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Scopd is not just an Employee Monitoring solution, its much more than that. Scopd can improve productivity, increase revenue, improve profits and safeguard data.
SCOPD provides comprehensive solutions for insider threat prevention, DLP, and UEBA software.
Scopd can be used for Insider Threat Management, Employee Monitoring, User Behavior Analysis, Data Leak Prevention, User management, Endpoint management, Finding Disloyal Employees, Getting to know in advance who wants to leave job & most importantly Safeguard Confidential & Crucial Data. Scopd provides essential tools for insider investigations and data leak prevention such as realtime monitoring, security alerts, activity monitoring and behaviour deviations.
It will also help organizations to implement various Cyber Security Compliance like from Securities and Exchange Board of India – SEBI, Reserve Bank of India – RBI, Personal Data Protection – PDPA, GDPR, HIPPA etc. Ministry of electronics & it (meity), CERT-In, CRAT, RBI, SEBI, IRDA, DOT, PCI-DSS, HIPPA, SANS20, OWASP, KYC protection, PDPA : somehow or other every organization – person – entity is obliged to implement robust cyber security measures which includes UBA and DLP. SECURITY INNOVATIONS Handwriting Recognition Each person has their own keyboard writing style and Scopd can recognize a person by from typed text Face ID, Face Recognition AI recognizes the employee who most frequently use a computer and deny denies access to other people Screen Photo Prevention AI detects when someone takes a photo of a desktop and automatically prevent this by locking the workstation Scopd Features: PRODUCTIVITY REPORTS “Black box” Permanent recording of video from screen and audio from microphone/dynamics with encrypted storage on employees’ machines for further detailed analysis in a case of an incident investigation Face recognition Opportunity for periodic review of individuals employees with web camera and match it to other employee. The report is convenient for analyzing the presence of an employee or replacing it with someone else.
Enhanced Productivity
Transform Activity into Actionable Insights. Understand how work is performed and identify opportunities to improve efficiency. Monitor productive and non-productive application usage, optimize resource utilization, reduce operational bottlenecks and generate actionable productivity reports. Organizations can make informed decisions based on real-time analytics while enabling employees to focus on meaningful work.
Compliance & Risk Management
Stay Audit-Ready. Reduce Business Risk. Meet regulatory and industry requirements with comprehensive activity logs, audit trails and detailed reporting. The solution helps organizations support compliance initiatives such as DPDP, GDPR, ISO 27001, RBI and SEBI guidelines by providing visibility into user activities, protecting sensitive information and demonstrating accountability during internal and external audits. Detailed logs when, where, for what PC was used by whom, what files were created, deleted, copied, sent out? When user started and end work, what user did? Every detail can be logged in based on organization requirement.
Employee Monitoring
Visibility That Builds Security, Not Surveillance. Paying 100% salary but getting 50% productivity? Find when where what employees are doing. Gain complete visibility into how corporate devices and applications are being used without compromising employee trust. Employee Monitoring provides real-time insights into application usage, website access, user activities and system interactions. It is designed to improve security, enforce organizational policies and identify potential insider threats—not to spy on employees. When implemented transparently, it creates a more secure and accountable workplace.
Data Leak Prevention
Protect Sensitive Information Everywhere. One of most important asset of any organization is DATA. Every organization must protect its data to safeguard organization interests and as per law. Data can be leaked by external forces as well as internal threats. Hackers & Malware can steal the data. Existing or Outgoing employees, service vendors may copy and leak data with malicious intentions. Protect your organization's sensitive information from unauthorized access, sharing and exfiltration. Advanced Data Loss Prevention (DLP) continuously monitors the movement of confidential data across endpoints, USB devices, email, cloud storage and collaboration platforms, helping prevent accidental or intentional data leakage while safeguarding intellectual property and customer information.
To define required cyber security in organization, one need to consider compliance & actual necessities. Compliance can be GDPR, DPDP, RBI, SEBI, IRDA, AICTE/UGC etc. Both requires data protection from internal and external threats + assets protection. More or less all cyber security framework suggests following steps:
1. Prepare: Define and implement comprehensive Cyber Security Framework. Define roles and responsibilities.
2. Identify: Understand compliance, requirements, problem areas and its solutions.
3. Protect: Implement solutions to protect digital assets.
4. Detect: In case of breach, identify impact, detect problem area.
5. Respond: On detection, how organization will respond to prevent any breach – define roles and solutions.
6. Recover: In case of breach, how organization will restore operations & prevent misuse of breach.
7. Report: Methods and tools to report to authority
Line of Defence:
1. CISO / Cyber Security Manager
2. Centrally Managed, Centralised Data Repository
3. Data Backup and Disaster Recovery
4. Firewall and VPN
5. VAPT
6. Data Leak Prevention, Encryption
7. Identity Management, Access Management, ZTNA
8. Anti Malware (with EDR/XDR/MDR)
9. Asset Management, Patch Management, MDM
10. Anti Phishing Simulation & Cyber Security Training
Employee Monitoring, Isn't Spying?
