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Fortune 5. 00 companies, leading companies in the technology selection, design, planning, and implementation of complex information technology projects. Chris has worked with Microsoft System Center products such as Operations Manager and Configuration Manager since their original releases in 2. He specializes in messaging, security, performance tuning, systems management, and migration. Receiving his first Microsoft technologies certification in 1. Chris is a current Microsoft Certified IT Professional (MCITP) with multiple Microsoft Certified Technology Specialist (MCTS) certifications in System Center technologies, a Certified Information Systems Security Professional (CISSP) with an Information System Security Architecture Professional (ISSAP) concentration, Certified Homeland Security (CHS III), a Novell CNE, a Banyan CBE, and a Certified Project Manager. Chris is also an author, writer, and technical editor for a number of IT books, including System Center 2. Unleashed, Network Security for Government and Corporate Executives, Exchange 2. Unleashed , and Microsoft Windows Server 2. Windows Server 2. Unleashed - Rand Morimoto - 9. Betriebssysteme. Description. Windows Server 2. Unleashed will provide the comprehensive, authoritative, and practical information on Windows Server that the many fans of the series have come to expect, from basic installation and migration chapters through the more complex technology chapters on security, disaster recovery, performance optimization, and systems management. The authors - leading Windows Server experts - have written several previous bestselling Unleashed titles on Windows Server, and are extremely familiar with the core Windows 2. They have been on the early adopter TAP program for Windows 2. Windows Server 2. Windows 2. 01. 2 for the past year. 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Planning, Prototyping, Migrating, and Deploying Windows Server 2. Determining the Scope of Your Project 5. Identifying the Business Goals and Objectives to Implement. Windows Server 2. Identifying the Technical Goals and Objectives to Implement Windows Server 2. The Discovery Phase: Understanding the Existing Environment 6. The Design Phase: Documenting the Vision and the Plan 6. The Migration Planning Phase: Documenting the Process for Migration 6. The Prototype Phase: Creating and Testing the Plan 7. The Pilot Phase: Validating the Plan to a Limited Number of Users 7. The Migration/Implementation Phase: Conducting the Migration or Installation 7. Summary 8. 0Best Practices 8. Installing Windows Server 2. Server Core 8. 5Planning for a Server Installation 8. Installing a Clean Version of Windows Server 2. Operating System 9. Upgrading to Windows Server 2. Understanding Server Core Installation 1. Managing and Configuring a Server Core Installation 1. Performing an Unattended Windows Server 2. Installation 1. 13. Summary 1. 13. Best Practices 1. Part II Windows Server 2. Active Directory. Active Directory Domain Services Primer. The Evolution of Directory Services 1. Understanding the Development of AD DS 1. AD DS Structure 1. Outlining AD DS Components 1. Understanding Domain Trusts 1. Defining Organizational Units 1. Outlining the Role of Groups in an AD DS Environment 1. Understanding AD DS Replication 1. Outlining the Role of DNS in AD DS 1. Outlining AD DS Security 1. Outlining AD DS Changes in Windows Server 2. Summary 1. 46. Best Practices 1. Designing a Windows Server 2. Active Directory 1. Understanding AD DS Domain Design 1. Choosing a Domain Namespace 1. Examining Domain Design Features 1. Choosing a Domain Structure 1. Understanding the Single- Domain Model 1. Understanding the Multiple- Domain Model 1. Understanding the Multiple Trees in a Single- Forest Model 1. Understanding the Federated- Forests Model 1. Understanding the Empty- Root Domain Model 1. Understanding the Placeholder Domain Model 1. Understanding the Special- Purpose Domain Model 1. Renaming an AD DS Domain 1. Summary 1. 73. Best Practices 1. Designing Organizational Unit and Group Structure 1. Defining Organizational Units in AD DS 1. Defining AD Groups 1. OU and Group Design 1. Starting an OU Design 1. Using OUs to Delegate Administration 1. Group Policies and OU Design 1. Understanding Group Design 1. Exploring Sample Design Models 1. Summary 1. 