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The 5 Most In-Demand Computer Skills for Online Work


This allows employers to monitor your website activity, e-mail account, and instant messages. This right, howbeit, cannot be used as a means of discrimination. Federal laws prohibit employers from discriminating against a prospective or current employee based on information on the employee's social media relating to their race, color, national origin, gender, age, disability, and immigration or citizen status.

However, employers can and do use information on such websites as a method of conducting background checks. Employees should therefore be conscious of what information they display on social media websites. To learn more about social media and computer privacy, read below:. Social media is considered any form of electronic communication through which users create online communities to share information, ideas, messages, and other content. Social media includes internet forums, social blogs, wikis, microblogging e.

Twitter , social networks e. Facebook , and many others. Social networking is the use of social media to communicate with others. Many states have defined social media and social networking within their employee privacy policy statutes. As a result, many employees post on these networking sites about their employer, their employment status, and workplace issues.

In some instances, employees have been terminated due to their comments and posts on social media websites. Employers want to ensure a potential hire is qualified and will reflect well on the company. As a result, many employers conduct a background check that includes viewing the public social media profiles of job candidates.

An online profile can provide information on professional credentials, career objectives, maturity and judgment, abuse of drugs or alcohol, current employment status, and other red flags.

However, there is potential discrimination if employers use personal information such as age, race, disability, religion, national origin, or gender to make a hiring decision. As a result, state and federal laws explicitly prohibit that kind of conduct. There are no federal laws that prohibit an employer from requiring an employee or job applicant to provide their username and password for social media accounts. Employee Social Media Privacy Laws vary from state to state, so each state does not provide the same level of protection.

You can stay up to date on states with social media privacy laws by visiting the National Conference of State Legislatures. For more information on this rapidly growing area of the law, contact an employment lawyer in your area.

Being asked for your social media password by your employer or potential employer can be a nerve-wrecking experience. As a result, you should be prepared for this question. Here are some things that you can do instead:.

Yes, and most employers do. Employers concerned about lost productivity, excessive bandwidth usage, viral invasions, distribution of company information, as well as their liability for sexual and other forms of harassment when explicit documents are exchanged via e-mail or the web, believe that monitoring is an important deterrent to inappropriate Internet and computer usage. Therefore, employers that provide you with a computer system and Internet access are free to monitor almost everything that you do with the computer and Internet access with which you have been provided.

This is especially true when an employer gives you a written policy regarding the monitoring of your computer use. Courts have generally agreed that an employee does not have a reasonable expectation of privacy when using a device owned and issued by the employer. In one case, the court ruled that even though the employer told its employees that their e-mail communications would not be intercepted and that the employees would not be reprimanded or terminated based on the contents of their e-mails, the terminated employee could not assert that his reliance on these employer promises should prevent his termination by the employer.

In addition, some union contracts or state laws may limit an employer's ability to monitor your computer activity. For example, California and Illinois laws require employers to consent from third parties before accessing emails sent to employees, while Connecticut and Delaware laws require employers to inform workers that their emails are being monitored. Additionally, Colorado and Tennessee have laws that require companies to set email monitoring policies. Otherwise, there are few laws that have been enacted to protect your computer privacy at work.

The Federal Electronic Communications Privacy Act ECPA , allows an employer to monitor all activities employees engage in on computers if an employer provides the computer, making it company property.

If you can do it on your work computer or on devices such as PDAs provided for your work use, then you can expect that your employer has the ability to monitor it. It is also legal for employers to monitor screen contents and the keystrokes typed per hour on a work computer. Even without a policy, however, your employer still may still be monitoring your computer and Internet activity.

Work Email Generally, yes. Whatever correspondence done through a company email account is considered the property of the employer. This means that it can be monitored by the company without notice to the employee.

The legal reasoning behind this is because courts have ruled that there is no reasonable expectation of privacy on a work email. Private Email Yes, with certain limitations. Although some federal laws such as the Electronic Communications Privacy Act ECPA , Electronic Communication Storage Act ECSA , and the Computer Fraud and Abuse Act CFAA , along with some state laws, generally make it illegal for employers to intercept private e-mail or use your personal username and password to access e-mails on an Internet Service Providers' server, employers may monitor e-mail from the work e-mail address provided to you, or monitor any e-mail stored on your work computer.

Only two states, Connecticut and Delaware , require employers to notify employees that their e-mail is being monitored. Certain companies even have software that aids them in monitoring your e-mail. Such software pulls up any e-mails that mention "key words" such as:. If you want to send a private e-mail, it is best to use non-work e-mail accounts such as Yahoo! However, these e-mail accounts can sometimes be monitored as well. In one case, an employer searched through an employee's personal e-mails accounts on a company computer, gaining access to the accounts due to the storage of the employee's user names and passwords on the computer.

