Hello, please create a strong conclusion and Include an example of an acceptable use policy as an appendix.Attached: Paper to be revised Attached: use policy example – cite this policy under referencesConsensus Policy Resource Community
Acceptable Use Policy
Free Use Disclaimer: This policy was created by or for the SANS Institute for the Internet
community. All or parts of this policy can be freely used for your organization. There is no prior
approval required. If you would like to contribute a new policy or updated version of this policy,
please send email to policy-resources@sans.org.
Things to Consider: Please consult the Things to Consider FAQ for additional guidelines and
suggestions for personalizing the SANS policies for your organization.
Last Update Status: Updated June 2014
1. Overview
Infosec’s intentions for publishing an Acceptable Use Policy are not to impose restrictions that
are contrary to ’s established culture of openness, trust and integrity. Infosec
is committed to protecting s employees, partners and the company from
illegal or damaging actions by individuals, either knowingly or unknowingly.
Internet/Intranet/Extranet-related systems, including but not limited to computer equipment,
software, operating systems, storage media, network accounts providing electronic mail, WWW
browsing, and FTP, are the property of . These systems are to be used for
business purposes in serving the interests of the company, and of our clients and customers in the
course of normal operations. Please review Human Resources policies for further details.
Effective security is a team effort involving the participation and support of every employee and affiliate who deals with information and/or information systems. It is the
responsibility of every computer user to know these guidelines, and to conduct their activities
2. Purpose
The purpose of this policy is to outline the acceptable use of computer equipment at . These rules are in place to protect the employee and . Inappropriate
use exposes to risks including virus attacks, compromise of network systems
and services, and legal issues.
3. Scope
This policy applies to the use of information, electronic and computing devices, and network
resources to conduct business or interact with internal networks and business
systems, whether owned or leased by , the employee, or a third party. All
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employees, contractors, consultants, temporary, and other workers at and its
subsidiaries are responsible for exercising good judgment regarding appropriate use of
information, electronic devices, and network resources in accordance with
policies and standards, and local laws and regulation. Exceptions to this policy are documented
in section 5.2
This policy applies to employees, contractors, consultants, temporaries, and other workers at
, including all personnel affiliated with third parties. This policy applies to all
equipment that is owned or leased by .
4. Policy
4.1 General Use and Ownership
4.1.1 proprietary information stored on electronic and computing devices
whether owned or leased by , the employee or a third party, remains
the sole property of . You must ensure through legal or technical
means that proprietary information is protected in accordance with the Data Protection
4.1.2 You have a responsibility to promptly report the theft, loss or unauthorized disclosure of
proprietary information.
4.1.3 You may access, use or share proprietary information only to the
extent it is authorized and necessary to fulfill your assigned job duties.
4.1.4 Employees are responsible for exercising good judgment regarding the reasonableness of
personal use. Individual departments are responsible for creating guidelines concerning
personal use of Internet/Intranet/Extranet systems. In the absence of such policies,
employees should be guided by departmental policies on personal use, and if there is any
uncertainty, employees should consult their supervisor or manager.
4.1.5 For security and network maintenance purposes, authorized individuals within
may monitor equipment, systems and network traffic at any time, per
Infosecs Audit Policy.
4.1.6 reserves the right to audit networks and systems on a periodic basis to
ensure compliance with this policy.
4.2 Security and Proprietary Information
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4.2.1 All mobile and computing devices that connect to the internal network must comply with
the Minimum Access Policy.
4.2.2 System level and user level passwords must comply with the Password Policy. Providing
access to another individual, either deliberately or through failure to secure its access, is
4.2.3 All computing devices must be secured with a password-protected screensaver with the
automatic activation feature set to 10 minutes or less. You must lock the screen or log off
when the device is unattended.
4.2.4 Postings by employees from a email address to newsgroups should
contain a disclaimer stating that the opinions expressed are strictly their own and not
necessarily those of , unless posting is in the course of business duties.
4.2.5 Employees must use extreme caution when opening e-mail attachments received from
unknown senders, which may contain malware.
4.3 Unacceptable Use
The following activities are, in general, prohibited. Employees may be exempted from these
restrictions during the course of their legitimate job responsibilities (e.g., systems administration
staff may have a need to disable the network access of a host if that host is disrupting production
Under no circumstances is an employee of authorized to engage in any
activity that is illegal under local, state, federal or international law while utilizing -owned resources.
The lists below are by no means exhaustive, but attempt to provide a framework for activities
which fall into the category of unacceptable use.
4.3.1 System and Network Activities
The following activities are strictly prohibited, with no exceptions:
1. Violations of the rights of any person or company protected by copyright, trade secret,
patent or other intellectual property, or similar laws or regulations, including, but not
limited to, the installation or distribution of pirated or other software products that are
not appropriately licensed for use by .
