ResponsibilitiesÌý

• Designing website, including graphic user interface elements (such as menus, tabs, and widgets)Ìý
• Ensuring that all designsÌýadhereÌýto our brand and standards; as well as current and evolving designÌýtrendsÌý
• Ensuring full AODA complianceÌý
• Ensuring the website has a platform responsive design that will perform well on all operating systems and mobileÌýdevicesÌý
• Testing and debugging common ·É±ð²ú²õ¾±³Ù±ðÌýissuesÌý

Requirements:Ìý

• Some prior experience building and designingÌýwebsitesÌý
• Proficiency withÌýWordPress,ÌýElementor,Ìýand web design toolsÌý
• Prior experience with or working knowledge of the Bootstrap developmentÌýframeworkÌý
• Thorough knowledge of AODA standards and ability to design a website which adheres to theseÌýstandardsÌý
• Ability to take initiative to provide regular status updatesÌýwhile working with limitedÌýoversightÌý
• Punctuality in meeting deadlines
• Ability to workÌýremotelyÌý

Application:

If you are interested, please send the following informationÌýto iposgoode@osgoode.yorku.ca:Ìý

• CoverÌýLetter;Ìý
• Resume; andÌý
• Samples of your work.Ìý

We thank all applicants for their interest in working with the IP Innovation Clinic; however, we will only contactÌýthose selected for an interview.Ìý

The post CALL FOR APPLICATIONS - IP Innovation Clinic Website Designer appeared first on IPOsgoode.

Privacy has been a hot topic during COVID-19. Much discussion has taken place on the issue of securing privacy rights during a world health emergency, such as the use of personal information by governments or private-sector organizations related to public health (see an IPilogue article on privacy and big data during COVID-19 ).

However, maintaining privacy within the workplaces isn’t sparking as much debate. This transition towards remote working for employers and experts suggest that organizations re-visit existing privacy policies to ensure breaches of personal information does not happen at home or wherever a remote worker may connect to the workplace. The lack of preventative security controls that only an office may provide is a significant concern. Remote working might have employees use public Wi-Fi, which can lead to potential hackers having access to the company’s private information. Some employers may not have the resources to supply workers with work computers. Some may even be more inclined to switch to their personal computer from time to time for work-related tasks at home or on the go. This can lead to a privacy breach, as personal computers do not include all the intricate protocols and security systems work computers would have within their network. Having other people in a coffee shop have the ability to see what you are typing, or simply forgetting your work computer at a relative’s house are also dangers that risk privacy breaches.

Therefore, it is important to revise privacy policies within one’s workplace since remote working has become entrenched in today’s work force. The one-stop shop for finding out how to either familiarize or refresh privacy policy in any organization in Canada is visiting the Privacy Commissioner’s website for recommendations on best practices. Employees may start by re-acquainting themselves to best practices under relevant federal legislation such as . PIPEDA sets out ground rules for how Canadian businesses must handle personal information (, on the other hand, only applies to government bodies and their handling of private information). Some provincial legislation on privacy laws may slightly deviate from federal laws, so if one’s organization handles cross-provincial employees, clients, or customers, it is important to be mindful of the possibility of a tort action through either the common-law in some provinces, or statutory torts under others’ Privacy Acts. Alberta, British Columbia, and Quebec have their own private-sector laws that are substantially similar to PIPEDA, but only British Columbia, as well as few other provinces like Manitoba and Saskatchewan, have . Ontario, for example, has introduced a common law cause of action for the tort of intrusion upon seclusion through

A good place for any Canadian organization to refresh their privacy policy is by revising ±Ê±õ±Ê·¡¶Ù´¡â€™s , which summarize an organization’s responsibilities and how they may be fulfilled during COVID-19:

1. Be Accountable. Comply with the fair information principles and develop a privacy management program that adapts to remote-working environments.
2. Identify the Purpose. Find out and document the reasons why personal information is being collected before or during collection.
3. Obtain Consent. It is reasonable to expect that customers will understand the nature, purpose and consequences of collection in most cases.
4. Limit Collection. Collection should not include personal information that isn’t necessary for its purposes.
5. Limit Use, Disclosure, and Retention. Make sure personal information is stored in a secure way and used only for the purposes it is intended for.
6. Accuracy. Minimize possibility of using incorrect information when documenting or disclosing personal information, and keep information up-to-date.
7. Safeguards. Ensure that remote work environments do not risk breach of personal information, and protect information appropriately relative to its sensitivity.
8. Openness. Make sure privacy management practices are clear for all remote workers.
9. Individual Access. Allow individuals to be informed and be given access to their personal information.
10. Challenging Compliance. Anyone may be able to challenge an organization’s compliance with these principles.Ìý

Written by Sebastian Romanutti, Osgoode JD Candidate, enrolled in Professors D’Agostino and Vaver 2020/2021 IP & Technology Law Intensive Program at Osgoode Hall Law School. As part of the course requirements, students were asked to write a blog on a topic of their choice.

The post Working Remotely during COVID-19 and its Privacy Risks appeared first on IPOsgoode.

The platform's are concerning since Zoom shares the personal data of the users with third parties for business purposes, whatever that may be. indicated that instant messages or videos could be used to target advertising campaigns or develop a facial recognition algorithm. This may be especially threatening for individuals who use Zoom to communicate extremely , such as that shared between corporate management or in therapy sessions. also discouraged the use of Zoom in cases where strong confidentiality is required, including "governments worried about espionage; businesses concerned about cybercrime and industrial espionage; healthcare providers handling sensitive patient information; and activists, lawyers and journalists working on sensitive topics". The also had a feature that exposed individual's personal information to others, as well as not having appropriate end-to-end encryption on its data, meaning Zoom itself has access to the data that flows between users. Due to these serious concerns, multiple organizations such as , and the , have banned their employees from using Zoom.

Moreover, Zoom has been hit by several lawsuits, which damaged the company's reputation. Subsequently, consumers and investors started losing trust, which resulted in the company's since the end of March. Zoom is facing a lawsuit by an investor who claimed that the company had regulations by failing to disclose known problems with its software encryption and privacy, leading to damaged share value. Zoom faces additional class action court filing in the US after it was found out that were able to snoop video calls under certain circumstances.

Due to all the ongoing and upcoming litigation and public outcry, the CEO of Zoom, Eric Yuan, has publicly addressed Zoom's privacy and security issues. has stated, "you know, lesson learned" and promised to double down on privacy and security.  Not only did Zoom institute a 90-day plan aimed at improving the areas of concern were brought forward, but the company also established a where Facebook's former chief security officer Alex Stamos was hired to be a central consultant. The company has also improved its previously outdated standard to AES 256-bit TLS to provide better cybersecurity protection to its users. However, whether these privacy and cybersecurity improvements would be sufficient to comply with the privacy legislation, such as the (PIPEDA) or the (GDPR) is another story.

An expert has stated that Zoom privacy policies would get a C- for its standards according to the European GDPR standards. Moreover, the Canadian requires meaningful consent to collect user disclosed information according to the identified purposes; and must be appropriately safeguarded. Zoom may not sufficiently meet these standards, as the users are required to passively accept the collection of their personal data if they are required to use the program for an interview, for example. The terms for identified purposes for data collection are vague in Zoom’s privacy policies. The drastic effect of the privacy concerns demonstrates the importance of cybersecurity measures, not only for commercial success, but also for legal compliance and the public's trust in the company.

Written by Elif Babaoglu, who is a contributing IPilogue Editor and the Co-Director of Events of the Osgoode Privacy Law Society.

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