Staff Monitoring

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thelaw

Employee Drug Abuse Monitoring Policy

Most states have mandatory drug testing for government employees. If a new hire fails the urinalysis test , they will not be considered for the job. Current employees will be tested on a random basis. Failing your drug test puts you in the EAP program. Employees will be asked to attend outpatient substance abuse treatment on a daily basis. In the private sector, drug abuse policies can be decision based. Large companies usually have specific substance abuse treatment centers they work with. These can be outpatient programs or inpatient programs depending on the addiction problem. You can find a list of drug treatment programs here.

According to the The Drug-Free Workplace Act employers are mandated to start a drug-free awareness program to educate staff members about the dangers of drug abuse, as well as the specific details of their policy. Companies can choose their own specific addiction awareness program, and there are several programs out there to consider. Some organizations find it economically feasible to implement workplace policy training  to address the particular costs and effects of substance abuse in the job environment. With a wide range of inpatient drug detox centers focused on prevention, education, training and intervention, Drug-Free Workplace policy trainings are offered online and on site. Customized training programs can be established to directly address the specific needs of your organization.

Employees who are having opioid addiction issues, can attend outpatient heroin detox programs or inpatient drug treatment facilities.  Usually employers will require 30 days of residential drug rehab and 90 days of outpatient substance abuse counseling. Depending on the severity of the addiction, employees should attend AA meetings for 90 days. The opioid crisis has hit the workplace very hard. Many private companies and government offices are experiencing a huge problem with heroin and opiate pain medication. You can find heroin detox centers here.

The National Safety Council study found that 65% of employers are likely to fire an employee with an opioid or heroin addiction, even though 71% admitted that addiction is a disease that should be treated by therapy and medicine.

The problem continues to get worse. The National Institute on Drug Abuse estimates more than two million people are abusing prescription pain killers, and are 19 times more likely to move on to abusing an illegal drug like heroin.

“With those numbers, it is not surprising that nearly 70% of employers have been impacted by prescription drug abuse,” Challenger said. “However, it is surprising that only 19% of workplaces feel well prepared to deal with the consequences.”

Many of those employees are hiding being addicted to opioids , and are still working at a variety of jobs. A number of them were terminated because of their drug problem.

“It’s also difficult to calculate the costs to a worker, an employer, or society at large,” he said. “It is obvious that workplaces can have a dramatic impact on what happens to employees who suffer from this issue, for better or worse.”

 

The Employee Computer Monitoring Law

As an employer, you should read the employee monitoring law below if you want to understand the legalities of employee monitoring. In short, it says that you, the employer, can monitor your employees’ actions on your computers. Employers should have an Acceptable Use Policy (AUP) in place that is made known to all their employees and they should be made aware that their computers and Internet activity are being monitored. Basically the law states that you can do whatever you want because the computers and the work done on them is your property.

The following article appeared in the journal “Computer Law & Security Report”, Vol 19 No 5

Employee Monitoring – Private Rights and Public Policy

The Information Commissioner published the final code of practice for the use of personal data obtained by employers as a result of monitoring at work (the “Code”) on 11 June 2003. This article reviews the Code and compares it to the earlier drafts published by the Data Protection Commissioner in October 2000 (the “DPC Draft Code”) and the Information Commissioner in July 2002 (the “IC Draft Code”). The comparison will examine how in the field of data protection public policy resolves the common tensions between upholding private rights and supporting commercial interests.

The Code

The Code recognizes that employers have a primary obligation to comply with the Data Protection Act 1998 (the “1998 Act”). It is implied in the opening remarks at Section 2 of the Code that the purpose of the 1998 Act is to protect the fundamental rights and freedoms of employees, notably their rights to privacy. Monitoring systems must, therefore, respect these fundamental rights and freedoms as well as contribute to economic and social progress, trade expansion and the well being of individuals.

