Find a Monitoring Policy, on the Web. Analyze the company's policy in terms of the best practices noted in Table 5.1 (Minimum two paragraphs with no less than six cogent sentences required.)

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table 5.1 Employee Monitoring Best Practices Action Communicate Specifics Not Obligated "Limited Personal Use" Never Implement and Enforce New Hire Follow Up Description The first and last best practice is to tell employees they should expect to be monitored. Outline what will be monitored (e.g., phone, e-mails, Internet, and computer) at any time and for any reason "without further notice." Legal experts strongly recommend employers explicitly state they are "not obligated to monitor" although they reserve the right to do so. Otherwise, employees can and have held employers liable for not monitoring a situation in which they were harmed (e.g., harassed or assaulted). It is quite difficult and unrealistic, if not counterproductive, to tell employees they cannot ever use company equipment or time for personal use, but that such use needs to be reasonable and limited. Porn and other offensive material and activities should be banned (zero tolerance), as well as sharing intellectual property, trade secrets, or confidential information. Consistency is key. Tell them the expectations and hold them to the expectations... top to bottom of the organization, keenly minding potential discrimination. Ensure all new hires, including executives, have read, understood, and signed the policy. Periodically communicate the policies and expectations, reaffirming the policies and actions taken. Source: Adapted from "Managing Workplace Monitoring and Surveillance," shrm.org, March 13, 2019, https://www.shrm.org/ resourcesandtools/tools-and-samples/toolkits/pages/workplaceprivacy.aspx. table 5.1 Employee Monitoring Best Practices Action Communicate Specifics Not Obligated "Limited Personal Use" Never Implement and Enforce New Hire Follow Up Description The first and last best practice is to tell employees they should expect to be monitored. Outline what will be monitored (e.g., phone, e-mails, Internet, and computer) at any time and for any reason "without further notice." Legal experts strongly recommend employers explicitly state they are "not obligated to monitor" although they reserve the right to do so. Otherwise, employees can and have held employers liable for not monitoring a situation in which they were harmed (e.g., harassed or assaulted). It is quite difficult and unrealistic, if not counterproductive, to tell employees they cannot ever use company equipment or time for personal use, but that such use needs to be reasonable and limited. Porn and other offensive material and activities should be banned (zero tolerance), as well as sharing intellectual property, trade secrets, or confidential information. Consistency is key. Tell them the expectations and hold them to the expectations... top to bottom of the organization, keenly minding potential discrimination. Ensure all new hires, including executives, have read, understood, and signed the policy. Periodically communicate the policies and expectations, reaffirming the policies and actions taken. Source: Adapted from "Managing Workplace Monitoring and Surveillance," shrm.org, March 13, 2019, https://www.shrm.org/ resourcesandtools/tools-and-samples/toolkits/pages/workplaceprivacy.aspx.

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Table 51 presents a list of best practices for effective monitoring policies The first practice is t... View the full answer