What Your Teen Is Doing On Social Media


Child's PC Monitoring

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SurveilStar Monitoring is designed for parents to monitor kids’ online activity. With this software, parents can grab screenshots, record sent and received mails, record chatting messages, monitor and record visited websites, block inappropriate websites and filter unwanted chat programs and applications. So parents shield your children from cyber bullies, predators and adult oriented websites, and ensure you have the control you need over children online activity.

computer monitoring

  • View Real-time Screen Snapshot
  • Monitor Skype or Other Chat/IM Activity
  • Record Emails
  • Track web browsing history
  • Block access to any website
  • Remote PC Maintenance
  • Program Activity

If you would like to record and control all your children or employees’ activities on working PC, SurveilStar Monitoring would be your best choice. A 30-day free trial version of this professional computer monitoring and tracking software is available. Feel free to download and try to check what your employees and children have done on PC. Download

Is Employee Monitoring Legal?

Is Employee Monitoring LegalNowadays, more and more companies are recognizing the need for an employee monitoring program. However, since this is not as common of a practice as security from outside attacks, it raises many new questions including legality and best practices.

Different countries have different laws regarding computer monitoring. Generally speaking, it is legal for employers to monitor employees by tracking company-owned vehicles or smartphones. According to incomplete statistics, laws in most countries allow the monitoring of employees in the course of their work day. Most countries believe that employers have the right to monitor employee performance and use of company resources for they pay for their work and they own the property.

Not only is it legal to monitor employees on their computers and online, there is no federal US law that requires employers to notify workers they are being monitored. So while it is a best practice to inform employees of the company’s right to monitor all activity on employee computers and disclose it in the employee handbook, companies are NOT required to do so in the US.

The US courts have tried to balance an employee’s “reasonable expectation of privacy” against the employer’s business justification for monitoring. According to Santa Clara University Professor of Law Dorothy Glancy, “There aren’t many cases, and they tend to go against the employee. Often, court opinions take the point of view that when the employees are using employers’ property–the employers’ computers and networks–the employees’ expectation of privacy is minimal. Glancy continues, “When courts take this view, if employees want to have private communications, they can enjoy them on their own time and equipment.”

A greater number of companies are monitoring their employees electronically. Active monitoring of employees has risen recently from 35% in 2001 to 80% in 2014 due largely to the increased awareness. However, the costs of data breaches, internal threats and theft, as well as inappropriate workplace behavior cases such as sexual harassment have been large contributors. Employee monitoring provides important data and information that can be used as forensic evidence in a court of law:

Legal Liability: With workplaces often being designed as shared spaces with open floor plans and cubicles, it is easy for employees to be exposed to materials viewed by their colleagues online. Employees who are unwittingly exposed to offensive graphic material on their office neighbor’s computer screen can result in a hostile workplace environment. This is in addition to any harassment that can occur both via work email and chats.

Legal Compliance: In regulated industries, electronic recording and storage may be considered part of a company’s “due diligence” in keeping adequate records and files. This can provide them with some degree of legal protection. It is similar to a company’s need to tape telemarketing activities and customer calls in order to protect the company.

Security Concerns: Protecting the value of intellectual property and electronic assets is a growing concern for companies. Data threat and data breaches can result in millions of dollars as well as damage to a company’s reputation both with its customers and in some cases with investors.

We provide you with impartial material to show you employee monitoring is legal.

United States

According to the 18 U.S.C § 2511 (2)(a)(i) “It shall not be unlawful under this chapter for an operator of a switchboard, or an officer, employee, or agent of a provider of wire or electronic communication service, whose facilities are used in the transmission of a wire or electronic communication, to intercept, disclose, or use that communication in the normal course of his employment while engaged in any activity which is a necessary incident to the rendition of his service or to the protection of the rights or property of the provider of that service, except that a provider of wire communication service to the public shall not utilize service observing or random monitoring except for mechanical or service quality control checks”, employee monitoring is legal in the United States.

United Kingdom

According to the Part 3 Monitoring at work of The Employment Practices Code, employee monitoring is legal. For more details, please refer to the related articles.


According to the Franck L. v. Enterprise Martine, employee monitoring is legal in France. For specific articles, please look it up on the Franck L. v. Enterprise Martine.


According to the Personal Information Protection and Electronic Data Act (PIPEDA) of 2000 (Bill C-6), employers can conduct employee monitoring. For specific articles, please refer to related materials.


