Privacy Concerns of Sensor Networks Coursework Example | Topics and Well Written Essays - 500 words

Privacy Concerns of Sensor Networks - Coursework Example This is necessary to protect the privacy of all involved. Information that is sent over the networks may be modified by hackers, rendering it unavailable. The time synchronization of sensor networks may also be thwarted by adversaries by masquerade attacks, replay attacks, and delay attacks. (Bojkovic, 2008, pp. 107, 112). An Intrusion Detection System (IDS) is one way of combating threats. The IDS protects the WSN by monitoring it, alerting the user that an attack has occurred and reconfiguring the network and marking the root of the malicious problem. The IDS works either by preventing known attacks by matching attack signatures against the monitored system, or by anomaly detection, in which anomalies in data profiles are identified. The first of these solutions have the drawback of not recognizing new attacks; the second has the drawback of creating a high number of false alarms. One of the problems with sensor networks is the risk of data misrepresentation, as all relevant information is impossible to gather in the sensornet environment, as all data that is collected represents data from a discrete time and space, hence it might be taken out of context. Also, the readings are only approximate for the same reason – that the data collected represent the state of the world at a particular time and space, which is the time and space where the samples were acquired. Therefore, the accuracy of the data that is acquired is subject to misrepresentation and inaccuracies even in situations where security is not compromised.

Law as Essay Example | Topics and Well Written Essays - 750 words

Law as - Essay Example The provisions of this Act that are of interest to the Human Resource departments include the basic minimum wage, subminimum wage rates, exemptions from overtime and the minimum wage of persons who provide companionship services, the exempt ion for employees in computer –related occupations, compensatory time in lieu of overtime pay, and break time for nursing mothers. With regard to child protection, the Act explicitly prohibits employment of children under the age of eighteen years in what it terms as dangerous jobs whether the job is agricultural or nonagricultural. In agricultural operations, the Act outlaws employment of children below the age of sixteen years during school hours when such children are supposed to be at school. The letter and spirit of this Act is to ensure that the employees get compensation for all hours they have provided labor including all time they are on duty or are at a prescribed place of work, work performed at home, travel time, waiting time, t raining, and probationary periods. Some of the major provisions of this law include section 206, which touches on minimum wage payable to employees. Pursuant to section 206 (a), employees engaged in commerce, homework in Puerto Rico and Virgin Islands as well as those in American Samoa, seamen on American vessels, and lastly agricultural employees are supposed to be paid $ 7.25 an hour. The Act obliges every employer to pay each of the employees engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, wages of not less than for instance, $5.85 an hour beginning on the 60th day after May 25, 2007. In light of section 206, the Act prohibits discrimination based on sex. Section 206 (a) (4) (d) deters any employer from discriminating based on sex. The Act demands for equal pay to Workers, who perform equal work, employ equal skill, effort, and responsibility and working under similar c onditions. However, the Act exempts wages on basis of seniority, merit, quantity, or quality of production. Section 206 (a) ( 2) prohibits a labor organization or its agents representing employees of an employer having employees subject to any provisions of this section shall cause or attempt to cause such an employer to discriminate against an employee in violation. Section 206(g) is concerned about the welfare of new employees who are below the age of twenty. The Act provides that such workers during the first ninety consecutive calendar days be entitled to a wage of not less than $4.25 an hour. However, subsection 2 protects the other employees from displacement of any kind in order to give room for such new employees. For instance, the act requires to pay covered nonexempt employees at least the minimum wage of $7.25 an hour, which was raised from $5.25. These directions came into place in 2007. Many states have complied with this requirement with most paying their workers at a rate higher than that set by the federal minimum wage. With regard to tipped workers, the employer can pay them a wage lower than the basic minimum wage. However, the tip they get in addition to the wage paid must correspond with the minimum basic wage of $7.25 per hour. The Act also prescribes for a special minimum wages payable to workers with disabilities with the aim of