Court OKs E-Verify Mandate

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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
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As discussed previously here on the Blawg, the E-Verify employment authorization system will be mandatory for federal contractors, beginning September 8.

A court ruling yesterday cleared the final potential hurdle in E-Verify’s way. Click here for more.

This entry was posted on Thursday, August 27th, 2009 at 7:18 am and is filed under E-Verify, Employment Law News, Immigration. 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?