According to the Commonwealth Interception Act and the Privacy Act of 1988, Australian employers legally can conduct employee surveillance. For more details, please refer to related materials.

More companies are instituting employee monitoring to improve their internal security against insider threats, ensure adherence to company policies, and improve overall awareness about what is happening within the company. Utilizing the information above will at least get you started on the right legal footing.

To be safe, employers should always check with the local laws and maybe consult a lawyer before implementing a tracking system. This way, you have all your bases covered and you can properly notify employees of the new system.

*Please consult the laws in your local jurisdiction as they can vary in other countries. The information provided in this document does not constitute legal advice. You should consult an attorney that is familiar with the law of the state or locale involved regarding your particular concerns.


SurveilStar is an ultimate employee monitoring software and parental control software which can help you record and track all computer activities. Including:

computer monitoring

  • View Real-time Screen Snapshot
  • Monitor Skype or Other Chat/IM Activity
  • Record Emails
  • Track web browsing history
  • Block access to any website
  • Remote PC Maintenance
  • Program Activity

If you would like to record and control all your children or employees’ activities on working PC, SurveilStar Monitoring would be your best choice.

A 30-day free trial version of this professional computer monitoring and tracking software is available. Feel free to download and try to check what your employees and children have done on PC.


Surveilstar Has Upgraded To Version 3.24.1223.20!

What‘s new in version 3.24.1223.20?
1. Add on-line upgrade feature.

2. Support multi-keywords search for Software Copyright Management.

3. Select default document type for Document Operation Logs’ search.

4. Select default policy type for Agent Configuration.

5. Support instant messages’ recording for enterprise QQ (400/800 version), 263EM4.0.

6. Add support for Opera 10.50 and 10.51, Comet Browser 8.0, 2345Exploer.

7. Add auto-alerts for agent communication error. It will also display the error agent.

8. Fix the IE9 recording error.

9. Fix Dell’s fingerprint recognition bug.

10. Fix UC8.23.4.22616, ICQ recording error.

11. Support Skype’s newest version (Skype 6.0).

12. Change the placement of Firefox browsing activities from “Document” Tab to “Browsing” Tab.

13. Add compatibility for Windows 8.

14. Support Tencent QQ’s newest version (QQ 2013).

15. Add suppprt to MSNlite, FeiQ 2012 beta.

16. Fix the bug for the policy delay.

17. Add support to browsers like SlimBrowser 6.0, Sleipnir 3.03, Realplayer embedded Browser.

Surveilstar Registration Issues

Where to find the Surveilstar registration page?
Right click the Surveilstar Service Controller, select “Tools”>”Register”. You may see the registration interface as below-
surveilstar registration
Primary SN- Auto-generated once you start a Surveilstar trial. It will display “Demo, XX days left”. If you have placed an order on Surveilstar, this part would be the activation code you from your Avangate order receipt.
Computer ID- Auto-generated, corresponding to your computer and it is your server computer’s unique identity.
RegCode- Also named PIN, which you do not need unless you want to register the demo software or extend your trial.
Company, Tel, Contact, Email- The information you leave on placing the order,also enabling you to use them to register Surveilstar. No need on a trial.

Why my registration fail?
Your Surveilstar registration may fail because of the following-
Do changes to server.
1. Migrate server.
Needs to re-register the software.
2. Expand the server storage capacity.
It will make the original server computer ID be unrecognizable.
Surveilstar will automatically send you a feedback email. Just click the link in the email and finish the confirmation.
3.Upgrade SQL Server lower versions to higher version.
Only by unninstalling the old SQL Server can the new one be successfully installed. After this, register the software again.
4. Reinstall Windows system of the server computer.
The unique server computer identity code (Computer ID)may become invalid.
5. Server error.
When your Surveilstar server is over loaded or has some other problems on running, this may also affect the registration of the software.
6. Other changes on Surveilstar server.
Upgrade to more licenses.
As the name suggests, the failure mostly appears on the upgrade re-registration process. Because, for upgrading your current Surveilstar to more licenses, your old activation code has to be deactivated and the new one needs to be loaded. During this, your upgrade operation may not be accepted by Surveilstar Inc. background.
(Well, you still have to wait for Surveilstar Support Team to send you the new activation code. Had to admit that this upgrade is really not that inconvenient. But it takes time to make a change for them…)
Anyway, the new Surveilstar upgrade code has to replace the old on the background and be added to the Surveilstar Inc. database. If you find your SN input correctly by showing the correct licenses number but you fail to finish the registration, you can ask Surveilstar Support Team to check the registration status for you. Typically, they will manually register your software and let you know. Or send you a RegCode to let you finish it.
Common Errors of Surveilstar Registration Failure
1. Code 1- Server information does not match the Surveilstar Inc. database.
Most users may probably think they have registered the software successfully earlier until they see this error. But the fact is, they have not finished the registration process (even though they thought they might have…) or at least not completely registered Surveilstar.

