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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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A big THANKS to all those who attended our DC-area seminar!

Also, CONGRATS to Dana Benson and Tim DeAnda, co-winners of our Official “Smartest Person in the Audience” Contest. For their efforts, we’ll be sending them $100 gift certificates redeemable at any of the fine merchants at giftcertificates.com.

(And extra special humongous THANKS to Michael Doyle, Chuck Ray and the fabulous Manpower team for putting the event together — excellent job!)

This entry was posted on Wednesday, November 18th, 2009 at 7:26 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?