In today’s digital workplace, employees have access to vast amounts of company data — and not all risks come from outside.
In short, it’s not about spying — it’s about protecting business data, improving efficiency, and ensuring trust and compliance.
Is Employee Monitoring legal?
Organizations can use employee monitoring for various reasons. Some of them are:
Employers generally are allowed to monitor employees’ activity on device provided by employer. Since the employer owns the premise, resources, computer network, hardware, software and even employees’ time, organization is free to use them to monitor employees.
Most computer monitoring tools allow employers to monitor without the employees’ knowledge. However, some employers do notify employees that monitoring is the norm. The information can be communicated to employees in appointment letter, email, general notice, or any official communication medium.
Employee Monitoring can be used to monitor the safety and productivity of the employees but it also may help businesses financially. From the dishonest unethical employee who snips time and money from the business – to redefining of unprofitable processes in monitoring employee actions. Employee monitoring allows the growth of financial profits against a small investment. The monitoring of employees can also help in the protection of employees and it can help as protection in litigation by employees for job-related issues such as failing to perform, illegal activities and harassment claims.
The employer of today has the capability and legal right to read e-mail, access files, examine computer usage and track computer usage activities. Every communication on a network between devices can be tracked. Every action by an individual worker on a computer can be tracked, analyzed and used to organizations’ benefit.
The protections and freedoms guaranteed by the U.S. Constitution and Bill of Rights are there to protect the individual from the Government but this does not generally apply to general employee-employer relationship. To benefit the business, employers can monitor employees whenever they feel is necessary.
In January 2016, European Court of Human Rights issued a landmark ruling in the case of Bărbulescu v Romania (61496/08) regarding monitoring of employees’ computers. The employee Mr. Bărbulescu accused the employer of violating his rights to ‘private life’ and ‘correspondence’ set in the Article 8 of the European Convention on Human Rights. But the Court stated that the employer had every right to monitor the employee’s computer in this case due to the fact that such monitoring was implemented to ensure that there is no breach of company policy. This historic ruling has confirmed that it is not unreasonable for employers to monitor their employees’ computer activity and such monitoring does not violate their human rights.
A year later, in July 2017, German court also ruled that computer monitoring of employees is reasonable but the use of keylogging software is excessive.
A nine-judge bench of the Supreme Court headed by Chief Justice JS Khehar, ruled on August 24, 2017 that the Right to Privacy is a fundamental right for Indian citizens under the Constitution of India (mostly under Article 21 and additionally under Part III rights).
Organizations’ digital assets and data created on it or during office hours using organization resources, cannot be considered private property of person. Employers have a well-established legal right to track Web surfing, emailing and other activities by employees using company computers and mobile devices. But should they do it?
Employer should consider the difference between monitoring and surveillance. Employer can ensure proper use to protect the company’s assets and reputation. Employers should understand their risks, security needs, employees’ emotions and develop a balanced policy.
Employer should set rules for use of email, chat, social networks, blogging, web surfing, downloading & using software. Better to get signed code of conduct for digital assets from all employees. This can be part of appointment letter or whenever it’s introduced for existing employees.
Organization need to define policy for using official time / resources / device for personal work. Consider other situations like BYOD, personal work on office device at home etc.
The employer shouldn’t look at private emails because the employee has a reasonable expectation of privacy. However, employees should be careful about using person accounts on company’s owned device, as all information on device can be accessed by IT team by way of data leak prevention, data backup, traffic monitoring or other monitoring software. Monitoring in any case will be done at router or firewall level. Also tracking possible on Domain Controller, central storage. IT Admin can take remote access of user’s PC.
Employer can also block such personal use of device. In employers’ interest they can analyze what all websites employee accessed and what all data or applications employee used.
| Employer Version | Employee Version |
| • I am paying you, my infra, my time, I have right to see what you are doing, are you investing resources in productive work or not? • Need to control crucial data and vital information • It’s not one person we are monitoring, its company policy • To improve overall productivity, we need to implement employee monitoring solution • To improve work process, its necessary to implement User Behavior Analysis Solution |
• I am doing all tasks what has been given to me. You cannot spy on me. I access my social media, bank, personal email, which is sometime very important. All these are part of lifeline – day to day activity. You cannot have access to personal data, passwords etc. • What if intercepted data is leaked and unauthorized person misuse to access bank account? Or post something on facebook? • I am working for many years, I am being honest, I am at senior position • I don’t possess any secret data, why I am being monitored? • I have confidential data, why it has to be shared with IT team? |
| Bottom-line: |
| It’s probably wisest just to save anything too sensitive for your personal device or home computer. More likely that organization is worried about certain data, certain employees or incidents. And monitoring is more of routine task to avoid any bad situation. Best is to do personal work on personal device outside office hours. Else be ready to be monitored. |
It more or less clear that law for information access is with employer. Employer is the boss, they need not inform or explain to employees. Still a small presentation can convince and explain employees, how they will be benefited. E.g.