To fix this, here are the solutions-
Solution 1
You need to find the feedback email sent from email address support@surveilstar.com and click the link embedded to finish registration. Feedback Email Sample
Dear Customer:
You have summited a new registration request.However, the
server information is different from the one you registered before. This may
caused by changing of hardware or operating system, or registering on
another computer. If you want to use this registration instead, please use
the url to activate it and cancel the previous registration.


Best regards,
Surveilstar Support Team

Solution 2
You can ask a Regcode/PID from Surveilstar Support Team or ask them manually register for you. In this solution, you have to make sure that you do not deploy the Surveilstar server on more than 1 computer. Or the identity codes are confused and you need to confirm which server pc you want to use in the future.

2. Error Code 5- Accesses denied/Fail to to register.
Most probable reason- The same SN has been reloaded more than once.
Every server corresponds only 1 identity code (Computer ID) in the Surveilstar Inc. database. So, repeated registrations would confuse the background and make the activation code be unrecognizable. For this registration issue, you can ask report your original computer ID which you want to use Surveilstar with and get a RegCode/PID.

Article Source- http://surveilstar.blogspot.jp/2013/02/surveilstar-tips-surveilstar.html

Foster Success for People: Two Musts for Employee Motivation and Positive Morale

Tired of hearing that people are your most important resource? That’s fair. These buzz words have been overused and abused in the board room, in speeches to employees and in business books. People have heard these words so often, in situations where actions degrade their meaning, they have grown cynical.

To battle the cynicism, I propose a better statement of belief. People are your only resource. If you get this, you will create a work environment that foster their ability to increase productivity, build up high self-esteem, and develop new skills and capabilities. To reinforce this growth, you will reward them and recognize them for their contributions. Love them and help them grow or lose them to an employer who will.

In an earlier article, Set Them Free: Two Musts for Motivation, I discussed two criteria that create a motivating work environment: employee involvement and managing the workplace with as few policies and rules as possible for workplace order. Two more musts for motivation are:

a work place in which the high self-esteem of each employee is fostered and
the opportunity for people to fully develop their abilities and knowledge in their areas of interest.


People who have high self-esteem are more likely to continuously improve the work environment. They are willing to take intelligent risks because they have confidence in their ideas and competence. They work willingly on teams because they are confident about their ability to contribute. Nathaniel Branden, author of The Psychology of Self-Esteem and Self-Esteem@Work, says, “Self-esteem has two essential components:

Self-efficacy: Confidence in the ability to cope with life’s challenges. Self-efficacy leads to a sense of control over one’s life.
Self-respect: Experience oneself as deserving of happiness, achievement and love. Self-respect makes possible a sense of community with others.

Self-esteem is a self-reinforcing characteristic. When we have confidence in our ability to think and act effectively, we can persevere when faced with difficult challenges. Result: We succeed more often than we fail. We form more nourishing relationships. We expect more of life and of ourselves.”

A motivating work environment enhances staff self-esteem. People feel like they are more, not less–more competent, more capable, more appreciated, more contributing. A concept called the Pygmalion Effect emphasizes that the positive and high expectations of the supervisor help mold the expectations individuals hold for their own high performance. This fact is on my top ten list for “what every supervisor must know.” The Galatea Effect, also on the list, states that, even more important than the supervisor’s expectations, the expectations an individual has for her own performance govern that performance. Convinced? If you’re looking for ways to increase staff self-esteem, these ideas will help.

Act as if you have high self-esteem. Your behaviors, beliefs, attitudes, and example are a powerful role model for staff members. How you look, talk, present yourself, and act send the most powerful message possible to all staff members.

Practice personal integrity and fairness. Model it and expect it from others. People who feel they can tell the truth, without fear of reprisal, grow as they experiment and experience success and failure.

