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Tired of your employees spending too much time on the net? Clamp down on it with a privacy policy

by , 02 July 2015
Internet abuse cuts into your employee's productivity. In fact, studies show they spend 8% of their working day on personal activities. Facebook alone is responsible for about 2% of this!

What does this mean for you as the employer?

About 75 salaries out of every 1 000 are wasted. That's why today we are giving you three ways your privacy policy can stop your employees from surfing the net for personal use.

Three things that will enable you to call your employees out on their Internet usage

1. Set out a strict and SPECIFIC policy 
Your privacy policy should clearly state your company rules on personal use of the Internet and other telecommunications. You must decide whether you prohibit the personal use or if employees can use the Internet to a certain limit. Your privacy policy should also tell employees what will happen if they break the rules. 
Give some examples in your policy of punishable offences in. These could include:
- Taking part in any non-business activities during working hours
- Use of company systems for non-business purposes
- Accessing or attempts to access confidential information 
******** Here's a look at other policies you could do with ***************
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2. Monitor employee online activity 
You can only provide proof of misconduct by monitoring your employee's online activity, but this can be an invasion of privacy. 
What does the law say about monitoring your employee's online activity and how do you incorporate it into your privacy policy? 
Communications monitoring is legal, if your employee consents to it through expressed consent (employee signs a document) or implied consent (agrees in an indirect manner) 
It's also legal to monitor your employee's activity, if you meet the requirements to monitor communication as part of carrying out your business. 
For this to apply, you need to show that: 
- Interception of communication is for the purpose of monitoring and keeping record of indirect communication to establish existence of facts, investigate the unauthorised use and ensure the system operates effectively. 
- The telecommunications system has been provided in connection with your business, so the employee needs it to do their job
- Your system controller (CEO) made all reasonable efforts to inform your employee in advance of possible interception. 
3. Set out disciplinary procedures for misconduct and follow through
Your employee should know that for their action, there'll be consequences.  But don't single out an employee to 'make an example' of them, this classifies as discrimination. Follow through with disciplining all employees you find guilty of misconduct. 

Putting a privacy policy into place will end Internet abuse. 

A privacy policy will make sure your employees never waste company resources again. Your company will begin flourish, now that your employees are productive again. Make sure to review your privacy policy often, to keep up with the forever-changing cyber laws. 

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