The Code, given that it is part of a wider code of practice for employment practices, addresses head on the competing interests that lie behind data processing. The Code notes that balancing these interests is made more difficult by the fact that “it is not always easy to draw a distinction between work-place and private information”.

The Code distinguishes between two types of monitoring. “Systematic monitoring” is the routine monitoring of all or a particular group of employees and “occasional monitoring” is monitoring as a short-term measure to respond to a particular need. As systematic monitoring is likely to be the most problematic, this is the type of monitoring which the Code principally addresses. To emphasize the point that the Code is more relevant to larger employers, the new Information Commissioner, Richard Thomas, insisted that a short guidance note addressed to small businesses be published at the same time as the Code.

The key to compliant monitoring under the Code is the implementation of an impact assessments procedure. The procedure outlined in the Code should be familiar to any employer used to assessing risk, for instance to comply with its obligations under the Health and Safety at Work etc. Act 1974. Unlike health and safety law, there is no legal requirement for employers to document formally any assessments that are made. However, as these assessments would indicate that the employer was following the Code, they would be influential should the employer find itself on the receiving end of an Information

Commissioner’s investigation. It should be noted that the first step in the Information Commissioner’s audit procedure when investigating a data controller, after any preparatory meeting or visit, is to review relevant documentation. The Code sets out the requirements for impact assessments. They should identify the purpose of the proposed monitoring and its expected benefits as well as identify the adverse impact of the monitoring, the alternatives considered and other monitoring obligations to enable the employer to set out a conclusive justification for the monitoring.

The proportionality and lawfulness of any monitoring is therefore determined by the employer’s judgment of the benefits of any monitoring against the adverse impact of that monitoring. The Code sets out factors that should be considered when assessing adverse impacts, which include consideration of the level of intrusion into the private lives of the employees via interference with their private e-mails, telephone calls or other correspondence. In considering alternatives to monitoring, the Code recommends use of targeted or automated monitoring to reduce intrusion to employees in the workplace. The Code calls for employers to come to “a conscious decision as to whether the current or proposed method of monitoring is justified”. This can only be achieved after a proper examination of the adverse impact of any monitoring and consideration of all alternatives to it.

The Code includes a number of good practice recommendations, which are set out in section 3 of the Code and are explained in further detail in separate Supporting Guidance (the “Guidance”). These include the Information Commissioner’s “Core Principles” for monitoring, which are”

It will usually be intrusive to monitor your workers.

Workers have legitimate expectations that they can keep their personal lives private and that they are also entitled to a degree of privacy in the work environment.

If employers wish to monitor their workers, they should be clear about the purpose and satisfied that the particular monitoring arrangement is justified by real benefits that will be delivered.

Workers should be aware of the nature, extent and reasons for any monitoring, unless (exceptionally) covert monitoring is justified.

In any event, workers’ awareness will influence their expectations.

The area of most controversy has been the monitoring of electronic communications of employees. The Code recognizes this by setting out a number of data protection issues and points that should be incorporated into employers’ policies on the use of electronic communications. The Information Commissioner also includes under each guidance note in the Guidance a helpful list of key points and possible actions for employers to consider. The Guidance includes an explanation of the regulations made under the Regulation of Investigatory Powers Act 2000 that permit businesses in most cases to be able to intercept electronic communications (the “Lawful Business Practice Regulations”).

Disclaimer: This is the latest law to the best of my knowledge. As an employer, you should talk with your lawyer to get the most recent laws on the subject of employee computer monitoring.

Stats

Office Slacker Stats

A company with 1,000 Internet users could lose upwards of $35 million in productivity annually from just an hour of daily Web surfing by employees

Non-work related Internet surfing results in up to a 40% loss in productivity each year at American businesses.

Out of all drug and alcohol abusers in the US, 52% are currently employed. There are many drug and alcohol Addiction treatment programs made for the working American.

How to spot Employees Who require Help

It’s not always as effortless to recognize employees who have a substance use disorder.

