Privacy policies on Internet and E-mail use

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Employee Privacy Report
Report addressing e-mail, Internet use, and privacy policies.
oWhat are the e-mail use, Internet use, and privacy policies at your job?

E-Mail Policy in the Workplace
The following are not allowed in the workplace when using the company e-mail resources:
1. The email system shall not to be used for the creation or distribution of any disruptive or offensive messages, including offensive comments about race, gender, hair color, disabilities, age, sexual orientation, pornography, religious beliefs and practice, political beliefs, or nationality.
2. Employees who receive any emails with this content from any employee should report the matter to their supervisor immediately.
3. Non-work related email shall be saved in a separate folder from work related email.
4. Sending chain letters or joke emails from the company email account is prohibited.
These are general policies can apply in any workplace.
(Adapted fron SANS Institute, 2004, ww.sans.org/security-resources/policies/Email_Policy.pdf Retreived March 23, 2011.)

Internet Use Policy in the Workplace
The workplace shall be governed by rules and regulations on the use of company internet resources. The following internet policy were adapted from GFI Software Company.
http://www.gfi.com/internet-monitoring-software/sample-internet-usage-policy, Retreived March 23, 2011.
? Company employees are expected to use the Internet responsibly and productively. Internet access is limited to job-related activities only and personal use is not permitted
? Job-related activities include research and educational tasks that may be found via the Internet that would help in an employee's role
? All Internet data that is composed, transmitted and/or received by the company's computer systems is considered to belong to the company and is recognized as part of its official data. It is therefore subject to disclosure for legal reasons or to other appropriate third parties
? The equipment, services and technology used to access the Internet are the property of the company and the company reserves the right to monitor Internet traffic and monitor and access data that is composed, sent or received through its online connections
? All sites and downloads may be monitored and/or blocked by the company if they are deemed to be harmful and/or not productive to business
? The installation of software such as instant messaging technology is strictly prohibited
Unacceptable use of the Internet by employees includes, but is not limited to:
? Access to sites that contain obscene, hateful, pornographic, unlawful, violent or otherwise illegal material
? Sending or posting discriminatory, harassing, or threatening messages or images on the Internet or via the company's email service
? Using computers to perpetrate any form of fraud, and/or software, film or music piracy
? Stealing, using, or disclosing someone else's password without authorization
? Downloading, copying or pirating software and electronic files that are copyrighted or without authorization
? Sharing confidential material, trade secrets, or proprietary information outside of the organizatio
? Hacking into unauthorized websites
? Sending or posting information that is defamatory to the company, its products/services, colleagues and/or customers
? Introducing malicious software onto the company network and/or jeopardizing the security of the organization's electronic communications systems
? Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities
? Passing off personal views as representing those of the organization
Any or all of the aforementioned policies may apply in all organizations.

Privacy Policy in the Workplace

To protect against legal liability when monitoring your employees' work activities, consider the following:
1. Employee expectations. Before monitoring your employees, and certainly before disciplining your workers for misusing company property, it is important to evaluate company-wide privacy expectations. Consider whether there is a formal written policy on workplace privacy, how you have handled similar situations in the past, and whether or not it has been clearly ...