In business, intellectual property (IP) is a term applied broadly to any company information that is thought to bring an advantage. Protecting IP through security policies starts with human resources (HR). Which of the following is a challenge concerning HR policies about IP? HR policies are not legally permitted to establish a code of conduct regarding IP; they can only recommend best practices. Due to confidentiality, HR policies are prohibited from giving employees clear direction as to what the organization owns with respect to IP. HR policies and employment agreements about IP may or may not be enforceable, depending on current law and location. HR employment agreements enforce the confidentiality of IP after an employee leaves the organization.

Question

Jocelynn Santiago

Business

21 April, 03:59

In business, intellectual property (IP) is a term applied broadly to any company information that is thought to bring an advantage. Protecting IP through security policies starts with human resources (HR). Which of the following is a challenge concerning HR policies about IP? HR policies are not legally permitted to establish a code of conduct regarding IP; they can only recommend best practices. Due to confidentiality, HR policies are prohibited from giving employees clear direction as to what the organization owns with respect to IP. HR policies and employment agreements about IP may or may not be enforceable, depending on current law and location. HR employment agreements enforce the confidentiality of IP after an employee leaves the organization.

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Salas · Answer 1

HR policies and employment agreements about IP may or may not be enforceable, depending on current law and location.

Explanation:

The HR department of a company may have specific policies regarding intellectual property, but these policies do not necessarily have a legal backing in all cases, or in some specific cases.

This is because internal rules inside an organization are not a source of law, and only have validity inside the organization because the employees commit themselves to follow them when they sign a contract. After the contract ends, the legalitity of the specific organizational policies is dubious.