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Casual Articles - Employee Monitoring - Business Risks For Employers And How To Avoid Them
People with disabilities are almost three times more likely to live in poverty than people without disabilities. The disabled with jobs has remained steady at 35% for roughly twenty years. Employers complain about employees who don't care about their jobs, and yet there is a vast resource of workers who are ready, willing, anxious, determined . . . and able . . . just looking for an opportunity.Non-disabled workers have an employment rate of 78%. Nancy Starnes, vice president and chief of staff at the National Organization on Disability, speaki
Employers need to take these various factors into consideration when drawing up their policies. Generally however, an effective policy should inform employees that the employer is the owner of the e-mail or Internet system and that this includes all communications and stored information. It should also include a statement of the purposes for which the sys
Large or small, companies can have a difficult time keeping employees engaged. “Engaged” is a term used to describe employees who are still motivated about their work and excited about the possibilities of your company and your products or services.When an employee’s work for you becomes routine for them, he will often start thinking of his position as just another job for just another company. Suddenly, “the grass is always greener” comes into play and your employee starts seeing better possibilities outside of your company.We all remem
For these reasons, employers often have little choice but to provide their employees with Internet access and e-mail accounts. At the same time, however, employees' use of these capabilities carries downside risks for the employer.
One issue posed by employee e-mail and Internet use is loss of efficiency. Recent studies show that businesses lost an estimated ?5.3 billion to recreational workplace web surfing in 2003.
Another report indicated that employees are costing their companies nearly ?1.5 million a year in lost productivity by spending an average of thirty minutes a day using e-mail for personal, non-work-related reasons.
Another challenge is the risk that employees' computer use will expose the company to legal liability.
For example, according to another survey, almost 72% of the pornographic sites on the Internet are visited during work hours. Openly viewing sexually explicit websites or sending offensive material obtained from the web may create a hostile work environment. Moreover, inappropriate messages sent over the company's e-mail system could expose the company to harassment, defamation, or other claims.
One study found that more than 50% of employees had received pornographic, sexist, or racist e-mails at work.
Still another challenge is the possibility that employees will use the Internet in a way that undermines or violates the employer's rights, interests, and practices. Some employees, for example, may use email to disclose the employer's trade secrets or proprietary information, or to engage in inappropriate contacts with competitors or customers.
So what’s the solution for today’s employers?
To reduce these risks, employers must monitor their employees' use of e-mail and Internet access in the workplace. Accordingly, employers should be familiar with the law in this area and should implement policies and practices that minimize the risk of lawsuits or enforcement actions.
With such policies in place employers may monitor their e-mail and Internet systems, and employees will conform their actions to the reality that their employer may view their messages.
Policies should be tailored to the workplace environment in which they will exist. For example, in many contexts such as telecommuting the line between business and personal use may be very grey while in other contexts e-mail or Internet access may be provided to an employee only for a clearly defined, limited purpose and thus the lines between acceptable and unacceptable use may be clear.
Employers need to take these various factors into consideration when drawing up their policies. Generally however, an effective policy should inform employees that the employer is the owner of the e-mail or Internet system and that this includes all communications and stored information. It should also include a statement of the purposes for which the sys
In my day to day training of sales professionals, many who are mediocre at best and failing at worst continue to resist some simple testing and measuring tools for determining what they are doing that is working and what they are doing that is not working. The most common excuse I hear is that they don’t have time. However, when the most successful sales professionals in the world subscribe to testing and measuring, I have a lot of difficulty accepting this lame excuse. Making the same mistakes over and over takes infinitely more time than determi
Another report indicated that employees are costing their companies nearly ?1.5 million a year in lost productivity by spending an average of thirty minutes a day using e-mail for personal, non-work-related reasons.
Another challenge is the risk that employees' computer use will expose the company to legal liability.
For example, according to another survey, almost 72% of the pornographic sites on the Internet are visited during work hours. Openly viewing sexually explicit websites or sending offensive material obtained from the web may create a hostile work environment. Moreover, inappropriate messages sent over the company's e-mail system could expose the company to harassment, defamation, or other claims.
One study found that more than 50% of employees had received pornographic, sexist, or racist e-mails at work.
Still another challenge is the possibility that employees will use the Internet in a way that undermines or violates the employer's rights, interests, and practices. Some employees, for example, may use email to disclose the employer's trade secrets or proprietary information, or to engage in inappropriate contacts with competitors or customers.
So what’s the solution for today’s employers?
To reduce these risks, employers must monitor their employees' use of e-mail and Internet access in the workplace. Accordingly, employers should be familiar with the law in this area and should implement policies and practices that minimize the risk of lawsuits or enforcement actions.
With such policies in place employers may monitor their e-mail and Internet systems, and employees will conform their actions to the reality that their employer may view their messages.
