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Most companies monitor (after transmission) or intercept (during transmission) employees’ e-mail messages. Employers can use software to automatically find personal or offensive e-mail messages that have been sent or received, and intercept and filter messages while they are being sent or received. Companies also monitor other Internet traffic such as Web sites visited by employees and how much time employees spend sending instant messages and visiting chat rooms. Companies perform this monitoring to improve productivity, increase security, reduce misconduct, and control liability risks. Few laws regulate employee monitoring, and courts have given employers a great deal of leeway in watching work on company-owned computers. In one case, an employee’s termination for using her office e-mail system to complain about her boss was upheld, even though the company allowed the company allowed e-mail for personal communications. The court decreed that the employee’s messages were inappropriate for workplace communications. Many employees believe that excessive monitoring of software violates their privacy rights. State laws usually favor the privacy of the employee, while federal laws tend to favor the employer’s right to perform such monitoring. To reduce employee anxiety about monitoring and to follow some state laws, companies publish written policies called acceptable use policies (AUP). AUPs should provide clear descriptions of acceptable and unacceptable behavior, respect employee needs and time, and establish a balance between security and privacy. Often, the consequence for violating an AUP is that the violator is fired. Should companies monitor or intercept employees’ Internet communications? How can a company balance workplace security and productivity with employee privacy?
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There is no such thing as workplace privacy; if you don’t want your employer to know, don’t e-mail or talk about it at work.
It is 100% legal for an employer to monitor his employees activities whenever they are on company time and/or use company equipment as using them for frivolous personal use not only costs the company money, but could damage their reputation if an employee sends and obsence e-mail from a work address.
Most employers allow intermittent personal use of email and internet purposes like to email a family member or friend if you need to work late or if where to meet for lunch or pay a bill or two online, but it is against company policy to abuse those privledges and waste company time.
In a case I know of personally, the employer lost the account with a customer because their employer had gone into internet chat rooms on company time and when he thought he was sending an illicit photo of himself to people in the chat room, he actually sent it to everyone in his address book.
In the first place employees are supposed to be working not chating on the internet or etc.So if she rec’d message once in a while it’s okey and if there’s nothing to hide why get stressed out if the company monitor your e-mails.Some bosses watches phornos on their computer and that’s not fair to the company cause they didn’t pay you just to sit down and watch or chit chat in the internet.When that boss got fired he got what he deserve.
Employee privacy?? You are employed on the Company’s time. You get caught “goofing off” on Company time, that is your fault. If you do not want to be “caught” using Company email/time/computers, etc., just wait until you get home on your “own time”. Then there would never be a “problem”.
Business owner
I think they only use it against the employee when they want to get rid of them. I always goof off on the internet they have’t fired me yet, If you are on a company server its not your decsion on privacy, get an Iphone
I totally agree with computer monitoring solutions in the workplace. As long as you are using the company resources i think it is fair enough that the owners monitor their resources usage. As for the employee privacy, there are also non-invasive computer monitoring solutions that do not record e-mail content and chat conversations but websites visited, chat partners, applications used, active/idle time spent at the computer. This kind of applications provide managers a lot of useful information/statistics about their employee computer activity, but also respects the employee privacy.
Well, I had second thoughts but I guess the picture is clearer now. Thanks God for your blog and the internet. Best Regards, Emely Savinar