any ideas?

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EmmaL
any ideas?
hey, guys I'm new to this forum. This is my first day here. I want to monitor my employees, I'm running a small firm with several emplyees, i want to monitor them while im in the office or record what they are doing with the office computer while im out also, but I am not sure if it it Ok to do so.

   

Anonymous Visitor
Re: any ideas?
You will need to purchase something like OfficeShield.  And yes - you are perfectly within your legal bounds to monitor what goes on using your equipment.  There should be no assumed right to privacy and your employees should be reminded yearly. Education is a big part of monitoring employees.  Your employees do not necessarily need to know what software you are using, but they do need to know that the software is in place and its purpose is to protect the business.  They need to know that you do not suspect wrongdoing but from here on, any communication done on company equipment should not be considered private.  They need to know that most companies that want to protect their liability do this. When you rollout this policy, prepare handouts that outlines acceptable and non-acceptable electronic communication behavior.  Be as encompassing as you can with this handout.  Because of the addictive nature, I would probably prohibit activities like FaceBook and Twitter from going across your Internet gateway.  Outside instant messaging programs are usually abused, too.  Do not allow employee-owned devices to connect to your network. Cover this in a yearly meeting and every year, have them sign a copy for their file and give them a copy to keep.  Make this policy a part of new-employee orientation.  A yearly reminder of the policy and possible disciplinary actions is important.  I like the phrase "disciplinary measures up to and including termination". A goal of having employees informed and warned is beforehand is keeping employees out of trouble.  A good employee, after being informed and aware, will take this policy seriously and not jeopardize their job, making discipline unnecessary or at least rare.  Someone who would risk their job by going around company policy in order to Tweet about last night's game might not be looking out for the company and should be evaluated.  Be consistent in your discipline. The signed handouts cover your rear in case discipline is necessary.  BTW... in most states, an employee terminated for misconduct is disqualified for unemployment.  Most employees do not know this and it's worth mentioning so that they know the possible consequences to their family if they attempt to go around this policy. And too - with such a policy, supervisors and managers must also walk-the-walk.

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