93. Best Practices 1. Active Directory Infrastructure. Understanding AD DS Replication in Depth 1. Understanding Active Directory Sites 2. Planning Replication Topology 2. Windows Server 2. IPv. 6 Support 2. Detailing Real- World Replication Designs 2. Deploying Read- Only Domain Controllers 2. Deploying a Clone Virtualized DC 2. Summary 2. 26. Best Practices 2. Creating Federated Forests and Lightweight Directories 2. Keeping a Distributed Environment in Sync 2. Active Directory Federation Services 2. Synchronizing Directory Information with Forefront. Identity Manager 2. Harnessing the Power and Potential of FIM 2. Summary 2. 44. Best Practices 2. Integrating AD in a Unix Environment 2. Understanding and Using Windows Server 2. UNIX Integration. Components 2. 45. Reviewing the Subsystem for UNIX- Based Applications 2. Administrative Improvements with Windows Server 2. Summary 2. 55. Best Practices 2. Part III Networking Services. Domain Name System, WINS, and DNSSEC 2. The Need for DNS 2. Getting Started with DNS on Windows Server 2. Resource Records 2. Understanding DNS Zones 2. Performing Zone Transfers 2. Understanding DNS Queries 2. Other DNS Components 2. Understanding the Evolution of Microsoft DNS 2. DNS in Windows Server 2. DNS in an Active Directory Domain Services Environment 2. Troubleshooting DNS 2. Secure DNS with DNSSEC 3. Reviewing the Windows Internet Naming Service 3. Installing and Configuring WINS 3. Planning, Migrating, and Maintaining WINS 3. Summary 3. 16. Best Practices 3. DHCP, IPv. 6, IPAM 3. Understanding the Components of an Enterprise Network 3. Exploring DHCP 3. Exploring DHCP Changes in Windows Server 2. Enhancing DHCP Reliability 3. Exploring Advanced DHCP Concepts 3. Securing DHCP 3. 48. IPv. 6 Introduction 3. Configuring IPv. 6 on Windows Server 2. IP Address Management 3. Installing the IPAM Server and Client Features 3. Exploring the IPAM Console 3. Summary 3. 85. Best Practices 3. Internet Information Services. Understanding Internet Information Services 8 3. Planning and Designing IIS 8 3. Installing and Upgrading IIS 8 3. Installing and Configuring Websites 3. Installing and Configuring FTP Services 4. Securing IIS 8 4. Summary 4. 26. Best Practices 4. Part IV Security. Sever- Level Security 4. Defining Windows Server 2. Security 4. 29. Deploying Physical Security 4. Using the Integrated Windows Firewall with Advanced. Security 4. 33. Hardening Servers 4. Examining File- Level Security 4. Malware and Backup Protection 4. Using Windows Server Update Services 4. Summary 4. 57. Best Practices 4. Securing Data in Transit 4. Introduction to Securing Data in Transit in Windows. Server 2. 01. 2 4. Deploying a Public Key Infrastructure with. Windows Server 2. Understanding Active Directory Certificate Services in. Windows Server 2. Active Directory Rights Management Services 4. Using IPsec Encryption with Windows Server 2. Summary 4. 77. Best Practices 4. Network Policy Server, Network Access Protection and Routing and Remote Access 4. Understanding Network Access Protection in Windows. Server 2. 01. 2 4. Deploying a Windows Server 2. Network. Policy Server 4. Enforcing Policy Settings with a Network. Policy Server 4. 85. Verifying the Client- Side Configuration 4. Deploying a Virtual Private Network Using RRAS 4. Summary 5. 00. Best Practices 5. Part V Migrating to Windows Server 2. Migrating from Active Directory 2. R2 to Active Directory 2. Beginning the Migration Process 5. Big Bang Migration 5. Phased Migration 5. Multiple Domain Consolidation Migration 5. Summary 5. 42. Best Practices 5. Compatibility Testing 5. The Importance of Compatibility Testing 5. Preparing for Compatibility Testing 5. Researching Products and Applications 5. Verifying Compatibility with Vendors 5. Microsoft Assessment and Planning Toolkit 5. Lab- Testing Existing Applications 5. Documenting the Results of the Compatibility Testing 5. Determining Whether a Prototype Phase Is Required 5. Summary 5. 66. Best Practices 5. Part VI Windows Server 2. Administration and Management. Windows Server 2. Administration 5. Defining the Administrative Model 5. Examining Active Directory Site Administration 5. Configuring Sites 5. Windows Server 2. Active Directory Groups 5. Creating Groups 5. Managing Users with Local Security and. Group Policies 5. Managing Printers with the Print Management Console 5. Summary 6. 