On Thu, 21 Sep 2000, mouss wrote:
> I'll add ome more:
That's more than one ;)
>
> Employee ABC at company XYZ can trash the PC if nobody sees him, and then
> argue that he can't
> deliver at time because the employer's PC is trashed, and the employer is
> responsible of giving
> adequate productivity tools to the employee
This has happened before, and will probably happen again, trashing the
computer falls outside of most acceptable use policies, so if the employee
gets caught, they can be terminated.
> Employee ABC at company XYZ cannot call anyone outside without having
> explicit authrization of
> his superiors, as the phone belongs to the company, not to the employee.
This is generally true. Most employers allow non-infringing telephone
use, but may legally monitor calls as long as they've covered the ECPA
issues. Many companies do strict call accounting. My last company had
corporate employees sign their phone logs and return the signed log to
their supervisors each month. Call center type operations generally don't
allow personal phone calls except on official breaks as far as I recall.
> Employee ABC at company XYZ must quit the company at 5PM (or any leally
> official hour).
In some companies (admittedly not many) employees must leave the premesis
or certain portions of the premesis by a certain time.
> Employee ABC at company cannot go pissing during work hours. He has to wait
> until 5PM. If he cannot,
> then he must work one hour more for each minute spent in the toilets (by
> the way, toilets are to be used
> solely by the employer).
This is against labor law and health law in the US.
> company XYZ will pay the employee based on the result of the monitoring. If
> his manager judges that his
> work is insufficient, the employee will be pad a minimum.
Performance-based pay was becoming popular at one point, however it's
fraught with potential lawsuits and contract difficulties.
> company XYZ has the right to monitor all the conversations and acts of the
> employee, even when out of the office.
> This is to guarantee (to verify:) that the employee doesn't divulgate any
> confidential information about the company.
This is covered by law- though I suspect that during my time in the
military at least some off hours verification was done ;)
Paul
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Paul D. Robertson "My statements in this message are personal opinions
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