- MENU
- HOME
- SEARCH
- WORLD
- MAIN
- AFRICA
- ASIA
- BALKANS
- EUROPE
- LATIN AMERICA
- MIDDLE EAST
- United Kingdom
- United States
- Argentina
- Australia
- Austria
- Benelux
- Brazil
- Canada
- China
- France
- Germany
- Greece
- Hungary
- India
- Indonesia
- Ireland
- Israel
- Italy
- Japan
- Korea
- Mexico
- New Zealand
- Pakistan
- Philippines
- Poland
- Russia
- South Africa
- Spain
- Taiwan
- Turkey
- USA
- BUSINESS
- WEALTH
- STOCKS
- TECH
- HEALTH
- LIFESTYLE
- ENTERTAINMENT
- SPORTS
- RSS
- iHaveNet.com
Lewis Maltby
Is it unreasonable to expect your boss to keep his word? The recent privacy case of Quon v.
The case is not about whether employers should be allowed to monitor employee communications. Employers have many legitimate reasons to do so. High-tech employers need to protect their trade secrets from being shared with competitors. That's understood. All employers need to be concerned about E-mail or text messages being used for sexual harassment. No argument there. Nothing in the Quon decision interferes in any way with companies conducting monitoring to head off these and other real problems. What Quon says is that an employer must be upfront and consistent in its monitoring policies. No more, no less.
In 2002, the city of Ontario, Calif., issued pagers with text messaging capability to its police officers, who were allowed to send personal text messages as well as those required for official police business. One officer, Sgt. Jeff Quon, sent more than the allowed number of text messages, incurring an extra charge from the wireless company. Although the city had a policy stating that it retained the right to monitor messages, Quon's commander told him that if he paid the extra charge, the city would not look at the messages to see whether they were business or personal. Quon promptly paid up, and he continued to do so each time he went over the limit. Nonetheless, after the commander complained to higher-ups about the overages, the department asked the carrier,
Quon sued for invasion of privacy, as any reasonable person in his situation would have.
Because Quon was a government employee, he was covered by the right to privacy found in the Fourth Amendment of the Constitution, which forbids "unreasonable" government searches. (The Constitution does not guarantee a similar right to private-sector employees, unfortunately.) The amendment provides protection when the employee has "a reasonable expectation of privacy." The legal definition of this term is exactly what you would expect: what a reasonable person would expect under the circumstances.
When his lieutenant told Quon that the city would not monitor his personal messages (if Quon paid for them), Quon believed him, as a reasonable person would do. But the city argued that Quon should not have expected his text messages to be private, no matter what his commanding officer said, because the city had informed him two years earlier of its official policy that all electronic communication was subject to monitoring.
Quon must be upheld.
It doesn't hamstring employers or limit their ability to monitor. Public employers can read every employee E-mail and text message if they want. All they have to do is clearly explain the monitoring policy to employees and then follow it uniformly. Most employers already do this.
This is fair to everyone. The employer can create any policy it feels is good for the business, and the employees know the rules. As Donald Harris, president of HR Privacy Solutions, a leading consultant to major corporations, says, "Instead of putting out boilerplate policies, employers should write policies that tell employees what the company really intends to do."
It's just smart management. Being clear with workers about the company's monitoring policies improves compliance, since employees are naturally much more likely to follow policy if they know what it is. The management association's most recent survey reveals that the vast majority (82 percent) of its corporate members fully inform employees about company monitoring programs.
In asking the
Not only would such a rule be unfair to employees, it would hurt employers as well. If workers know that their employers' promises are legally meaningless, they will stop accepting them. Management will be unable to work out disagreements with employees because everyone will know management's promises mean nothing. This isn't the way most successful companies operate.
And the
By Lewis Maltby, President of the
Employers Must Be Able to Monitor Electronic Devices They Pay For
WORLD | AFRICA | ASIA | EUROPE | LATIN AMERICA | MIDDLE EAST | UNITED STATES | ECONOMICS | EDUCATION | ENVIRONMENT | FOREIGN POLICY | POLITICS
Employers Should Be Honest About Their Electronic Privacy Policies