Provide frequent feedback that reinforces what people do well and corrects the approaches that need improvement.

Learn what staff members feel good and positive about doing. Maximize their opportunity to contribute in these activities.

Provide assignments that stimulate growth. Ask people to stretch beyond what you have observed them doing in the past. Challenge staff members. Negotiate goals which are realistic, yet a stretch.

Provide positive reinforcement, rewards, and recognition to reinforce the standards and practices you believe your staff members are capable of achieving.

Create an environment in which people practice self-responsibility. Show that you trust them to report production numbers, deal with employees who are not contributing to the team effort, and succeed and/or fail at implementing new ideas.

Demonstrate that it is okay to disagree with the supervisor. Allow the implementation of new ideas, even if they are different than yours. Praise when the approach works and ask the employee to implement more good ideas.

Provide clear expectations about performance standards to all employees and express your sincere belief that they can meet or exceed these standards.
The opportunity for personal development is one of the more important variables in personnel selection and retention today. Training and education, in what the employee is interested in learning, is one of the key factors in retention and motivation. Employers who pay for classes, conferences, and professional associations encourage staff growth and ensure staff motivation. One of my clients, a mid-sized manufacturing company in Romulus, Michigan was committed to becoming a learning organization and to the ongoing professional growth of staff.

They paid for classes employees took, regardless of topic, because they believed they had better employees when employees chose to learn and develop their knowledge. At this same company, a press supervisor and a press operator shared with me that they were having trouble applying the team development skills they were learning from me at work. Their local Rotary Club and their Little League Baseball team were benefiting, however. As the company gradually changed its culture, the practice they had in team building within the outside organizations bore fruit within the company. So, cross-fertilization will benefit your organization in the long run.

I don’t think many will argue with me about the importance of staff development. The important twist, however, is to allow staff members to determine the areas in which they want education and training. These ideas will help you increase staff motivation by providing opportunities for development.

In conjunction with each staff person and their supervisor, create a Performance Development Plan which is reviewed quarterly.

Offer regular, active assistance to enable employees to carry out their plans. An example is to monitor topics about which many employees seek information and offer classes and learning opportunities in these areas. Ensure that supervisors are sitting down with employees quarterly and that people are making progress on their plan. Use slow months in your business as opportunities for staff development.

Pay for classes, conferences, books, and other learning opportunities for all staff. Ask staff to regularly visit customers to learn more about their needs from your organization.

Read books or see videos together as a staff. Schedule time to discuss what people are learning from the reading. Use the reading to develop new ideas and approaches. At TechSmith Corporation (the developers of SnagIt and Camtasia software for multimedia screen capture), the marketing staff regularly selects and reads books which will help them develop their marketing skills.

Schedule meetings which span several departments or two layers of management in your organization. Use these meetings as opportunities to teach employees about your business.

Ask various people to represent your department at company meetings. Employees will expand their outlook, feel important and expand their knowledge about the business.

Schedule people into assignments that stretch their skills and cause them to learn.

Provide cross-training opportunities so that staff members learn all of the jobs in their work areas. You’ll increase your flexibility and theirs as well.

Use promotions and lateral assignments to further develop staff skills.

Eliminate jobs that are repetitive and that have a deadly sameness day in and day out. Think about what is happening to the minds, the talents, the interest and the flexibility of the people who do them. Your staff deserves better than this.
One of your most frequent requests from this HR site is for more information about building high employee morale. You want a workplace in which high morale translates into positive motivation, increased productivity, exceeding expectations for performance and happy employees. These resources will expand your knowledge and thinking further.

Set Them Free: Two Musts for Motivation
Everyone is motivated about something! Find out how to create a work environment that enables people to express that motivation at work.

Trust Rules: The Most Important Secret
Without it, you have nothing. Trust forms the foundation for effective communication, employee retention, and employee motivation and contribution of discretionary energy, the extra effort that people voluntarily invest in work. When trust is present, everything else is easier. Learn more.

Promote Self-Discipline
You can create a work environment in which people choose to practice self-discipline and thus, minimize the need for supervisory disciplinary action. Intriguing? Find out more.

The Daily Motivator
You’re so busy finding ways to motivate everyone else, be sure you take time for some daily motivation for yourself.

