day that allow employers to have access to both work-related and personal information about their employees. The policy concerning workplace communication privacy at my company is constantly evolving but an overall rule is that the information accessed or input into the system is available for management's review when requested.
             My company's privacy and security policy begins by stating that workplace computers and or networks belong to the organization and employees do not have a reasonable expectation of privacy regarding anything they do on those computers or networks. It also states they have the right to store computerized communications in the company system and monitor or search said communications as long as they can show a valid business-related reason. One final statement is that you can be fired if your emails, phone calls or internet usage violate laws or company policy.
             Some of the reasons mentioned for the policies in place at my company have to do with HIPPA compliance and the security of information the company is responsible for, such as; employee personal information, company business information and client data. While for most of the company there is no ongoing monitoring of the communications in question suspicion of violation of the above mentioned information items will cause employee actions to be monitored and archived communications to be checked. Most of my peers at the company agree with the policies, understand its intent and are very mindful of not violating the policies.
             Another subset of the policy involving monitoring occurs when management has deemed there is a problem with an employee's productivity and decides to monitor activity to pinpoint if there is a problem with said employee wasting time on the Internet or the telephone, engaging in non-work related business. Again most everyone agrees with the policy but no one likes to admit they might be guilty of spending too much time ...