Although the employee won the case, employees should be aware of the potential that any saved usernames and passwords on a company computer may be subject to monitoring by the employer. It is best not to discuss non-work related or private issues at all while using your office computer, if you are concerned that your employer may be monitoring your computer activities or your employer's policies permit computer and Internet monitoring.

Outgoing e-mail, or e-mail going from one co-worker to another, can be used as the basis for firing employees. Be careful about speaking negatively about your bosses, coworkers, or the company for which you work in e-mails, especially when these emails are sent from your work address. It is also important to double-check your address line before sending emails, as workers have been both embarrassed and fired for sending a private email to the incorrect person or group of persons.

You may have some protection if you are communicating with your coworkers about work conditions, under laws that protect an employee's ability to engage in " concerted activity. Similarly, if you use e-mail to complain about discriminatory behavior or blow the whistle, you may be protected under whistleblowing or antiretaliation laws.

Employers are concerned about their liability for sexual harassment and have fired workers for visiting sexually explicit or pornographic websites at work. They also worry about the loss of productivity caused by Internet surfing during work hours. Further, employees have been fired for using the Internet for non-work-related activities such as online shopping or sports sites. As your online activity is likely being monitored, be sure you know what your employer's monitoring policy is before engaging in unrelated activity during work time.

You should not visit any websites that you would not want your employer to see or that your co-workers might find offensive. While most employers do not mind if your personal internet use is occasional and doesn't interfere with your work, some employers do mind, and expect you to confine your personal Internet usage to non-work hours.

Generally, an employer can fire you for off-duty conduct, such as having a personal website or blog that it deems inappropriate, with very limited exceptions.

Even if you have a non-work-related website that you don't access from your office, employers can fire you if they feel the content on your personal site or blog is offensive to them, to potential clients, or reflects badly on the company. Some laws provide explicit exemptions for employers. For example, in Colorado , employers are exempt from the law if an employee's off-duty activities relate to a bona fide or genuine occupational requirement, or is reasonably and rationally related to work activities.

In addition, some state laws regarding personnel records may protect an employee's off-duty Internet activities. For example, in Michigan and llinois employers cannot gather or keep record of an employee's communications or non-employment activities, without employee consent. However, exceptions exist in both states that allow employers to keep records of an employee's criminal activity, activity on the employer's property, and activity on the employer's time which may cause damage to the employer's business.

Outside of these exceptions, employers may be liable for violating these record keeping laws or retaliating against an employee based on information that has been improperly recorded. Although an employer might legally be able to fire you for your content on social networking and media websites, the National Labor Relations Board NLRB has stated that, under Section 7 of the National Labor Relations Act NLRA , workers' social networking and media usage can be protected if it is "concerted activity" for the purpose of collective bargaining, mutual aid or protection.

This means that protesting about working conditions might be protected, while complaining about a boss might not be. In addition, an employer may be violating federal law if they access Facebook posts of an employee, when the employee intended the posts to remain private by adjusting the privacy settings to limit access only to the employee's Facebook friends. This can occur when the employer is not a Facebook friend of the employee, and the employer accesses the posts without authorization, or intentionally exceeds authorization.

In mouth-Ocean Hosp. The court ruled that Facebook wall posts are electronic communications, transmitted by an electronic communication service, placed in electronic storage, and can be deemed private if the Facebook user set her privacy settings to limit access to information on the user's Facebook profile.

However, because the co-worker who provided the screenshots to the manager was a Facebook friend of the nurse, an exception to the Stored Communications Act applied, meaning the hospital for which the manager worked was not liable for any wrongdoing under the Act. If you are unsure about whether your rights have been violated, please contact an employment lawyer in your area.

Generally, you do not have that right in the workplace. Only public government employees have free speech protections and those are very limited. As a private employee, you can be fired for your speech in the workplace or outside of it. For government employees, 'Liking' a page may be protected speech under the First Amendment. In a recent case, a federal appeals court decided that a government employee who worked for a sheriff, but liked a Facebook page showing his support for a different candidate for sheriff, was speaking as a private citizen about a matter of public concern.

In this case, that court viewed the 'Liking' of a page on Facebook as speech or political activity that could be entitled to First Amendment protections for public employees.

It depends. Most states that have employee social media privacy laws also prohibit your employer from requiring that you market, post, or promote their products or business on your personal social media page. Not only this, but your employer runs into the risk of violating certain Federal Trade Commission FTC rules and regulations on advertising.