02. Best Practices 6. Windows Server 2. Group Policies and Policy Management 6. Group Policy Overview 6. Group Policy Processing: How Does It Work? Local Group Policies 6. Domain- Based Group Policies 6. Security Templates 6. Understanding Group Policy 6. Group Policy Policies Node 6. Group Policy Preferences Node 6. Policy Management Tools 6. Designing a Group Policy Infrastructure 6. GPO Administrative Tasks 6. Summary 6. 60. Best Practices 6. Windows Server 2. Management and Maintenance Practices 6. Going Green with Windows Server 2. Server Manager Dashboard 6. Managing Windows Server 2. Roles and Features 6. Creating a Server Group 6. Viewing Events 6. Server Manager Storage Page 6. Auditing the Environment 6. Managing Windows Server 2. Remotely 6. 95. Common Practices for Securing and Managing. Windows Server 2. Keeping Up with Service Packs and Updates 7. Maintaining Windows Server 2. Summary 7. 17. Best Practices 7. Automating Tasks Using Power. Shell Scripting 7. Understanding Shells 7. Introduction to Power. Shell 7. 22. Understanding Power. Shell Fundamentals 7. Using Windows Power. Shell 7. 51. Summary 7. Best Practices 7. Documenting a Windows Server 2. Environment 7. 85. Benefits of Documentation 7. Types of Documents 7. Planning to Document the Windows Server 2. Environment 7. 88. Knowledge Sharing and Knowledge Management 7. Windows Server 2. Project Documents 7. Administration and Maintenance Documents 8. Network Infrastructure 8. Disaster Recovery Documentation 8. Change Management Procedures 8. Performance Documentation 8. Baselining Records for Documentation Comparisons 8. Routine Reporting 8. Security Documentation 8. Summary 8. 13. Best Practices 8. L'Informaticien n 4. Améliorer vos scripts Ajax. Dans son ouvrage « Bien développer pour le Web 2. 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Script, comme dans beaucoup de langages, on a intérêt à prendre quelques petites habitudes dans la rédaction de notre code source afin d’en améliorer la lisibilité et d’éviter certains pièges classiques. Voici quelques bonnes habitudes que je vous conseille. Déjouer les pièges classiques. Connaissez- vous les termes lvalue et rvalue ? Ils désignent les deux opérandes d’une affectation : celui de gauche, qui constitue donc généralement une variable à laquelle on peut affecter une valeur, par exemple index ou items[3]. Value ; et celui de droite, qui constitue la valeur. Ce dernier est le plus souvent une expression ne constituant pas une variable, par exemple 4. Un piège fréquent dans de nombreux langages, dont Java. Script, consiste à faire une faute de frappe lors d’une comparaison de type ==. On oublie un signe égal, et on obtient =, l’affectation. Au lieu de ceci : If (x = = 4. Un tel code, qui est très suspect, ne déclenche qu’un avertissement en Java. Script. De tels avertissements ne sont pas immédiatement visibles sur la plupart des navigateurs. Même pour un développeur web équipé d’extensions dédiées, comme la Web Developer Toolbar de Chris Pederick, ou Firebug de Joe Hewitt, un avertissement cause seulement l’apparition d’une petite icône de panneau triangulaire jaune dans un recoin de l’interface : on ne s’en rend pas forcément compte. Ce code affecte 4. Avec une valeur fixe comme ceci, il est clair que c’est une erreur : si on sait qu’on y met 4. Pour éviter ce genre de problèmes, je vous recommande de toujours placer les rvalues à gauche dans une comparaison ==. Prenons le code valide suivant : if (4. Si vous oubliez par mégarde un signe égal, le code obtenu est le suivant : if (4. Il ne fonctionne pas, tout simplement. Il génère une erreur, qui est souvent plus visible qu’un avertissement, et possède en outre l’immense avantage de stopper l’exécution du script, l’empêchant ainsi de continuer sur la base d’informations fausses, ce qui pourrait poser des problèmes. Imaginez qu’un tel code contrôle l’envoi d’un formulaire de suppression d’utilisateurs, et que le test vérifie qu’une case de confirmation est cochée.. On causera certainement des dégâts si on opère sans de telles précautions. Deuxième conseil : vous aurez peut- être