Electronic Communications

Employee use of the Internet, e-mail, instant messaging, and other forms of electronic communications can morph from useful tools into legal time bombs if not handled correctly. Employers must recognize how to prevent legal liability for sexual harassment, privacy invasions, and retaliation charges when creating policies to address Web surfing, e-mail communications, and use of other workplace electronic communications.

 

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NEWS/ARTICLES

Monitoring Personal E-mail Accounts On Company Computers 

Cell Phone Cameras Can Develop Into Legal, PR Problem 

Employees Post Info Online At Their Own Risk 

Your Opinions Are Not Your Employer's 

Company Laptops Subject To Search And Seizure At U.S. Borders 

Employees' Text Messages May Be Protected By Privacy Laws 

Should You Implement An iPod Policy In Your Workplace? 

E-Mail's Impact On Attorney-Client Privilege 

Monitoring Employee Use Of Company E-mail

Employer Liable For Letting Worker View Child Pornography In The Workplace

Blogging Policies Keep Employee Blogs In Check

 

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FAQs

1. What are some of the potential risks of e-mail, instant messaging, web surfing, and blogging? 
   
   
2. Can employers monitor employees' e-mail and Internet use without violating their right to privacy?
   
   
3. How can employers prevent Internet abuse by their employees?
   
   
4. How can an employer limit its legal liability for inappropriate e-mails?
   
   
5. What can an employer do to control employee blogs?