Employer monitoring of telephone calls and electronic mail Staying within the employer exceptions under federal law

Employer monitoring of telephone calls and electronic mail

Staying within the employer exceptions under federal law

Twomey

David P.

Twomey, David P.

Dept. of Business Law, Carroll School of Management

Author

text

article

1995 1995 monographic

1995

monographic

English eng

English

eng

electronic application/pdf digitized other analog

electronic

application/pdf

digitized other analog

This article analyzes the extent to which, under federal law, employers may legally monitor employee telephone and email communications that take place on company equipment. Employers may desire to monitor (intercept, record and listen to) employee telephone conversations and email communications, in the ordinary course of business in order to evaluate employee performance or customer satisfaction, or document transactions between employees and vendors, or to meet security, efficiency or other needs. Email is now the default mode of communication in the workplace, and while employers note its efficacy, employees typically have a different view of employer monitoring, and this article discusses how courts reconcile the competing interests of employers in business performance, with employees’ desire for privacy and autonomy.

Version of record.

Business Law Review 1051-175X 28 119 125 pp. 119-125 Spring 1995

Business Law Review

1051-175X

28 119 125 pp. 119-125 Spring 1995

119 125 pp. 119-125

119

125

pp. 119-125

Spring 1995

Use of this resource is governed by the terms and conditions of the Creative Commons "Attribution-Noncommercial-No Derivative Works 3.0 United States" (http://creativecommons.org/licenses/by-nc-nd/3.0/us/)

Business Law BLR-v28-Twomey-p119-QC.pdf businessLawGlobalPermission.pdf businessLaw.jpg

Business Law

BLR-v28-Twomey-p119-QC.pdf

businessLawGlobalPermission.pdf

businessLaw.jpg

MChB English eng

MChB

English eng

English

eng