remarqué que Java. Script n’exige pas toujours de terminer vos instructions par un point- virgule (; ). Il s’agit en effet d’un séparateur d’instructions, et non d’un terminateur ; il est par ailleurs optionnel après les accolades fermantes. Hormis ce dernier cas, je vous conseille néanmoins de toujours utiliser le point- virgule à la fin d’une ligne de code : vous n’aurez pas à vous rappeler de le remettre le jour où vous rajouterez du code à la suite. Dernier conseil, particulièrement destiné aux débutants : méfiez- vous d’un pointvirgule tapé trop hâtivement derrière la parenthèse fermante d’un if, for ou while ! Par exemple, le code suivant : Listing 2- 2. Un script avec de gros problèmes.. Quitter ?’))break; Ce code affiche « youpi ! Pourquoi ? Parce que le if, le for et le while ont un point- virgule en trop, discret, en fin de ligne, qui constitue une instruction vide. Comme, syntaxiquement, ces trois structures de contrôle ne gèrent qu’une instruction, c’est cette dernière vide qui est utilisée. En somme, le code précédent est équivalent au code suivant, où on repère bien mieux le problème : Listing 2- 2. Le même, reformatéif (4. Quitter ?’))break ; Attention donc à ne pas être trop zélé avec les points- virgules.. Ces conseils valent pour tous les langages dont la syntaxe est proche, voire identique, sur ces points : C, C++, Java, C#.. Améliorer la lisibilitéJe recommande de toujours commenter la fin d’une fonction, au moins lorsque celle- ci dépasse les 1. On se retrouve très vite avec juste la fin d’une fonction visible, que ce soit parce qu’elle est très longue (ce qui indique un problème de modularité du code, soit dit en passant), ou parce qu’on a fait défiler le code source et que seule la fin subsiste. Dans les exemples de ce livre, la plupart des fonctions non triviales ont ainsi un commentaire de fin : function compute(factor) {..} // compute. Après une condition ou une définition de boucle, allez systématiquement à la ligne et indentez, c’est tellement plus facile alors de voir quel code dépend de votre structure de contrôle. Listing 2- 2. 5 Une indentation très discutablefunction bad. Code() {if (arguments. Error(’Ooops’); console. Child. Nodes()) clear. First. Node(); console. Préférez une indentation correcte : function better. Code() {if (0 == arguments. Error(’Missing arguments! Expected name.’); console. Child. Nodes())clear. First. Node(); console. Code. Enfin, je ne saurai trop vous encourager à toujours adopter des conventions de nommage dans vos codes source, de préférence alignées sur les standards de l’industrie, ou en tout cas du langage employé. Voici quelques lignes de conduite simples, souvent adoptées dans d’autres langages répandus : • Les types et espaces de noms utilisent une casse dite Camel. Case majuscule, par exemple Ajax, Uploader ou Periodical. Updater.• Les constantes utilisent une casse majuscule où les composants sont séparés par des soulignés (_) : MAX, REGEX_SCRIPTS.• Les variables, arguments et propriétés utilisent une casse dite Camel. Case minuscule, c’est- à- dire que la première initiale est minuscule. Quelques exemples d’expressions tout à fait réelles : document. Element. first. Child. Value, document. create. Element.• Lorsqu’on crée des objets, je recommande chaudement d’utiliser une convention pour nommer les propriétés censées être privées (non accessibles depuis l’extérieur de l’objet) : préfixez- les par un tiret bas, par exemple : _id, _each, _observe. And. Cache().• Les noms de méthodes devraient toujours commencer par un verbe à l’infinitif, par exemple create. Element, remove. Child ou adopt. Node. Les méthodes renvoyant un booléen devraient utiliser un verbe à la troisième personne du singulier, généralement au présent de l’indicatif, adapté à la sémantique de la méthode. Exemples : has. Child. Nodes(), is. Blank(), can. Close(). Rien qu’en observant ces quelques règles simples, on améliorera sensiblement le code. Mieux déboguer du Java. Script. Java. Script, c’est comme tout : plus nos outils sont bons, et plus on développe vite. Croyez- le ou non, encore aujourd’hui, la majorité des développeurs web n’utilisent pas d’outils évolués dans leur navigateur pour mettre au point leur Java. Script. Ces mêmes développeurs, qui frémissent d’horreur à l’idée de devoir développer