On Tue, 14 Mar 2000, Ng, Kenneth (US) wrote:
>
> On Tuesday, March 14, 2000 2:12 PM, [EMAIL PROTECTED]
> [SMTP:[EMAIL PROTECTED]] wrote:
> > Disclaimer: Elron Software, my employer, is a content filtering company
> > Marcus J. Ranum said:
> > >terminate the top 2 employees who violate your
> > >acceptable use policy. Make sure everyone knows that's why
> > >they were terminated. The problem will stop pretty fast, I
> > >guarantee it.
> [edit]
> > If you want to avoid legal troubles:
> >
> > 1) Put an Internet Usage Policy in place (aka an Acceptable Usage
> > Policy)
> > 2) Make sure every employee/student is aware of it, you might go so
> > far as having them sign an acknowledgement
> > This is clearly something for the HR dept. if you're in a
> > corporate setting, Marcus is right about that
> > 3) Inform them if you are going to monitor to enforce the policy
> > (whether it's real time monitoring or logfile reviews)
> > 4) Enforce the policy consistently, whatever the policy is, (you
> can't
> > single out 'worst offenders')
>
> Good point, the enforcement has to be consistent or you risk a lawsuit. But
> here is a question: can you start enforcement with the worst offenders? How
> about if you monthly post ALL the offenders, sorted by volume? If you find
> a bunch of people doing something wrong, can you start with the worst
> offender as long as you have the intention of doing the entire list?
A point that seems to be missed is that the employee is not being fired,
dismissed, terminated, etc. for accessing a web site that contains obscene
or pornographic material.
The employee is being terminated for fraud and breach of contract. In the
cases that I have had to investigate, the fact that an employee was buying
"sexual aids", viewing pornographic movies, or participating in a "chat
room" is largely irrelevant. The data collected about the web sites, the
pages, or the chat rooms visited; the times of the visits; and the
duration of the visits is merely evidence that the employee has submitted
fraudulent time sheets or other evidence of work performed.
I give HR a report on how much time the employee was spending during work
hours on activities unrelated to work and a "sealed" disk containing the
evidence of what they were doing. To date, no employee has asked to see
the contents of the "sealed" disk. Nor has any employee sued the company
for wrongful termination.
So there is no problem picking out your two top offenders.
It doesn't take long for the employee's coworkers to figure out what they
should and should not be doing.
Merton Campbell Crockett
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