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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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Congrats to JEAN MULFORD, the winner of our official 5,000th Subscriber Contest!

Every other week, I send out a brief summary of all the major employment law developments in an easy-to-digest format. The goal is to give you the news you need to stay on top of the law and out of jail.

To join Jean and the 5,044 other highly intelligent individuals who subscribe to my alerts, click here. The next one will be coming out shortly.

Enjoy!

This entry was posted on Tuesday, October 6th, 2009 at 10:29 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?