Wednesday, February 4, 2015


Any organization that collects data on its customers, members, users, etc., has to be prepared to protect that data; failure to do so can be costly, in terms of operations, reputation, and the bottom line. Employers also must meet the challenge of balancing their right to secure their data and proprietary information with their need to protect an employee's right to privacy. In both cases, it's important to communicate what your privacy policy is and to make it easily accessible. Has your organization developed a privacy policy that clearly explains how data collected will be safeguarded and used? Do your employees and managers/supervisors understand your monitoring policies? If not, these activities should be part of your business continuity discussions as soon as possible. And, as we have pointed out in the past, if you have done so already, are you sure everything is up to date?

The potential cost of privacy issues should be a concern for most organizations. (Item #1)   Whether your organization has implemented a BYOD policy or is still struggling with the intermingling of personal and work-related communications on employer-issued devices, some best practices are starting to emerge. (Item #2)   Employer monitoring of its communication systems generally is considered to be a responsible business practice. (Item #3)

The privacy issue isn't going away any time soon, though the commercial social media sites have deftly surfed the edges of the wave. (Item #4)   Here are some steps toward balancing employer security with employee privacy. (Item #5)   An employer should establish and communicate clear written policies for employee monitoring and educate supervisors when monitoring is permissible. (Item #6)

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