Employee Motivation Center
Everything you need to understand employee motivation and how to develop positive employee morale.
Article Source- http://humanresources.about.com/od/motivationsucces3/a/motivation_must.htm

Web Browser Cookies

What are browser cookies?:
Cookies are very small text files placed on your computer by a Web server when you view some sites online (not all Web sites place cookies). They’re used to store data about you and your preferences so that the Web server doesn’t have to repeatedly request this information, potentially slowing down load time.

Cookies are commonly used to store personal registration data like your name, your address, the contents of a shopping cart, your preferred layout for a Web page, what map you might be looking at, and so on. Cookies make it easy for Web servers to personalize information to fit your specific needs and preferences when you’re visiting a Web site.
Why are they called “cookies”?:
There are different explanations for where cookies got their name. Some people believe that cookies got their name from “magic cookies” which are part of UNIX, an operating system. Many people believe that the name originates from the story of Hansel and Gretel, who were able to mark their trail through a dark forest by dropping cookie crumbs behind them.
Are cookies dangerous?:
The easiest answer is that cookies, in and of themselves, are completely harmless. However, some Web sites use them to track users as they browse the Web, collecting highly personal information and often surreptitiously transferring that information to other Web sites without permission or warning. This is why we often hear about Web cookies in the news.
Can cookies be used to spy on me?:
Because cookies are are simple text files, text files cannot execute programs or carry out tasks. Nor can they be used to view data on your hard disk, or capture other information from your computer.

Furthermore, cookies can only be accessed by the server that initiated them. This makes it impossible for one Web server to snoop around in cookies set by other servers, grabbing sensitive bits of your personal information.
What makes cookies controversial?:
Although cookies can only be retrieved by the server that set them, many online advertisement companies attach cookies containing a unique user ID to banner ads. Many of the major ad companies online serve ads to thousands of different Web sites, so they can retrieve their cookies from all of these sites, too. Though the site that carries the ad can’t track your progress through the Web, the company that serves the ads can.

This may sound ominous, but tracking your progress online isn’t necessarily such a bad thing. When tracking is used within a site, the data can help site owners tweak their designs, enhancing popular areas and eliminating or redesigning “dead ends” for a more efficient user experience. Tracking data can also be used to give users and site owners more targeted information or to make recommendations on purchases, content, or services to users, a feature many users appreciate. For example, one of Amazon.com’s most popular retail features is the targeted recommendations it makes for new merchandise based on your past viewing and purchase history.
Should I disable cookies on my computer?:
This is a question that has different answers depending on how you want to use the Web.

If you go to websites that personalize your experience extensively, you won’t be able to see much of that if you disable cookies. Many sites use these simple text files to make your Web browsing session as personalized and efficient as possible simply because it’s a much better user experience to not have to keep entering in the same information every time you visit. If you disable cookies in your Web browser, you won’t get the benefit of the time saved by these cookies, nor will you have a completely personalized experience.

Users can implement a partial stop on Web cookies by setting Web browsers on a high sensitivity level, giving you a warning whenever a cookie is about to be set, and allowing you to accept or reject cookies on a site by site basis. However, because so many sites use cookies these days that a partial ban will probably force you to spend more time accepting or rejecting cookies than in actually enjoying your time online. It’s a trade-off, and really depends on your level of comfort with cookies.

The bottom line is this: cookies really do no harm to your computer or your Web browsing experience. It’s only when advertisers are not as ethical as they should be with the data stored in your cookies where things get into a bit of a grey area. Still, your personal and financial information is completely safe, and cookies are not a security risk.
Cookies: What They Really Are:
Cookies, small text files containing very small amounts of data, were originally designed to make life easier for Web searchers. Popular sites such as Amazon, Google, and Facebook use them to deliver highly customized, personal Web pages that deliver targeted content to users.

Unfortunately, some websites and Internet advertisers have found other uses for cookies. They can and do gather sensitive personal information that might be used to profile users with advertisements that seem almost intrusive with how targeted they are.

Cookies do offer quite a few very useful benefits that make Web browsing very convenient. On the other hand, you might be concerned that your privacy has the potential to be violated. However, this isn’t something that Web users should necessarily be concerned about. Cookies are absolutely harmless.
Article Source- http://websearch.about.com/od/webbrowsers/p/Web-Browser-Cookies-Just-The-Facts.htm

Try Surveilstar now to track browsing history even if the user clears the cookie!