Three things that will enable you to call your employees out on their Internet usage
1. Set out a strict and SPECIFIC policy
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 ***************
50 Legally approved HR Policies and Procedures your company can't do without
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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.
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.