Management should ensure that monitoring is narrowly tailored, that the need for the monitoring is supported by a legitimate business justification and that employees understand they have no reasonable expectation of privacy when they are using employer-provided equipment and systems, such as computer networks, telephones and pagers (Workplace Monitoring, 2019). It’s important from a values perspective that employers and employees are open about the activities that occur during work hours. Any monitoring that occurs should be conducted as a means to protect the organization against security threats and not as to damage employee and employer relationships or reputations.

Employees who are open about their online activities and who do not take advantage of the system are more than likely to perform better on the job. Most employers are flexible and allow a work life balance for employees. Individuals should be aware of and monitor their own activities to ensure they do not violate company policies. No matter who the employer is we all know what acceptable and unacceptable behavior in the workplace is. Going to prohibited websites, posting negative or discriminatory materials online and using vulgar or threating language in the workplace is unacceptable. Proverbs 10:14 says, “The wise store up knowledge, but the mouth of a fool invites ruin” (New International Version).

Monitoring employees requires employers to provide disclosures and copies of the policies. Remind employees that you retain the right to monitor all social media activities including the right to view Facebook and Twitter postings made while away from work (Bennett-Alexander & Hartman, 2015, p. 707). We require all new hires to read, review and sign off consenting that they are being monitored. The policies include video, telephone, computer, and internet monitoring. When dealing with the maze of privacy issues that come up in the employment setting, it is a good idea to consult local counsel (Nagele-Piazza, 2018). To safeguard against legal issues and protection of employee privacy the organization should seek legal advice.