Updated to reflect revised data breach protection law, effective June 26, 2016.
Updated to reflect amendment to data breach security law, effective April 4, 2017.
An employer may use this policy to protect the legitimate business interests of the employer while balancing the employee right to freedom of speech and the right to freely express their views. Without a blogging policy, employee bloggers can lead to a variety of employer issues, including divulging trade secrets, posting negative comments about an employer or their working environment, and even harassing co-workers.
An employer may use this policy to inform employees of the acceptable uses of personal electronic devices. This policy will outline when employees are permitted to use personal electronic devices, where such use is permitted and for how long.
An employer may use this policy to address business and personal use of employer communication and information systems, including email, computers and telephones, while remaining compliant with federal and state laws. Employers may generally monitor employee workplace activity or activities that employees engage in while using equipment or devices owned by the employer.
Employers that seek to establish expectations surrounding the use of dual-use devices,should consider including this statement in their handbook .
HR and legal considerations for employers regarding employee privacy. Privacy issue guidance on subjects such as social media and surveillance.