Some make it obvious, taking long lunches and coming back under the influence after a “liquid lunch” or the heroin addict who is constantly nodding off at his desk, but there are many workers who are high-performers even while under the influence. Even if an employee may never utilize drugs or alcohol at work, there may be other signs. Employers should pay attention to those who call in sick regularly or display disturbed, violent or unfocused behavior on the job.

Here are some signs to look out for:

  • Changes in behavior or character
  • Poor cleanliness of self and work area.
  • More time is required to do common tasks
  • Increase in poor decisions
  • Failure to meet targets or show up for arrangements
  • unexpected displays of absentmindedness or puzzlement

As previously stated, there are no certain individuals that make fall victim to the disease of alcohol and drug abuse or addiction. By addressing these concerns to each individual upon hire, this will greatly reduce the risk of chronic instances within the company as a whole. Drug and Alcohol Detox Programs can be completed and your employee can return working without anymore substance abuse issues.

If you or someone you know is struggling with their employees or workers when it comes to substance abuse or addiction, call now: (800) 518-5205.

On average, office workers spend 21 hours per week online at the office, as oppose to only 9.5 hours at home.

Out of 800 workers surveyed, 21% – 31% admitted to sending company confidential information, like financial or product data, to recipients outside the company by email.

According to a survey by International Data Corp (IDC), 30 to 40% of internet access is spent on non-work related browsing, and a staggering 60% of all online purchases are made during working hours.

Staff Computer and Internet Abuse Statistics

70% of all web traffic to Internet pornography sites occurs during the work hours of 9am-5pm.

58% of industrial espionage is perpetrated by current or former employees.

48% of large companies blame their worst security breaches on employees.

46% of the one thousand largest companies globally will be utilizing IM as a daily communications tool.

64% of employees say they use the Internet for personal interest during
working hours

70% of all Internet porn traffic occurs during the nine-to-five work day.

37% of workers say they surf the Web constantly at work.

77.7% of major U.S. companies keep tabs on employees by checking their e-mail, Internet, phone calls, computer files, or by videotaping them at work.

63% of companies monitor workers Internet connections and 47% store and review employee e-mail.

27% of companies say that they’ve fired employees for misuse of office e-mail or Internet connections, and 65% report some disciplinary measure for those offenses.

90% of employees feel the Internet can be addictive, and 41 percent admit to personal surfing at work for more than three hours per week.

60% of Security Breaches occur within the Company – behind the Firewall

25% of corporate Internet traffic is considered to be “unrelated to
work”.

30-40% of lost productivity is accounted for by cyber-slacking.

32.6% of workers surf the net with no specific objective; men are twice
as likely as women.

27% of Fortune 500 organizations have defended themselves against claims of sexual harassment stemming from inappropriate email.

90% of respondents (primarily large corporations and government agencies) detected computer security breaches within the previous 12 months, 80% acknowledged financial losses due to computer breaches, 44% were willing and/or able to quantify their losses, at more than $455 million.

The Bottom Line

Companies that do not conduct policy training or monitor internal messages can be putting themselves at risk. In 2003, oil company Chevron USA paid $2.2 million to settle a sexual harassment lawsuit over its email content.

Most studies show 70% of companies have had sex sites accessed using their network.

Some estimates reveal that computer crime may cost as much as $50 billion per year.

Around 80% of computer crime is committed by “insiders”. They manage to steal $100 million by some estimates; $1 billion by others.

The average fraud inflicts a loss of about $110,000 per corporate/organization victim, and $15,000 to each individual victim.

Traditionally, employers have been responsible and liable for the actions of their employees in the workplace. However, if an organization can demonstrate a “duty of care” to reduce unacceptable employee activity, then it could minimize it’s potential for liability.

Office Acceptable Use Policy

Office Acceptable Use Policy

As an employer, you should plan to implement an Acceptable Use Policy if you plan to initiate an office monitoring solution. You should have a clear and absolute Acceptable Use Policy (AUP) in place that is made known to all the employees.

