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User account policy. A user account policy is a document which outlines the requirements for requesting and maintaining an account on computer systems or networks, typically within an organization. It is very important for large sites where users typically have accounts on many systems. Some sites have users read and sign an account policy as ...
Employee handbook. An employee handbook, sometimes also known as an employee manual, staff handbook, or company policy manual, is a book given to employees by an employer. The employee handbook can be used to bring together employment and job-related information which employees need to know. It typically has three types of content: [1]
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The Security Log, in Microsoft Windows, is a log that contains records of login/logout activity or other security-related events specified by the system's audit policy. Auditing allows administrators to configure Windows to record operating system activity in the Security Log.
The employee cannot be punished for making this request. Rule 2 After the employee makes the request, the employer must choose from among three options: Grant the request and delay questioning until the union representative arrives and (prior to the interview continuing) the representative has a chance to consult privately with the employee;
AOL Desktop Gold offers a variety of options for signing in to your AOL account. Review the sections below to learn how to add and switch between usernames, view all saved usernames, and how to...
Having trouble signing in? Find out how to identify and correct common sign-in issues like problems with your username and password, account locks, looping logins, and other account...
Employee monitoring is the (often automated) surveillance of workers' activity. Organizations engage in employee monitoring for different reasons such as to track performance, to avoid legal liability, to protect trade secrets, and to address other security concerns.
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Outline. The Employee Free Choice Act would have amended the National Labor Relations Act in three significant ways. That is: section 2 would have eliminated the need for an additional ballot to require an employer recognize a union, if a majority of workers have already signed cards expressing their wish to have a union