Have gone through this process in house.
The issue is not that there will be a constant monitoring of e-mail.
Resources for that would be a problem as pointed out.
Fairness to employees leads to a need to indicate that some monitoring may
be required ( by due diligence for employer to ensure compliance with the
organisations policies). Only by including an indication within the policy
can fairness to the employee be shown to apply.
The other issues relating to privacy of e-mail will at times arise and a
degree of privacy in the workplace for the employee has to be allowed. (I
believe there is some regulation or other on that but have not found it.)
Consider correspondence with union or staff association - a degree of
confidentiality is required for that. Whenever monitoring takes place
(probably as the result of a complaint or management concern) the 'normal
privacy issues', where there is no abuse, will need to be considered and
catered for.
Ian
----- Original Message -----
From: <[log in to unmask]>
To: <[log in to unmask]>
Cc: <[log in to unmask]>
Sent: Thursday, March 23, 2000 12:06 PM
Subject: Re: Misuse of work computers
> In a message dated 23/03/2000 11:56:29 GMT Standard Time,
> [log in to unmask] writes:
>
> "It's my view from a data protection angle that anyone who sends an email
via
> the Internet is putting its contents and as much personal info as goes
with
> it (email address etc) in the public domain."
>
> Hi Tim
>
> The only problem with this theory is that many employees are not given a
> choice when it comes to e-mail addresses. The norm is that IT department
> chooses it for you and gives you:
>
> [log in to unmask]
>
> The data controller is therefore disclosing your details to the whole
world,
> often without your consent, don't you agree?
>
> But in terms of the original thread, I would agree that monitoring all
> e-mails (after informing staff that you will intercept and there's no such
> thing as a private e-mail) is a good idea if you have an e-mail policy to
> enforce.
>
> Ian Buckland
> MD
> Keep IT Legal Ltd
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