well as processes
and policies, to secure information. Information protection can be thought of as a sub-
discipline or component of information assurance.

Ethical codes in Information Technology:

Failure to design for inclusiveness and accessibility may constitute unfair discrimination.

● Avoid Harm
● Be honest and trustworthy. ...
● Respect privacy. ...
● Know and respect existing rules pertaining to professional work. ...
● Maintain high standards of professional competence, conduct, and ethical practice.
● Foster public awareness and understanding of conputing, related technologies and
their consequences.

Reducing threat to Information Systems.

● secure computers, servers and wireless networks.
● use anti-virus and anti-spyware protection, and firewalls.
● regularly update software to the latest versions.
● use data backups that include off-site or remote storage.
● secure your passwords.
● train staff in IT policies and procedures.

Threats and risks to information technology (IT) systems and data are an everyday reality
for most modern businesses. You should put in place measures to protect your systems and
data against theft and hackers.

Practical steps to improve IT security

To help protect your IT systems and data you should:

● secure computers, servers and wireless networks

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● use anti-virus and anti-spyware protection, and firewalls

● regularly update software to the latest versions
● use data backups that include off-site or remote storage
● secure your passwords
● train staff in IT policies and procedures
● understand legal obligations for online business

Cyber Laws in India

It is also called IT Law is the law regarding Information-technology including computers

and internet. It is related to legal informatics and supervises the digital circulation of
information, software, information security and e-commerce. IT law does not consider
separate areas of law rather it encloses aspects of contract, intellectual property, and privacy
data protection laws. Intellectual property is a key element of IT law. The area of software
license is controversial and still evolving in Europe and elsewhere. Objectives of Cyber Laws
in India

Objectives of cyber laws in India

● To create more awareness about cyber legal issues and challenges.

● To provide advice, inputs as also guidance to people on their day-to-day legal iss
concerning the use of cyberspace.
● To work on research and development on cutting-edge issues and challenges
cyberspace.
● To contribute to the global debate on evolving Cyber law jurisprudence.
● To coordinate with other concerned stakeholders in the digital environment so as to
contribute to the evolving Cyber law jurisprudence.
● To provide legal assistance and advice to people, who have been affected by misuse
cyberspace and connected services.

Areas of Cyber Law

Cyber laws contain different types of purposes. Some laws create rules for how individual
and companies may use computers and the internet while some laws protect people from
becoming the victims of crime through unscrupulous activities on the internet. The areas of
cyber law include:

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1. Fraud: Consumers depend on cyber laws to protect them from online fraud. Laws are
made to prevent identity theft, credit card theft and other financial crimes that happen online.
A person who commits identity theft may face confederate or state criminal charges. They
might also encounter a civil action brought by a victim. Cyber lawyers work to both defend
and prosecute against allegations of fraud using the Internet.

2.Copyright: The Internet has made copyright violations easier. In early days of online
communication, copyright violations were too easy. Both companies and individual need
lawyers to bring actions to impose copyright protections. Copyright violation is an area of
cyber law that protects the rights of individuals and companies to prof from their own
creative works.

3. Defamation: Several personnel use the Internet to speak their mind. When people use the
Internet to say things that are not true, it can cross the line into defamation. Defamation laws
are civil laws that save individuals from fake public statements that can harm a business or
someone's personal reputation. When people use the internet to make statements that violate
civil laws that is called Defamation law,

4. Harassment and Stalking: Sometimes online statements can violate criminal laws that
forbid harassment and stalking. When a person makes threatening statements again and again
about someone else online, there is violation of both civil and criminal laws. Cyber lawyers
both prosecute and defend people when stalking occurs using the internet and other forms of
electronic communication.

5.Freedom of Speech: Freedom of speech is an important area of cyber law. Even though
cyber laws forbid certain behaviours online, freedom of speech laws also allow people to
speak their minds. Cyber lawyers must advise their clients on the limits of free speech
including laws that prohibit obscenity. Cyber lawyers may also defend their clients when
there is a debate about whether their actions consist of permissible free speech.

7.Trade Secrets: Companies doing businesses online often depend on cyber laws to protect
their trade secrets. For example, Google and other online search engines spend lots of time
developing the algorithms that produce search results. They also spend a great deal of time
developing other features like maps, intelligent assistance and flight search services to name a

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few. Cyber laws help these companies to take legal action as necessary in order to protect
their trade secrets. agree

8. Contracts and Employment Law: Every time you click a button that says you to the
terms and conditions of using a website, you have used cyber law. There are terms and
conditions for every website that are somehow related to privacy concerns.

Information Technology ACT, 2000

The Information Technology Act, 2000 or ITA, 2000 or IT Act, was notified on October

17, 2000. It is the law that deals with cyber crime and electronic commerce in India. The
Information Technology Act, 2000 provides legal recognition to the transaction done via
electronic exchange of data and other electronic means of communication or electronic
commerce transactions. This also involves the use of alternatives to a paper-based method of
communication and information storage to facilitate the electronic filing of documents with
the Government agencies. Further, this act amended the Indian Penal Code 1860, the Indian
Evidence Act 1872, the Bankers' Books Evidence Act 1891, and the Reserve Bank of India
Act 1934.

Objectives and Features of The Information Technology Act 2000:

● Granting legal recognition to all transactions done through electronic data exchange,
other means of electronic communication or e-commerce in place of the earlier paper-
based communication.
● Providing legal recognition to digital signatures for the authentication of any
information or matters requiring authentication.
● Facilitating the electronic filing of documents with different Government departments
and also agencies.
● Facilitating the electronic storage of data
● Providing legal sanction and also facilitating the electronic transfer of funds between
banks and financial institutions.

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● Granting legal recognition to bankers for keeping the books of accounts in an

electronic form. Further, this is granted under the Evidence Act, 1891 and the Reserve
Bank of India Act, 1934.
● Approve lawful recognition through authorization codes to all the business deals that
are solemnised via computational interchange of Information. It also encompasses
communication via online applications. It safeguards the electronic method of
communication which evolved from its paper-based precursor.
● The IT act 2000 granted the authenticity of digital autographs as a trademark of
Identification. It also approved the idea of digital safes.
● Facilitated the digital record-keeping of files and attachments in association with the
Government law enforcement commissions and other private bodies that are
authorised to provide such services.
● Allowed the storage of user’s information in a central database or hub.
● Authorise banks and other financial institutions to execute transactions between
multiple parties.
● Grant warrant to bankers under the RBI act of 1934 for recording the folios of account
holders in the online ledger. Transparency has to be offered for all such data to the
concerned Government authorities.

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