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Avoid breaching your employee's right to communications privacy with this one tip

by , 20 October 2015
Technology plays an important part in your business as it helps it to run effectively and efficiently.

But what about employees who misuse your company's systems? What can you do when your employees' right to privacy is safely guarded?

The Interception Act allows you to intercept an employee's emails or phone, but only in certain conditions. One of them requires the employee's consent.

But what if you don't get an employee's consent, there's another route you can take:


POPI Act is coming into effect! Here's how you can comply before it's too late

There are talks about POPI coming into effect before the end of this year.

This means you have to make sure you comply with the Act NOW! If you don't comply, you'll face fines of up to R10 million and even jail time!

But where will you start?

Read here to find out…
Monitoring the destination

If you can't your employees' consent to monitor their emails and phone calls, you can monitor the DESTINATION of their communications – instead of the CONTENT itself.

This tactic can help you avoid looking directly into the communications themselves and, in so doing, avoid breaching an employee's right to privacy.

But if this is going to be your only solution, then you must keep this in mind:

·        Monitoring the destination ONLY will not be able to tell you if a phone call or email was sent for private or business purposes; and

·        At the end of the day, you could very well wish to prevent any statements, being made in employee communications, which can potentially cause a lawsuit against you.

Note that if you can get the consent of an employee, develop a strategy that focuses on your right to monitor employee communications.

*To learn more on employee privacy, subscribe to Labour Law for Managers.


Protect yourself from labour-related problems by using this practical tool

The comprehensive Labour Law for Managers Loose Leaf Service gives you all the details you need for maximum protection in labour-related problems. You will find, for example:
  • Information on the problem areas managers have to handle in the workplace daily, and appropriate solutions;
  • Valuable advice for employers, based on the ever-changing legislation;
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