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This is a truly interesting aspect of the working environment especially when we’re faced with a set of legal procedures already put into place. Legal documents that typically accompany sub-contracted job offline are somewhat applicable to a job software system, however at the same time, they aren’t completely appropriate. The nature of the Internet just doesn’t allow us to apply the same procedures and conditions pertinent of the brick and mortar employment office to the dynamic character of an online job software system.
Having said that, we need to consider requirements. We need to consider what is required to create an atmosphere that reinforces the values we expect offline and online. As mentioned earlier, the offline contract model alone is not sufficient. It simply doesn’t make appropriate adjustments for things like email, Internet connections, or viruses. Nor is Internet terminology addressed in offline agreements. Without taking these things into account, we can mistakenly assume that offline laws are adequate to protect our investments.
Because these considerations need to protect a job software system’s clientele and the system administrator at the same time, they need to be carefully crafted in such a way that the system fosters confidence. That is - confidence that private information won’t be divulged or accessed by strangers, confidence that clientele computers will be protected from viruses, and of course, confidence that disputes will be handled in a way that they are reinforced in any court of law.
All of this by far is a very broad introduction to the complexities involved in setting up a legal job software system and there are certainly more specific issues that each system must address. As we continue to build a global network that evolves, it’s just goes to show you that while the world wide web is prone to illegal activity, it’s still possible and reasonable to expect legal protection for job software systems once the proper tools are put into place.
Thanks ! Shrawan kumar Nepal