A well written employee handbook should always include an acceptable use policy relating to the employee computer use. The policy should include references to acceptable use of chat and instant messaging, blogging, bulk email, content filtering and email retention. Over half of businesses are sued by past employees, with the standard fine of $250,000. A well written employee policy handbook can usually resolve disputes before they start protecting you from possible legal action.

You should always consult with experts who have done the research. You need to protect your business with policies written by experts. There are companies like Template Zone that have done the research for you and already have the documents laid out for you, saving you time and money. See what Template Zone can do for you.
The policy should be a joint effort of HR and Management.

A Solid AUP should have the following traits clearly defined:

  • Is in writing and signed by the employee and employer
  • Is clearly communicated to all employees
  • Sets out permissible uses of both e-mail and Internet
  • Specifies the prohibited/inappropriate uses
  • States what monitoring, if any, will take place
  • Sets out privacy rules in relation to employer’s right to monitor and the nature and extent of such monitoring
  • Outline how the policy is enforced and penalties that exist for a breach of policy
  • Set out any restrictions on material that can be viewed or copied, giving examples of types of material
  • If you think your company doesn’t need an office policy manual – You May be Wrong

According to a U.S. Department of Justice study, the number of employment discrimination and harassment cases filed grows exponentially through the years.

The average range of settlement costs is between $150,000-$250,000.
Compliance and ethics violations can disrupt your business, create a negative workplace atmosphere, lead to higher employee turnover and damage your business’ reputation.

According to a survey by International Data Corp (IDC), 30 to 40% of Internet access is spent on non-work related browsing, and a staggering 60% of all online purchases are made during working hours.

A Sample Acceptable Use Policy (AUP)

(Your Company Name) is providing you with Internet email and/or Internet access. Use of this tool is governed by the following Acceptable Internet Use Policy. If a user violates any of the acceptable use provisions outlined in this document, his/her account will be terminated and future access will be denied. Some violations may also constitute a criminal offense and may result in legal action. Any user violating these provisions or any applicable state or federal laws is subject to loss of access privileges and any other disciplinary actions as determined necessary by (Your Company Name).

The rest of the policy should clearly define Acceptable Use, Privileges, Netiquette, Security, Harassment and the Penalties involved with violating the policy.
Template Zone has a comprehensive and easy to use Employee Handbook, HR Forms, Labor Posters and More. See some samples here.

Internet Abuse

Prevent Internet Abuse in the Workplace

The Internet has become an invaluable resource in the workplace, the world’s biggest reference library, social media center, and pornography outlet is now only a click away. This availability presents a significant risk factor for employer liability and costs employers thousands of hours in productivity each day. Monitoring employee Internet use is one way to reduce employer liability, and whether or not you agree with the principles behind Internet monitoring, many employers agree that it is a necessary evil.

Internet abusers range from upper management employees in private offices viewing hardcore pornography, to the department assistant in a cubicle that spends 3 hours a day using Facebook, playing Candy Crush, doing online shopping, making travel arrangements, and paying bills through the company Internet. Internet abuse is endemic in the workplace and organizations are being forced to face the problem head on, or suffer the consequences.
Among the many consequences of Internet abuse is a loss of productivity and scores of litigation issues such as sexual harassment, hostile work environment and discrimination. Monitoring Employee Internet access is one way that an organization can limit its liability.

Defining Internet Abuse

Defining Internet abuse is the first challenge, and creating an organization wide acceptable use policy (AUP) is the first step in the definition. An AUP defines what constitutes Internet abuse in your organization. What was acceptable Internet behavior in one organization may be unacceptable in another, so the AUP is a highly customized policy, based on the organizational mission. The organization determines what lines will be drawn when it comes to Internet abuse.
The key to a successful AUP implementation in most organizations is similar to other policy development issues in the workplace. There must be “buy-in” from the “top-down”, in other words, the leaders of the organization must agree to the principles of the AUP and endeavor to push that policy down to the directors, managers and supervisors within the organization. The most critical stage of AUP development is dependant on upper management “buy-in” and their willingness to demonstrate the importance of this policy to the rest of the organization.
Internet Workshops

Holding a series of Internet workshops with the employees of your organization is one way to introduce your new acceptable use policy. As an educational session, an Internet workshop can address the sensitive issues surrounding Internet abuse in an open forum where employees can ask questions and provide input in a non-confrontational setting.
During the Internet workshop, the organization can begin to educate the employees about Internet abuse and give them a chance to re-evaluate their Internet habits at work. It is important to be as open as possible with your employees regarding your chosen methodology for enforcing the AUP.

