Employment Law Information Network
Google
 
Web www.elinfonet.com
Main Navigation
Federal Law Articles
State Law Articles
HR Newsletter
HR Guidebook
HR Policy
HR Forms
HR Seminars
Employment Contracts
Employment Law Forums
Employment Law Blog
Employment Laws
Employee Rights
Workplace Headlines
Federal Article Feeds Federal Article Feeds
State Article Feeds State Article Feeds
Enter Your Email Address Below!

Daily Weekly  [More Information]
Article Index » human resources » privacy and surveillance » Employee Monitoring
Report Link California's Supreme Court Requires Employers Nationally to Re-Examine Telephone Monitoring Policies and Practice.
Littler Mendelson, P.C. - August 03, 2006
In a unanimous decision with national implications, the California Supreme Court ruled July 13, 2006, in Kearney v. Solomon Smith Barney, Inc. ("SSB"), that out-of-state businesses are prohibited from secretly monitoring or recording their telephone calls with California residents, even if that conduct takes place in any of the 38 states (and the District of Columbia) where only one party's consent is required to lawfully monitor or record a telephone call. The ruling, at a minimum, will require all employers whose employees communicate by telephone with any of California's 36 million residents to re-examine their policies and practices for monitoring and recording telephone calls. The decision most likely will have an even broader impact as the highest courts of the 11 other states which, like California, prohibit monitoring or recording telephone calls without the consent of all parties to the communication, are likely to follow California's lead when interpreting their own states' privacy laws.
Report Link Court Finds Employer Has Duty to Third Party to Act on Knowledge that Employee Accessed Pornography at Work (pdf).
Ford & Harrison LLP - March 07, 2006
A New Jersey appeals court has permitted a plaintiff to proceed with her negligence claims against her ex-husband’s employer based on allegations that the employer knew her ex-husband was accessing pornography at work and had a duty to investigate and report this access to the proper authorities.
Report Link Prohibiting Porn in Your Workplace Is Not Enough: New Jersey Court of Appeals Imposes New Duties on Employers Who Engage in Electronic Monitoring.
Littler Mendelson, P.C. - February 02, 2006
In a precedent-setting decision, the New Jersey Court of Appeals held on the eve of 2006 that employers have a duty to uncover and stop an employee's use of corporate electronic resources for child-porn activities once the employer knows, or should know, that an employee is accessing adult pornography. If followed in other jurisdictions, this case, Doe v. XYC Corp., No. A-2909-04T2 (N.J. Super. Ct. Dec. 27, 2005), could provide the basis for a whole new genre of employment litigation that seeks to hold employers responsible for the damages to victims of crimes committed by employees using corporate electronic resources. At a minimum, the case provides an important reminder that an employer who is put on notice that its employees are utilizing the company's electronic resources for nonbusiness purposes should take steps to ensure that the use does not include accessing pornography, or worse.
Report Link Employee Monitoring: How Far Can Employers Go?
Jackson Lewis LLP - February 04, 2005
E-mail, Instant Messaging, global positioning systems, telephone systems, and video cameras have given employers new ways to monitor the conduct and performance of their employees. If not done properly, however, new technology can lead to new sources of employer liability.
Report Link Legal Issues Involved in Monitoring Employees' Internet and E-Mail Usage.
GigaLaw.com - January 01, 2002
Many companies electronically monitor their employees' Internet and e-mail usage, but doing so can lead to lawsuits by employees who believe their privacy is being invaded.
Report Link Legal Issues Involved in Monitoring Employees' Internet and E-Mail Usage.
GigaLaw.com - January 01, 2002
Many companies electronically monitor their employees' Internet and e-mail usage, but doing so can lead to lawsuits by employees who believe their privacy is being invaded.
Report Link Employee Monitoring, Investigations and Privacy Matters.
Jackson Lewis LLP - November 21, 2001
Among the ways employers can retain more control over what happens at their workplaces is to monitor the actions of employees. However, there are many restrictions, both practical and legal, on what measures employers can lawfully take to monitor workplace behavior.
Report Link Monitoring Employee E-Mail And Internet Use.
Schulte Roth & Zabel LLP - December 01, 2000
Article discusses risks associated with employee e-mail and Internet use and drafting a lawful monnitoring policy.
Report Link e-trends: more companies are monitoring e-mail.
Fredrikson & Byron, P.A. - March 01, 2000
Brief discussion regarding the increase in employer electronic monitoring of employee e-mail (including some AMA statistics).
Report Link MONITORING WORKPLACE ELECTRONIC COMMUNICATIONS.
Crosby, Heafey, Roach & May - June 01, 1999
Discussion of the increasing trend in employer monitoring of employee electronic communications and the risks associated with such surveillance. Click Here For Article
Report Link Fact Sheet #7: Employee Monitoring: Is There Privacy in the Workplace?
Privacy Rights Clearinghouse - August 01, 1997
General discussion of employer techniques of monitoring employees, including telephone and computer monitoring.
Report Link Can We Tape?
Employment Law Information Network - (No Date)
Reference site for information on tape recording phone calls.

Articles

Found: 12 Articles

NO SUBTOPICS

Sort Articles   
  
Employment Law Seminars

Terms of Use  |  Privacy  |  Advertising  |  About  |  Contact  |  For Law Firms  |  Partners

The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.

This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations.  As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law.  None of the information contained on this site is, or should be construed as, legal advice.  The information should not be relied upon for legal advice.  We are not engaged in the practice of law and no attorney-client relationship is being created.  Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege.  If you are seeking legal advice, find a qualified lawyer in your area.  If you need help finding a lawyer, call your local, county or state bar association.

All logos and trademarks on this site are property of their respective owners.