en Java, C++ ou C# sans un EDI haut de gamme (et ne parlons même pas de Visual Basic), persistent à n’utiliser, pour travailler avec Java. Script, que l’équivalent d’un silex et d’un bout de bois. L’annexe D et cette section visent à vous élever au- dessus de cet état préhistorique. Et pourtant, l’univers Java. Script propose les mêmes richesses que ceux des autres langages : éditeurs, complétion automatique, véritables EDI même, frameworks de tests unitaires et fonctionnels, extraction automatique de documentation, et j’en passe. Il ne s’agit pas ici de passer tout cela en revue, mais de nous pencher plus particulièrement sur la question du débogage. Pour citer un membre du projet Mozilla, « déboguer du Java. 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Lorsqu’on développe une page web, la meilleure méthode aujourd’hui consiste certainement à travailler d’abord sous Firefox pour mettre au point le HTML, les CSS et les scripts, puis à tester exhaustivement sur les principaux autres navigateurs, dont bien sûr MSIE, Safari et Opera. On sait en effet combien MSIE diffère des standards en termes de CSS et aussi (quoique dans une bien moindre mesure) de Java. Script. La console Java. Script. Plusieurs navigateurs proposent une console Java. Script. Il s’agit d’une fenêtre qui recense les notifications de l’interpréteur Java. Script : erreurs, avertissements et messages d’information éventuels. Certains navigateurs fournissent d’ailleurs un accès Java. Script à cette console, au travers d’un objet global dédié, ce qui permet à vos scripts d’y placer un message plutôt que de recourir au traditionnel mais pénible appel à alert (lequel vous propulse vite dans un tourbillon de clics). Dans Mozilla Firefox. Dans Mozilla Firefox, la console est accessible via le menu Outils> Console Java. Script. La console ressemble à ceci : Fig. La console Java. Script de Mozilla Firefox. Notez qu’elle reçoit aussi des notifications de l’analyseur CSS (la plupart des messages d’erreur qu’on y rencontre sont souvent dus à des hacks CSS) et qu’elle conserve les notifications reçues par le passé : elle ne s’efface que manuellement, en cliquant sur le bouton Effacer de sa barre d’outils. . Asperger Syndrome and High Functioning Autism Association (AHA. portant to make sure that you ask for a comprehensive report that includes the diagnosis. The Complete Guide to Asperger's Syndrome is the definitive handbook for anyone. Debate This is a comprehensive and thorough. of those affected by Aspergers. Does anyone know of any good resources for parents with a recently diagnosed 6- year- old son with Asperger disorder? The place I would recommend to people when they want to learn about Aspergers Syndrome is the website My. Aspergers. Child com. Mark Hutten is a leading expert on Aspergers and his style is approachable and easy to understand. He’s a great speaker too, so if you ever get the chance to see him give a presentation, do yourself a favor and go! If you had to own only one book that would give you a greater understanding of Aspergers, I would say get The Aspergers Comprehensive Handbook by Mark Hutten (which is actually a PDF file – or e. Book that downloads in just a few seconds). The Aspergers Comprehensive Handbook is, in my opinion, an essential book to have at your disposal if you’re a parent of a child with Aspergers. It is also essential reading if you are a partner, friend or relative of a person with Aspergers. Although it’s probably the best resource on understanding Aspergers out there, it’s not really an ebook that you would sit down to read from start to finish because it is over 1,0. I use it more as a reference guide, i. I need some advice I will go to that handbook and look up the issue in question. The areas that Hutten touches on that have had the greatest benefit for me are: • Aspergers and the criminal justice system• characteristics/symptoms of Aspergers• Cognitive Behavioral Therapy• diagnosing Aspergers in children and adults• diagnostic criteria such as the DSM- IV• employment strategies• executive functioning• girls/women and Aspergers• having a parent with Aspergers • planning and coordination of movement, and strategies to improve• profile of abilities on IQ tests• relationship problems and strategies to strengthen the