For example, if the organization has decided to employ Internet blocking technologies, the AUP should define the specific types of websites that will be blocked, for example, many organizations block pornography, “gross depictions” and “hate” websites. Discussing the types of websites the organization has decided to block and answering questions regarding the reasons for blocking will reinforce the organizational mission, and demonstrate the types of websites that are inappropriate within your organization.

If your organization is going to monitor and report on employee Internet access, the workshop will give you a chance to show the employees what the Internet reports look like, and discuss the circumstances in which they will be used. Taking the mystery out of what the organization is planning in regards to Internet monitoring and blocking will reduce employee speculation and set new expectations throughout the organization.

Employee Cell Phone Monitoring

Employers are monitoring their company cell phones at an increased rate due to the security and liability risks involved with using any company property.  Consider the implications of what would happen if an employee were to get caught texting or sexting a minor.  Now consider the productivity loss of a staff member using the mobile phone using the phone for unrelated business conversations and texts at the times when they are supposed to be working.  It may be time to start monitoring cell phone use a bit more closely.

As with office computer monitoring, cell phone monitoring does come with some privacy and ethical discretions.  The bottom line is that the business owns the phone.  Does your business mention cell phone use in the Acceptable Use Policy and if so, are they complying with the policy.  How do you know?  They could be doing any number of unproductive and possibly illegal things on the mobile phone.

Examples of Cell Phone Abuse in the Workplace:

  • Talking or texting with family and friends
  • Sexting with who knows who
  • Aimlessly browsing the Internet
  • Conducting illegal activity via the cell phone
  • Trading company trade secrets
  • Downloading the newest apps and games available

Is Employee Cell Phone Monitoring Legal

Generally, federal law allows employers to monitor work-related use of telephone, e-mail, and other communications.  However to be on the safe side, the employee should read and sign a policy stating that they know the consequences of abusing company property.  The policy should remind employees that company vehicles, computers, and any company-issued communication devices belong to the employer and are to be used strictly for work-related purposes. Companies should also make it clear they reserve the right to track employees via the Internet, email and mobile phone use.

It is almost a shame that employers have to go to such measures to keep the staff productive but the truth is that steps do need to be taken to guard against thievery.  That may seem a harsh way of putting the truth but in truth, if an employee is abusing their cell phone, Internet or company vehicle privileges; they are stealing from the business.

Other Advantages of Employee Cell Phone Monitoring

Mobile phone monitoring services like the Mobile Spy also monitors the GPS locations of the phone.   If an employee is supposed to be meeting with a client you could find out if he is actually conducting business or out on the Route 104 Golf Course, Shopping Mall or some other non related work location.  This can be a very helpful tool to keep your staff as productive as possible at all times.

mSpy Mobile and Computer Monitoring

mSpy can help you keep your employees more productive and efficient by monitoring the devices they use for their daily tasks. You can monitor their cell phones and computers to make sure they are doing what they are supposed to be doing instead of using your IT products for personal use while on company time. Disgruntled employees looking for a new job or sharing company data with your competition, bored employees wasting time on Facebook or aimlessly browsing the Internet can be stopped in their tracks if you know what they are doing at all times. mSpy can help you find out what they are doing. Read more about the mSpy products available here.