2. Unauthorized copying of copyrighted material including, but not limited to, digitization
and distribution of photographs from magazines, books or other copyrighted sources,
copyrighted music, and the installation of any copyrighted software for which or the end user does not have an active license is strictly prohibited.
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3. Accessing data, a server or an account for any purpose other than conducting business, even if you have authorized access, is prohibited.
4. Exporting software, technical information, encryption software or technology, in
violation of international or regional export control laws, is illegal. The appropriate
management should be consulted prior to export of any material that is in question.
5. Introduction of malicious programs into the network or server (e.g., viruses, worms,
Trojan horses, e-mail bombs, etc.).
6. Revealing your account password to others or allowing use of your account by others.
This includes family and other household members when work is being done at home.
7. Using a computing asset to actively engage in procuring or
transmitting material that is in violation of sexual harassment or hostile workplace laws
in the users local jurisdiction.
8. Making fraudulent offers of products, items, or services originating from any account.
9. Making statements about warranty, expressly or implied, unless it is a part of normal job
10. Effecting security breaches or disruptions of network communication. Security breaches
include, but are not limited to, accessing data of which the employee is not an intended
recipient or logging into a server or account that the employee is not expressly authorized
to access, unless these duties are within the scope of regular duties. For purposes of this
section, disruption includes, but is not limited to, network sniffing, pinged floods,
packet spoofing, denial of service, and forged routing information for malicious purposes.
11. Port scanning or security scanning is expressly prohibited unless prior notification to
Infosec is made.
12. Executing any form of network monitoring which will intercept data not intended for the
employees host, unless this activity is a part of the employees normal job/duty.
13. Circumventing user authentication or security of any host, network or account.
14. Introducing honeypots, honeynets, or similar technology on the
15. Interfering with or denying service to any user other than the employees host (for
example, denial of service attack).
16. Using any program/script/command, or sending messages of any kind, with the intent to
interfere with, or disable, a users terminal session, via any means, locally or via the
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17. Providing information about, or lists of, employees to parties outside
4.3.2 Email and Communication Activities
When using company resources to access and use the Internet, users must realize they represent
the company. Whenever employees state an affiliation to the company, they must also clearly
indicate that the opinions expressed are my own and not necessarily those of the company.
Questions may be addressed to the IT Department
1. Sending unsolicited email messages, including the sending of junk mail or other
advertising material to individuals who did not specifically request such material (email
2. Any form of harassment via email, telephone or paging, whether through language,
frequency, or size of messages.
3. Unauthorized use, or forging, of email header information.
4. Solicitation of email for any other email address, other than that of the posters account,
with the intent to harass or to collect replies.
5. Creating or forwarding chain letters, Ponzi or other pyramid schemes of any type.
6. Use of unsolicited email originating from within s networks of other
Internet/Intranet/Extranet service providers on behalf of, or to advertise, any service
hosted by or connected via s network.
7. Posting the same or similar non-business-related messages to large numbers of Usenet
newsgroups (newsgroup spam).
4.3.3 Blogging and Social Media
1. Blogging by employees, whether using ’s property and systems or
personal computer systems, is also subject to the terms and restrictions set forth in this
Policy. Limited and occasional use of ’s systems to engage in
blogging is acceptable, provided that it is done in a professional and responsible manner,
does not otherwise violate ’s policy, is not detrimental to ’s best interests, and does not interfere with an employees regular work duties.
Blogging from ’s systems is also subject to monitoring.
2. ’s Confidential Information policy also applies to blogging. As such,
Employees are prohibited from revealing any confidential or proprietary
information, trade secrets or any other material covered by ’s Confidential
Information policy when engaged in blogging.
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3. Employees shall not engage in any blogging that may harm or tarnish the image,
reputation and/or goodwill of and/or any of its employees. Employees
are also prohibited from making any discriminatory, disparaging, defamatory or harassing
comments when blogging or otherwise engaging in any conduct prohibited by ’s Non-Discrimination and Anti-Harassment policy.
4. Employees may also not attribute personal statements, opinions or beliefs to when engaged in blogging. If an employee is expressing his or her beliefs and/or
opinions in blogs, the employee may not, expressly or implicitly, represent themselves as
an employee or representative of . Employees assume any and all risk
associated with blogging.
5. Apart from following all laws pertaining to the handling and disclosure of copyrighted or
export controlled materials, ’s trademarks, logos and any other
intellectual property may also not be used in connection with any
blogging activity
5. Policy Compliance
5.1 Compliance Measurement
The Infosec team will verify compliance to this policy through various methods, including but
not limited to, business tool reports, internal and external audits, and feedback to the policy
5.2 Exceptions
Any exception to the policy must be approved by the Infosec team in advance.
