Get your employee's consent to monitor their emails with this one tip
You may wish to monitor employee communications in the workplace so you can ensure overall efficiency within your business.
But remember that in order to do this, you'll need to get written consent of the employee, or employees, concerned. Legal compliance here is key.
Getting legal consent can be quite a challenge, and understandably so, because when it comes to privacy, not everyone would just open up. A fair practice could even lead to an unfair dismissal in the future.
So what can be done then? Well, the answer is here…
57 ready-to-use contracts, policies and forms for every employee situation
The Industrial Relations Toolkit
provides instant access to downloadable employment contracts, policies and forms
– all approved and checked by qualified labour consultants. It's your own DIY Industrial Relations Toolkit
at your fingertips which will save you oodles of valuable time and thousands in consultant fees.
Get it now
A great piece of advice would be to get prior consent through a communications policy which forms part of your employees' contracts.
So any new employees will have to accept this policy when they accept employment with you.
A sample clause could be: 'It's necessary for the proper and efficient conduct of the business that the company intercept and/or monitor employees' communications from time to time. To regulate this you are required and hereby consent to the company intercepting and/or monitoring any direct and/or indirect communications to which you are a party and…' (Click here to see more)
*But, when it comes to existing employees, the situation can be a little more difficult. In other words, how can you get their consent and, or, be able to monitor their communications?
Well then, subscribe to Labour Law for Managers
today to find out…
You have an obligation to protect your employee's personal information.
You have to protect your employees' data and personal information. This is according to the Protection of Personal Information Act (POPI).
If the employee's personal data is leaked and it lands in the wrong hands, you could face a fine of up to R10 million or a prison sentence.
But, you can avoid this…Here's how…
Note: 5 of 1 vote