Mobile Spy Smart Phone Monitoring Solution

If you are interested in monitoring your business cell phones to save your company money in the long run, Mobile Spy is a recommended service to use.  There is other cell phone spying software available but Mobile Spy is the only service I have seen in action therefore the only one I can recommend.  Mobile Spy works with any BlackBerry, iPhone, Android, Windows Mobile or Symbian OS based smartphone.

Mobile Spy allows an employer to use software to trace staff cell phone related activity, keep track of call information, SMS data, text messages, GPS locations and more.  This program runs silently on the phones and uploads logs to the owner’s private Mobile Spy account.  At $99.97 a year, it is a worthy investment and worth every penny.  How much are you paying your staff to work for you?  How many hours are they actually working?  Find out a little more by the way they use your mobile phones.

Employee Computer Monitoring Programs

In the past, Internet monitoring meant recording web sites your employees visited and perhaps blocking them from certain web sites.

The office computer monitoring programs available today offer a completely new dimension to Internet monitoring. Now you can record everything your employees do online, including instant messages, chats, emails sent and received, web sites visited, applications launched, network connections established and bandwidth consumed, files downloaded, files copied to removable media, and keystrokes typed. With a staff monitoring program in place, you can effectively take control of your office again and keep your employees off of Facebook..

An employee monitoring solution will increase employee productivity, provide a safeguard in the event of inappropriate employee behavior, and protect your company from leaking important company information.

Staff Monitoring Programs

mSpy Mobile and Computer Monitoring

mSpy can help you keep your employees more productive and efficient by monitoring the devices they use for their daily tasks. You can monitor their cell phones and computers to make sure they are doing what they are supposed to be doing instead of using your IT products for personal use while on company time. Disgruntled employees looking for a new job or sharing company data with your competition, bored employees wasting time on Facebook or aimlessly browsing the Internet can be stopped in their tracks if you know what they are doing at all times. mSpy can help you find out what they are doing. Read more about the mSpy products available here.

InterGuard from Awareness Technologies is a central reporting system that collects data from all of your employees, no matter where they are, and sends it to one, centralized location. This method makes it extremely easy for one person to monitor many workers, without creating the time consuming need to log into each individual computer to see the activity WebWatcher has recorded. From recording keystrokes & taking screenshots to blocking websites on the fly, InterGuard does it all. See our Review of the InterGuard Security Suite.

The Employee Desktop Live Viewer by Lepide Software permits an employer to see live computer system tasks of every individual on the network to see just what your staff members are really doing on your time. All PC activities are captured and saved so they can easily be used for additional use such as employee evaluations. This tracking software enables you to stop workers from squandering your time while they browse the Net for personal purchasing, emails and social connections. A fully functional 7-day test is readily available for examining the software. More Information…

Network Enforcer is able to restrict any violations of your specific behavior filters by immediately closing the offending application or website. Network Enforcer does not log all user activity on your network, only the specific behavior that you define. The behaviors are categorized under three security levels allowing you to respond immediately to high security threats. More Information…

NetVizor is the latest in award-winning office surveillance. Monitor your entire network from one centralized location! NetVizor allows you to track workstations and individual users that may use multiple computers on a network. NetVizor allows you to perform employee monitoring, content filtering, remote administration, and more – from one location.
Combining real-time remote computer monitoring with individual employee monitoring and security auditing, NetVizor is one of the most comprehensive network monitoring and administration solution available! More Information…

Spytech SpyAgent is the perfect utility for logging all actions that users make on your office workstations. The monitoring of staff’s e-mail, internet and chat use to prevent employee crime, harassment, over-use of business systems and the leaking of confidential company information is essential to running a business in today’s society and increasing your bottom line. More Information…

Ascendant NFM is an extremely comprehensive and powerful network file monitoring tool that logs every file creation, modification, and deletion on your network. Ascendant Security specializes in providing network security and asset protection. Operating with all office sizes in mind, Ascendant develops solutions designed to secure assets and data on networks of all sizes – from small business networks to large-scale enterprises and institutions. Do not let your staff decrease your bottom line. More Information…