Comments made to Facebook or Twitter by an employee could be viewed as advertisements or endorsements subject to FTC regulation. Additionally, the comments might be considered unfair and deceptive acts in commerce.

Generally, it is okay to ask employees to use their personal accounts to promote the business, but the question of whether it can be required has not been addressed by federal law makers. Signs show that more and more employers are using this technology.

Employees should assume that their instant messaging on a company system is being monitored and is not private. Information that you have deleted from your computer is often available for your employers to monitor. Even though they appear erased, documents and e-mails are often permanently backed up on the office's main computer system. Even worse, deleting personal documents from your work computer may violate the law, depending on what context and for what purpose the content was deleted.

Recently, the court held that an employee who used a program designed to clean off the hard drive and permanently erase documents, called a "secure delete" program, before returning a computer to his employer, violated federal hacking laws designed to prevent damage to networked computers.



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It's easy to lose focus when the whole internet is at your fingertips. Working from home is a blessing and a curse—you get the freedom to work how you want, but the temptation to slack off is strong. Our personal computers have more shortcuts and automations than ever. What once took a few clicks and keystrokes now takes a single gesture, making it far too easy to check Facebook as soon as your attention starts to falter. So if you want to truly block out distractions, start with a clean slate—without any of your bookmarks, auto-filling passwords, and other automations. The easiest thing to do is create a new profile in your browser of choice. In Google Chrome, just click your current profile image in the upper right-hand corner, then choose Add.

Parsec's remote access tech is tested on the most demanding media: games. Connect to your own computer on the go, share a link to collaborate or co-op with a.

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Staying current with productivity technology is an important part of your education. You need access to and use of the hardware and software listed below. You must also have the technology skills outlined in the Academic Catalog. If you feel at all unprepared, check out the Skill Builder tool through the Phoenix Career Guidance System, which offers helpful topic courses — many at no cost. Please note that newer browser versions incorporate security fixes and newer technologies, which may often lead to a better user experience. Current browser versions are highly recommended when the option is available. All students need access to a computer for success in their coursework. The operating systems on most computers already have some features that include these accessibility technologies:. Both Microsoft and Apple provide additional accessibility guides, tutorials, and tips for use on your computer. Visit the Microsoft or Apple website for information beyond the documents provided here.


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online work in computer

January 6, Kathleen Swed. This is significantly faster than the projected growth rate for all occupations nationwide. Some computer science jobs, such as computer and information research scientists, are projected to grow even more quickly. Computer science job opportunities vary depending on the degree.

Network engineers enable data to pass between computers in a network to aid communication between users.

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Displayed here are Job Ads that match your query. SimplyHired may be compensated by these employers, helping keep SimplyHired free for jobseekers. SimplyHired ranks Job Ads based on a combination of employer bids and relevance, such as your search terms and other activity on SimplyHired. For more information, see the SimplyHired Privacy Policy. Familiarity with persons who have a disability, group homes or adult foster homes, older adults, or day centers. Organize and manage own interview schedule. Familiarity with the production process for both online and offline materials.

The easy way to remotely connect with your home or work computer, or share your screen with others. Securely access your computer whenever you're away.

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By: Curt Franklin. The good news about the Internet and its most visible component, the World Wide Web, is that there are hundreds of millions of pages available, waiting to present information on an amazing variety of topics. The bad news about the Internet is that there are hundreds of millions of pages available, most of them titled according to the whim of their author, almost all of them sitting on servers with cryptic names.


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It is a network of networks that consists of private, public, academic, business, and government networks of local to global scope, linked by a broad array of electronic, wireless, and optical networking technologies. The Internet carries a vast range of information resources and services, such as the inter-linked hypertext documents and applications of the World Wide Web WWW , electronic mail , telephony , and file sharing. The origins of the Internet date back to the development of packet switching and research commissioned by the United States Department of Defense in the s to enable time-sharing of computers. The funding of the National Science Foundation Network as a new backbone in the s, as well as private funding for other commercial extensions, led to worldwide participation in the development of new networking technologies, and the merger of many networks.

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Design and develop solutions to complex applications problems, system administration issues, or network concerns. Perform systems management and integration functions. The occupation code you requested, In the future, please use Find occupations related to multiple tasks. Hot Technology — a technology requirement frequently included in employer job postings. Find occupations related to multiple detailed work activities.

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See a list of technology tools and usage recommendations that can help facilitate remote work. This page has a friendly link that is easy to remember: keepworking. In order to facilitate remote working, please take note of the technology tools and usage recommendations below. In some cases, multiple options are available for the same function.


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