relationship• school issues such as homework and concentration, and classroom strategies to encourage cognitive development• sensitivities: tactile, visual, sound, taste, smell• sensory processing• should you, and how do you explain the diagnosis to a child• Social Stories • strategies for managing emotional responses and regulation• strategies for social interaction/social skills and friendships for children– this is really good stuff• the art of conversation and improving conversation skills• use of an Emotional Toolbox• working with schools to reduce the frequency and effects of teasing and bullying. The way I used this ebook was to summarize the relevant chapters and make notes of all the suggested strategies for dealing with given situations.
I ended up with a lot (!) of activities and techniques to try. Hearing something like this is so important to me because as a parent of a child who is misunderstood and judged by society, the education system and even the medical profession, I really need to know that there are people like Mr. Hutten on our side. James T. (proud father of a beautiful child with Aspergers). At the :43 second mark in this video Matt Stover is already doing his post game interview celebrating the ravens win when Derek Anderson informs him that. Michigan Fake Nail License PaBrowns Field Goal: Stover Clip. Hochgeladen am 1. At the : 4. 3 second mark in this video Matt Stover is already doing his post game interview celebrating the ravens win when Derek Anderson informs him that they are going into OT. Better not count your eggs before they hatch Stover.
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Welcome to the official BlackBerry Support Community Forums. This is your resource to discuss support topics with your peers, and learn from each other.Moral issues in workplace health promotion. Department of Public Health, Erasmus MC, University Medical Center Rotterdam, PO Box 2. CA Rotterdam, The Netherlands 2. Department of Medical Ethics and Philosophy of Medicine, Erasmus MC, University Medical Center Rotterdam, PO Box 2. CA Rotterdam, The Netherlands Corresponding author. Received 2. 01. 1 Jan 1. Accepted 2. 01. 1 Jun 1. Ethical Issues In Health Promotion Program IdeasThis article has been cited by other articles in PMC. Abstract. Purpose. There is debate to what extent employers are entitled to interfere with the lifestyle and health of their workers. In this context, little information is available on the opinion of employees. Within the framework of a workplace health promotion (WHP) program, moral considerations among workers were investigated. Methods. Employees from five companies were invited to participate in a WHP program. Both participants (n = 5. Ethical Issues In Health Promotion Program DefinitionWHP. Results. Nineteen percent of the non- participants did not participate in the WHP program because they prefer to arrange it themselves, and 1. More participants (8. Employees aged 5. OR = 1. 5. 6, 9. 5% CI 1. Conclusion. This study showed that most employees support the importance of WHP, but in a modest group of employees, moral considerations may play a role in their decision whether or not to participate in WHP. Older workers were more likely to resist employer interference with their health. Therefore, special attention on such moral considerations may be needed in the communication, design, and implementation of workplace health promotion programs. Keywords: Ethics, Participation, Workplace, Health promotion, Lifestyle. How to Think about Health Promotion Ethics. employers may buyin health promotion programs and then cut. Persuasion and coercion for health: ethical issues in. The range of ethical issues in health promotion is as. Health promotion programs. A medical sociologist looks at health promotion. Journal of Health and. Ethical Issues Worksite Health Promotion Programs: Ethical Issues Roberta B. Hollander, Ph.D., M.P.H. Janet Fraser Hale, Ph.D., R.N. Roberta B. Hollander, Ph.D., M. . workplace health promotion may pose ethical. moral issues in workplace health promotion. workplace health promotion program find a. HEALTH PROMOTION: ETHICAL. public health to examine the ethical issues in government health promotion. Ethical and Social Dilemmas of Government Policy. Introduction. Health