5.3 Non-Compliance
An employee found to have violated this policy may be subject to disciplinary action, up to and
including termination of employment.
6. Related Standards, Policies and Processes

Data Classification Policy
Data Protection Standard
Social Media Policy
Minimum Access Policy
Password Policy
7. Definitions and Terms
The following definition and terms can be found in the SANS Glossary located at:
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Proprietary Information
8. Revision History
Date of
Summary of Change
June 2014
SANS Policy Team
Updated and converted to new format
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Technology Use Policy Review
Policy Review
MHRO27 Lab Mgmt Rel in Global HR Env
Professor Katheryn Meagher
December 12, 2016
Technology Use Policy Review
Social media is significantly used by a large number of users compared to a decade ago.
Research shows that most users are addicted to social media and allocate at least an hour of their
social sites within the work environment. Most employees have admitted that they do not prefer
working in places where there is restricted access to social media sites. This has caused employers
to enforce strict technology use policies in places of work similar to discrimination and leave
Legal rights of employers to discipline or discharge an employee for their comments
The national labor relations board (NLRB) has tried to give several perspectives on social
media policies to bring an understanding between the labor unions and the employees and
employers, but some points contradict the others. It has been left for the companies to guess what
is acceptable and what is not. (Holley, Jennings, & Wolters, 2011)
Employers have a right to discipline or discharge workers in cases where what they post on
social media harmful to the company’s reputation. The company may have a rule that the
employees should be courteous thus meaning that they should respect, be kind and polite to both
the clients they serve and other employees. If someone goes ahead and post inappropriate
information about fellow employees or employers on social media they go against this rule,
therefore, they can be fired for the misconduct mentioned earlier and not directly because of
posting it on Facebook or Twitter. (Post, 2012)
Legal rights to a formal NLRB hearing on charges
The company has a clear policy on blogging and internet use that is published in the employee
handbook whereby they are prohibited from making disparaging comments about the company or
its supervisors on the Internet without receiving authorization from their officials. If I were
Technology Use Policy Review
representing the company on this issue, I would insist on the companys right to sue and not settle
voluntarily because if Nelson signed her acceptance letter to work for the business and is aware of
the policies governing the employees, going against that is a misconduct and cause for termination
of employment.
The NLRB may argue that it is allowed for an employee to have freedom of speech and be able
to warn others, in this case Nelson was supported by others on social media when calling the
supervisor an ‘A 17’ meaning a psychiatric patient which may be true but the policy is very clear
in the ways of communication. Nelson was expected to get authorization then she could complain
because accepting to work for the company meant following the rules and policies governing them.
The company action
The company committed an injustice by preventing Nelson from meeting with her local union
during the investigatory meeting with her supervisor. Nelson had a right to be represented by a
union as the offense being charged against her may have been unfair, and a supervisor is inclined
to believe what the clients complained against her. The policy on use of social media is restricting
employees’ communication but she agreed to it as she is working there, following the right channel
of communication may have helped resolve her problem.
Acceptable use policy
A fair use technology policy is a document that stipulates restrictions or practices that a user
must agree to access a corporate network for example in schools or companies, for example,
accepting that they will not send junk to someone who wouldnt want to receive it or not using it
in violating any laws.
Technology Use Policy Review
Common elements in an acceptable use policy
An effective, use policy consists of six essential elements starting with a preamble, which
explains why the policy is needed and states that for example the code of conduct for the agreeing
party that also applies to what is happening online. A definition section that defines the keywords
used in the policy, a policy statement that explains what computer services are covered by the
acceptable use policy, fair uses section whereby it states what the Internet will be applied for by
the employees or students. The unacceptable uses the portion that says what it is not to be used for
example they can restrict chat rooms or vendors of term paper exams, the violations section, which
contains a guideline on where to report, and it may be left to be handled by the schools disciplinary
committee or the employees. (Siau, Nah, & Teng, 2002)
Policy enforcement and consequences for violation
The implications of violation should vary in severity and ensure that the employees are aware
or in the case of the school, both parents and students know what happens when they go against
the rules, and there should not be any favoritism if it is to be effective on all people. One should
also understand that employer’s code of conduct policies is also to be respected and adhered to.
The policies should be reviewed and changed periodically.
Technology Use Policy Review
Holley, W. H., Jennings, K. M., & Wolters, R. S. (2011). The labor relations process. Cengage
Post, A. (2012). NLRB publishes first social media decision. Inside Counsel. Breaking News.
Siau, K., Nah, F. F.-H., & Teng, L. (2002). Acceptable Internet Use Policy. Communications of
the ACM, 45(1), 75–79.

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