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  • Other Added - Your Work Computer is Not Private

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    yers reported reviewing workers’ e-mail. While most businesses are less concerned with your note to your buddies about where to watch the big game, they are concerned that e-mail and instant messaging cre
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    An employee should have no reasonable expectation of privacy while using the computer system at work. According to the 2005 Electronic Monitoring & Surveillance Survey conducted by the American Management Association (AMA) and The ePolicy Institute, 76% of the companies surveyed monitor workers’ web site connections. Many companies use special software to block connections to inappropriate sites. In the latest survey 65% of companies reported blocking some sites. This is a 27% increase since 2001.

    The greatest concern for most employers is lost productivity. Certainly a worker who spends an average of over two hours on adult web sites could find a more productive use for his time. A close second to Internet monitoring is the monitoring of content in e-mail. In the latest survey, 55% of the employers reported reviewing workers’ e-mail. While most businesses are less concerned with your note to your buddies about where to watch the big game, they are concerned that e-mail and instant messaging crea

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    t Association (AMA) and The ePolicy Institute, 76% of the companies surveyed monitor workers’ web site connections. Many companies use special software to block connections to inappropriate sites. In the latest survey 65% of companies reported blocking some sites. This is a 27% increase since 2001.

    The greatest concern for most employers is lost productivity. Certainly a worker who spends an average of over two hours on adult web sites could find a more productive use for his time. A close second to Internet monitoring is the monitoring of content in e-mail. In the latest survey, 55% of the employers reported reviewing workers’ e-mail. While most businesses are less concerned with your note to your buddies about where to watch the big game, they are concerned that e-mail and instant messaging cre

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    latest survey 65% of companies reported blocking some sites. This is a 27% increase since 2001.

    The greatest concern for most employers is lost productivity. Certainly a worker who spends an average of over two hours on adult web sites could find a more productive use for his time. A close second to Internet monitoring is the monitoring of content in e-mail. In the latest survey, 55% of the employers reported reviewing workers’ e-mail. While most businesses are less concerned with your note to your buddies about where to watch the big game, they are concerned that e-mail and instant messaging cre

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    e of over two hours on adult web sites could find a more productive use for his time. A close second to Internet monitoring is the monitoring of content in e-mail. In the latest survey, 55% of the employers reported reviewing workers’ e-mail. While most businesses are less concerned with your note to your buddies about where to watch the big game, they are concerned that e-mail and instant messaging cre
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    yers reported reviewing workers’ e-mail. While most businesses are less concerned with your note to your buddies about where to watch the big game, they are concerned that e-mail and instant messaging creates a permanent record of an interaction. These records can be subpoenaed in the event of a lawsuit. In fact, 13% of the firms in the survey reported legal activity that was initiated as a result of an e-mail or instant message.

    Companies routinely archive e-mail for their own protection. Many firms employ software that checks for key words such as the title of a secret project. Some companies scan out-bound documents for words such as “resume” or phrases like “references” or “salary history”. In some cases it may be difficult for a company to discipline an employee for sending such documents however it does provide some insight into their activity during the work-day. It can also provide some clues into potential areas prone to key defections.

    Your employer’s right to monitor your use of

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