promotion is a cornerstone of public health policy in most western countries. In order to reach as many individuals as possible, different settings are explored to provide health promotion programs. Ethical dilemmas in health promotion. the ethical analysis of health promotion programs has. The diversity of health issues, practicesin health promotion. . Issues in Health Education and Health. pertinent to ethical issues in health promotion. to health education and health promotion. Because of the possibility to reach large groups, and the presence of a natural social network, the workplace is regarded as a promising context for health promotion. The World Health Organization (WHO 2. World Health Assembly of the WHO (2. Workers’ health: Global Plan of Action”, aimed to protect and promote health at the workplace. Workplace health promotion (WHP) is defined as the combined efforts of employers, employees, and society to improve the health and wellbeing of people at work. The European Agency for Safety and Health at Work (2. WHP should be achieved by promoting the participation of workers in the whole process of WHP. Employers are encouraged to provide health promotion activities to their employees. With the aim to become the worlds’ healthiest country in 2. Australia gives workplaces a key role in preventative health (Australian Government Preventive Health Taskforce 2. Individual health risk assessments and health risk reduction programs aimed at lifestyle are popular applications for WHP (for example Ott et al. Rocha et al. 2. 01. However, the participation in such programs varies considerably between companies and is often low (Robroek et al. Why are participation levels so low in these kinds of WHP? Do moral considerations regarding lifestyle interference play a role in the low participation levels? Rothstein and Harrell (2. Already in 1. 98. Allegrantte and Sloan discussed how workplace health promotion may pose ethical problems. In 1. 98. 7, Gordon presented her doubts on health promotion at the workplace and described that trust is an essential ingredient for successful health promotion. The debate still continues to what extent employers are entitled to interfere with the lifestyle and health of their workers. Where does undue interference begin? In this context, little information is available on the opinion of employees regarding WHP. Within the framework of a WHP program, we have investigated moral considerations among workers in relation to WHP offered by their employer. Methods. Study design and population. The study is embedded in a larger study in which we investigated the effectiveness of a WHP program consisting of a physical health check with subsequent advice, and a website with general information, individualized advice and for the intervention group possibilities to ask questions and to monitor their own behavior. An extensive description of the study protocol is published elsewhere (Robroek et al. Employees working in six companies from different branches were invited to participate in the study. Participants received a questionnaire asking for individual characteristics, lifestyle, and health. A sample of 8. 60 non- participants in the health care organizations (n = 2) and all non- participants in the commercial services organizations (n = 2) and in the executive branch of government (n = 1) received an abbreviated version of the questionnaire. In the other organization in the executive branch of government (n = 1), non- respondents were not invited to fill in the questionnaire because the program was initiated in the holiday period and communicated in a very limited way, and only 2. Therefore, most workers in that organization were unaware of the program. Due to privacy regulations, the questionnaire was send out only once without any reminders. In total, 2. 