KeyGhost Keylogger – Once installed, KeyloggerHRD will secretly record all keystrokes that are typed on the computer. Best of all, there is absolutely no software required to use a hardware Keylogger. It is a true plug-and-play hardware device. Simply connect it and forget it – that is it! More Information…

Benefits of an Employee Monitoring Program

The return on investment should only be a few months stemming mostly from increased employee productivity. If you suspect your company’s productivity is suffering because of inefficient employee Internet use, then keep reading. There are a few employees who will choose to use the Internet for professional purposes only, countless others will decide to abuse the comfort of having Internet access in their office.

Here are some results of recent surveys:

67% of EMPLOYEES admitted using the Internet for personal reasons.
30% of BUSINESSES were losing a workday per week to Internet abuse.
57% of BUSINESSES did not know what their employees did online.
70% of all Internet porn traffic occurs during the nine-to-five workday.
37% of workers say they surf the Web constantly at work.
30 to 40% of internet access is spent on non-work related browsing
60% of all online purchases are made during working hours.

More Slacker Stats

Those are some sobering percentages. How much more productive would the office staff be if those statistics were close to Zero? An employee computer-monitoring program could help realize that number.

Taking charge of how your office staff is using the Internet by using a computer monitoring program will increase productivity and produce significant cost savings by eliminating excessive non-business Internet activity.

Employee Computer Monitoring Solutions

Keeping the productivity in your office at peak level is a challenge that managers face. The Internet is easily accessible from any work computer, and sometimes staff is surfing the Internet when it is not authorized. As a company, if your productivity in the office falls, so does your bottom line.

How do you know that your Internet policy isn’t being violated? Every minute that your staff spends on the Internet that is not for company business is abuse of company time and resources. Inappropriate web sites such as pornographic, social networking and auction sites can cost a company thousands of dollars in damages if an employee misuses the site while on a company computer. The downloading of illegal music or software can also put your company at financial risk.

You are paying your staff to perform the work that you hired them for; why pay them to waste company time and not get the work done? Company time is precious and should not be misused. Would you like to know what your staff is doing when you assume that they are working? An office computer monitoring program will tell you what they do online, and if they are using their work time for online personal activities. Company security might also be compromised because stealthy employee Internet activity permits employees to disclose internal trade secrets and other confidential company information.

If your staff is not adhering to your Internet policy, this is the time for you to take charge. Take the initiative to enforce your policies on the use of the Internet to increase productivity and keep your revenue from dropping. Furthermore, when staff evaluation time arrives, your staff is evaluated on performance. If their performance includes observance of your Internet use policy and productivity levels, a computer monitoring program can be a great tool to measure those aspects of employee performance. It can also be used to document noncompliance to company policies and protect your company from a lawsuit in the event of employee termination.

Check out some of our other resources:

Inside Attack

Loss of productivity due to unapproved Internet use is an inside attack on your company. Most employees follow the company rules and policies, but the few that don’t crumble the inner structure. Improper use of the Internet by employees will slow your network down, and will make it difficult for other employees to get their work done. It eats up your bandwidth that needs to be used for company business. The Internet can be a powerful temptation, and usage of the Internet is very easy for you to monitor.

More Information about Employee Monitoring Programs

Loss of Productivity and Revenue Loss From:

  • Facebook, Twitter and other Social Media
  • The exchange of personal email, chatting and instant messaging with family and friends
  • Peer-to-peer programs used to download illegal programs and pornography
  • Non-work related web surfing
  • Playing online games or watching video streams

The Bottom Line

Your company is in business to make money. If your staff is throwing your money away by wasting time playing on the Internet, the company is the loser. Excellent technology is available to manage employee use of the Internet. Your bottom line is the most important part of your business, why let it suffer? Monitoring your staff’s use of your equipment is to your advantage. Work computers are used offline as well, and you can monitor all computer activity. It is worth it to your company to protect its resources and profits.

Can you really afford not to monitor your office computers?

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