Balance security and privacy with employee monitoring programs
Time: 3 minute read
Or, do you have one that’s collecting dust? A quality acceptable use policy is useful for several reasons. First, it makes it clear which kinds of online behavior are tolerated and which are not. It also discloses to your employees that you have the right to monitor employee communications, which is required by many states, such as Connecticut, Delaware, Colorado and Tennessee. Check your local state statutes to determine if this is required. Finally, an acceptable use policy creates the basis of a relationship with your employees, where both sides understand and acknowledge the rules that everybody is playing under.
If you don’t have a policy, now is the time to get one. If you’re not sure where to start, we’re here to help.
Striking the right balance of safety and privacy with your employee monitoring program will likely be the biggest point of contention: You don’t want to give the impression that your employees are working for a police state. A good example of this balance would be to ignore or delete records with data from employees’ online banking activities or other such personal information accessed from work computers. And to be upfront about that policy with your employees from the get-go.