![We are going to talk about... ,[object Object],[object Object],[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recomendados
Mais conteúdo relacionado
Mais procurados
Destaque
Semelhante a Monitoring Employee`S E Mails
Semelhante a Monitoring Employee`S E Mails (20)
Mais de rsoosaar
Mais de rsoosaar (20)
Último
Último (20)
Monitoring Employee`S E Mails
- 1. MONITORING EMPLOYEE’S E-MAILS Sigrid, Jane
- 10. Thank you for listening!
Notas do Editor
- The Economist Online – February 12th 2010
- The presentation lasts about... We are going to talk about...
- the act of observing something The act of listening, carrying out surveillance on, and/or recording of enemy emissions for intelligence purposes.
- Employee use of electronic mail (e-mail) during business hours is a common characteristic of the 21st century American workplace. According to a recent study, over 130 million workers are currently flooding recipients with 2.8 billion e-mail messages each day.1 Employers provide e-mail services to their employees as an efficient means of facilitating both intra-company communication and communication with the outside client base.2 E-mail serves to increase the efficiency of today's workplace because it is inexpensive to provide, simple to install and easy to use.3 E-mail usage also dramatically decreases the use of office-related, paper-based correspondence. However, despite these efficiencies, this technological advancement is also creating collateral problems concerning issues of employee privacy that today's legal environment appears unprepared to solve. This inadequacy in the law is primarily based on the fact that many employees do not know the extent of their privacy rights regarding their company-provided e-mail accounts. In fact, many employees operate under the false assumption that personal e-mail messages sent from work are protected from their employer's scrutiny.
- 1. Maintaining the company's professional reputation and image; 2. Maintaining employee productivity; 3. Preventing and discouraging sexual or other illegal workplace harassment; 4. Preventing "cyberstalking" by employees; 5. Preventing possible defamation liability (kohustuste laimamine); 6. Preventing employee disclosure of trade secrets and other confidential information; and 7. Avoiding copyright and other intellectual property infringement from employees illegally downloading software, etc.8
- To motivate compliance with rules and policies, more than one fourth of employers have fired workers for misusing e-mail and nearly one third have fired employees for misusing the Internet. The 28% of employers who have fired workers for e-mail misuse did so for the following reasons: violation of any company policy (64%); inappropriate or offensive language (62%); excessive personal use (26%); breach of confidentiality rules (22%); other (12%). The 30% of bosses who have fired workers for Internet misuse cite the following reasons: viewing, downloading, or uploading inappropriate/offensive content (84%); excessive personal use (34%); other (9%).
- Employers are primarily concerned about inappropriate Web surfing, with 66% monitoring Internet connections. Fully 65% of companies use software to block connections to inappropriate Websites—a 27% increase since 2001 when AMA/ePolicy Institute first surveyed electronic monitoring and surveillance policies and procedures. Employers who block access to the Web are concerned about employees visiting adult sites with sexual, romantic, or pornographic content (96%); game sites (61%); social networking sites (50%); entertainment sites (40%); shopping/auction sites (27%); and sports sites (21%). In addition, companies use URL blocks to stop employees from visiting external blogs (18%).
- Hard to make the difference between personal and bussiness information.