13 employees out of 8. Moral considerations. Non- participants were asked why they did not participate, with multiple responses possible. In addition, both participants and non- participants were asked to indicate on a 5- point scale ranging from “totally disagree” to “totally agree” to what extent they agree with five statements addressing their opinion on WHP (Table 1). Answers of participants (P) and non- participants (NP) on five statements addressing their opinion on WHPAdditional information. In the questionnaire, participants were asked about age, sex, educational level, ethnicity, lifestyle, and health. Educational level was assessed as the highest level of education completed and was categorized into low (primary school, lower and intermediate secondary schooling, or lower vocational training), intermediate (higher secondary schooling or intermediate vocational schooling), and high (higher vocational schooling or university). We applied the standard definition of ethnicity of Statistics Netherlands and considered a person to be non- Dutch if at least one parent was born abroad (Statistics Netherlands 2. Lifestyle behaviors (physical activity, smoking, and alcohol intake) were dichotomized indicating whether they engaged in sufficient physical activity (at least 3. Craig et al. 2. 00. Body mass index (BMI) was measured by asking for weight and height and classified as normal weight (BMI < 2. BMI < 3. 0 kg/m. BMI ≥ 3. 0 kg/m. 2). Self- perceived health was dichotomized into “poor or moderate” and “good to excellent” (Ware et al. Statistical analyses. The opinion of participants and non- participants regarding WHP was compared with a chi- square test. Logistic regression analyses were used to analyze the relation between individual characteristics and health- related factors with having problems with employer interference concerning employees’ health. All analyses were adjusted for company. Results. In total, 5. Table 2 shows the characteristics of the study population. Characteristics of the study population and associations between demographics, lifestyle, and health factors with agreeing with the statement “employer interference with my health is a violation of my privacy” among participants and non- participants.. Why do employees not participate in workplace health promotion? Most non- participants gave “I am healthy” (4. Nine percent of the non- participants did not participate because they are currently in treatment for health problems. However, a modest group of non- participants did seem to have objections to health promotion in the workplace setting, arguing they would like to keep private life and work separated (1. Two percent thinks it is not the employers’ task to offer health promotion programs, and 6% is concerned that their results may be made known to their employer or colleagues. Almost one- fifth of the non- participants preferred to arrange a lifestyle promotion program themselves (1. Role of moral issues in workplace health promotion. Almost all participants and non- participants found a healthy lifestyle important (9. Table 1). Most participants (7. However, this did not lead to many concerns regarding the WHP. Actually, the majority of both participants and non- participants agreed that it is good that the employer tries to improve employees’ health. However, we observed more participants (8. A small majority of the participants (5. Particularly, employees who find lifestyle a personal matter feel that employer interference with their health is a violation of privacy (2. Non- participants who did not participate because of reasons that might be related to moral considerations (e. OR = 2. 2. 0, 9. 5% CI 1. Who are the employees having problems with employer interference with employees’ health? As shown in Table 2, the reluctance against employer interference was in our study population not statistically significantly associated with an unhealthy lifestyle or a poor health. Older workers were more likely to resist employer interference with their health (OR = 1. CI: 1. 0. 2–2. 3. This was particularly the case among older non- participants. Discussion. The importance of health promotion in the workplace setting is supported by employees. Although the most important reason for non- participation did not include moral issues, a modest group argued they would like to keep private life and work separated or preferred to arrange participation in a program themselves and not via their employer. Both participants and non- participants in the workplace health promotion program find a healthy lifestyle important, and most employees think it is good that the employer tries to improve the employees’ health. 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