Moira
You may have missed this thread recently but I posed a similar question -
e-mail monitoring etc. The steps to adopt are:
1. E-mail policy should be in place informing employees that e-mail
will be monitored;
2. It should be for business purposes only
I queried this with regard to a person contacting their Union through e-mail
especially if the e-mail contained a complaint about the person's line
manager (who may in fact be monitoring his/her e-mail). I was of the view
that a person ought to have the right to contact their Union and that that
information should remain personal but the decision has been made that if we
have the policy in place and there appears to be abuse of e-mail then we
shall be acting within the law.
Good luck
Doreen Broom
Access to Information Officer
[log in to unmask]
Tel: 01835 826516 (Direct Line)
> -----Original Message-----
> From: Moira Forbes [SMTP:[log in to unmask]]
> Sent: 19 September 2002 11:47
> To: [log in to unmask]
> Subject: Privacy or Corporate Rights?
>
> I am confused and would appreciate any views / thoughts on the following.
> Should an employee expect any level of privacy in their working
> environment?
> Partly I beleive Yes, that employers should only monitor "traffic" of
> emails/telephone calls etc ,opening them only if they have reason to
> suspect illegal activity or abuse of policy.
> However I am also looking at it from the employers business perspective.
> Should an employer not expect a right to open any communication including
> letters marked "private/personal or confidential", my reasoning being they
> could contain tenders or other important business information. They may
> even contain confidential secrets which an employee is releasing to a
> third
> party but attempting to hide the fact by classifying the item personal/
> private etc.
>
> Which argument stands?
>
> Moira
>
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