Policies should be tailored to the workplace environment in which they will exist. For example, in many contexts such as telecommuting the line between business and personal use may be very grey while in other contexts e-mail or Internet access may be provided to an employee only for a clearly defined, limited purpose and thus the lines between acceptable and unacceptable use may be clear.
Employers need to take these various factors into consideration when drawing up their policies. Generally however, an effective policy should inform employees that the employer is the owner of the e-mail or Internet system and that this includes all communications and stored information. It should also include a statement of the purposes for which the sys
Sales lead management is a business activity that tends to be cast aside when the going gets good. When the current revenue stream is flowing great, sales lead management is the farthest thing from people's mind. Unfortunately, when marketing activities are put on hold the likelihood that they need to be used increases.One of the most dangerous things that happens to professional service businesses when they start generating lots of revenue, is that sales lead management suffers. Typically what happens is the owner starts to work more and mor
One study found that more than 50% of employees had received pornographic, sexist, or racist e-mails at work.
Still another challenge is the possibility that employees will use the Internet in a way that undermines or violates the employer's rights, interests, and practices. Some employees, for example, may use email to disclose the employer's trade secrets or proprietary information, or to engage in inappropriate contacts with competitors or customers.
So what’s the solution for today’s employers?
To reduce these risks, employers must monitor their employees' use of e-mail and Internet access in the workplace. Accordingly, employers should be familiar with the law in this area and should implement policies and practices that minimize the risk of lawsuits or enforcement actions.
With such policies in place employers may monitor their e-mail and Internet systems, and employees will conform their actions to the reality that their employer may view their messages.
Policies should be tailored to the workplace environment in which they will exist. For example, in many contexts such as telecommuting the line between business and personal use may be very grey while in other contexts e-mail or Internet access may be provided to an employee only for a clearly defined, limited purpose and thus the lines between acceptable and unacceptable use may be clear.
Employers need to take these various factors into consideration when drawing up their policies. Generally however, an effective policy should inform employees that the employer is the owner of the e-mail or Internet system and that this includes all communications and stored information. It should also include a statement of the purposes for which the sys
Custom packaging is a special packaging based strictly according to the product. Sometimes it is done by hand, and sometimes it is done according to a vendor's specs. The product’s fragility, perishability, volume and weight are considered in custom packaging.It contains all the relevant details about the product, like the product’s name, manufacturer’s name, and batch number. It also contains the manufacturing date, expiration date, composition of the product and the materials used in manufacturing the good.Custom packaging not only lis
So what’s the solution for today’s employers?
To reduce these risks, employers must monitor their employees' use of e-mail and Internet access in the workplace. Accordingly, employers should be familiar with the law in this area and should implement policies and practices that minimize the risk of lawsuits or enforcement actions.
With such policies in place employers may monitor their e-mail and Internet systems, and employees will conform their actions to the reality that their employer may view their messages.
Policies should be tailored to the workplace environment in which they will exist. For example, in many contexts such as telecommuting the line between business and personal use may be very grey while in other contexts e-mail or Internet access may be provided to an employee only for a clearly defined, limited purpose and thus the lines between acceptable and unacceptable use may be clear.
Employers need to take these various factors into consideration when drawing up their policies. Generally however, an effective policy should inform employees that the employer is the owner of the e-mail or Internet system and that this includes all communications and stored information. It should also include a statement of the purposes for which the sys
When you enter the copy department of a radio station you see stress and creativity intersecting to form a radio commercial. This is an art form that is developed over time. When I was nineteen, there was an opening in the copy department of the regions number one station. The commercial load was heavy. It goes without saying, the station with the most ads is typically the favorite station. Advertisers need to reach the perspective consumers, and the best value for your advertising dollar is always with the most popular stations. The real test of the
Employers need to take these various factors into consideration when drawing up their policies. Generally however, an effective policy should inform employees that the employer is the owner of the e-mail or Internet system and that this includes all communications and stored information. It should also include a statement of the purposes for which the system is to be used as well as the discipline that an employee can expect to face for abuse of the system.
There should be a statement advising employees that they should not expect privacy in communications made over the system and that those communications will be monitored to ensure that the employer's property is being used only for authorized purposes.
An employer may also want to include a non-exclusive list of examples of the kind of use that the employer considers unauthorized personal use, or inappropriate use.
Conclusion:
Electronic communication is becoming more and more vital to the modern workplace. The increase in the number of employees equipped with e-mail and/or Internet access raises risks for employers.
The most effective way to manage those risks is by monitoring the use employees make of the electronic communication tools provided to them, by using an Internet monitoring and surveillance software program. But also to deal with the inherent tension between monitoring and employee privacy is to put in place an explicit e-mail and Internet use policy, which informs employees that their communication will be monitored.
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