While e-mail and the Internet have revolutionized business, employees can use them for some very unproductive purposes. Employers have any number of legitimate reasons to monitor employees’ e-mail and Internet usage. Beyond personal productivity issues, you risk significant loss should an employee download a virus or other damaging software or engage in illegal activity conducted on company computers.
Many employees may think e-mails are confidential, but you should dispel that myth by clearly communicating your organization’s policy on e-mail/Internet use. Your policy should:
- State the purpose of electronic mail. Explain clearly whether it is solely for business-related communication or if personal use is authorized.
- Forbid the use of any derogatory language in e-mail transmissions, even if it’s meant as a joke.
- Prohibit the use of e-mail for non-job-related solicitations or proselytizing.
- Make it clear that employees ca...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- How to Write Meeting Minutes
- 14 Tips on Business Etiquette
- Under Ohio disability discrimination law, employees can go directly to court
- Now hear this: Subway franchisee must pay $166,500 in ADA case
- Don't fear distress caused by proper investigations
- Routinely document poor performance—Just in case