Question of the Week

Other Resources

Welcome to my blog.
Here is some more information about me and here is my blog’s official disclaimer.

Follow me on Twitter ...

@manpowerblawg
- Subscribe To Our Feed...
- RSS Feed
The Employment Law Sing-A-Long Song
Views: 10,448

How to Hire If You Want to Get Fired
Views: 6,370

More Videos »
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
View Results

As technology becomes more and more inextricably intertwined with our daily working lives, whole new lines of employment lawsuits are being generated. To help deal with this phenomenon, we have devoted several of our recent Questions of the Week to technology-related issues.

Here’s this week’s question:

I want to spice up a PowerPoint presentation. Which of the following are OK legally?

This entry was posted on Wednesday, May 7th, 2008 at 7:33 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.

Search

Other Resources

Blogroll

Forms, etc.

Websites

White Papers

Follow me on Twitter ...

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