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The Employment Law Sing-A-Long Song
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Can an employer monitor employee e-mail and Internet usage and take action based on that monitoring?
- Yes
- Yes, if the employee signed a consent form consistent with the new National Right to Privacy Act (NRPA)
- It depends on whether the company has a policy that deflates any reasaonble expectation of workplace privacy and it's consistently enforced
- No
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I’ll be speaking today at SHRM’s annual Staffing Management Conference in lovely Nashville, Tennessee. If you aren’t already here at the conference, I suggest that you immediately make travel arrangements to avoid missing this historic and potentially life-altering presentation.

This entry was posted on Monday, April 14th, 2008 at 6:19 am and is filed under Uncategorized. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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Can an employer monitor employee e-mail and Internet usage and take action based on that monitoring?