Computers are wonderful. It used to take 10 people a long time to do a big task and still they would get it wrong. Now, a computer can get it wrong in seconds.
And now that computer is connected to the Internet, so with the push of a single mouse button the entire world, at least those who subscribe to Facebook, may learn about your mistake right after it happens.
You probably already protect your computer network with firewalls and anti-virus, anti-spam and anti-spyware software. But what about damage from within? There are many hazards in the use of computers at your business that start with the people using them.
First, how much time are you losing because your employees are sending personal messages, texting friends or following some celebrity Tweet? You walk by and they look like they're working.
Sure, you can you monitor their computer use, but there are costs, both time and goodwill. If you read my last column, you know that there are legal issues involved in monitoring anything at work.
Second, you can be liable for some of the things your employees send using your computers. Is it slanderous? Harassing? Offensive?
Is an employee badmouthing a competitor by posting to Facebook during lunch? You may have a legal obligation to recognize such activity and take steps to prevent it.
What are employees downloading onto your computers? Are they loading software illegally? The Business Software Association will happily sue you. Are employees unwittingly injecting viruses into your system by opening videos and other attachments from friends?
Conversely, is your proprietary information safe? All it takes is a thumb drive to remove a whole customer database. Which of your employees has access to valuable or confidential information? Do you have measures in place to prevent unlawful removal and disclosure?
Finally, your own reputation may be harmed by employees posting false or disparaging comments about your business on outside Web sites. Can you fire an employee for making comments outside of the office?
What about free speech rights, whistleblower protection and every employee's right to discuss wages and working conditions? As the Wicked Witch of the West said, “These things must be done del-icately!”
Employers are not entirely without rights. Your best protection is to have a clear written policy about the use of your computer systems and the Internet.
It should ban unauthorized software and severely limit personal use of company e-mail systems. It should also limit the employee's expectation of privacy at work to allow for monitoring in appropriate situations. It should remind employees that some information is confidential and must not be shared with anyone.
Not all of these areas are legally clear. New laws, regulations and cases interpreting them are emerging continually and your policy may become out of date from time to time.
Be prepared to have it reviewed periodically for legal compliance. Provide training for employees and supervisors, and update the training when the rules change.
Before taking action against an employee based on computer use, be sure to check with your employment lawyer.
And now that computer is connected to the Internet, so with the push of a single mouse button the entire world, at least those who subscribe to Facebook, may learn about your mistake right after it happens.
You probably already protect your computer network with firewalls and anti-virus, anti-spam and anti-spyware software. But what about damage from within? There are many hazards in the use of computers at your business that start with the people using them.
First, how much time are you losing because your employees are sending personal messages, texting friends or following some celebrity Tweet? You walk by and they look like they're working.
Sure, you can you monitor their computer use, but there are costs, both time and goodwill. If you read my last column, you know that there are legal issues involved in monitoring anything at work.
Second, you can be liable for some of the things your employees send using your computers. Is it slanderous? Harassing? Offensive?
Is an employee badmouthing a competitor by posting to Facebook during lunch? You may have a legal obligation to recognize such activity and take steps to prevent it.
What are employees downloading onto your computers? Are they loading software illegally? The Business Software Association will happily sue you. Are employees unwittingly injecting viruses into your system by opening videos and other attachments from friends?
Conversely, is your proprietary information safe? All it takes is a thumb drive to remove a whole customer database. Which of your employees has access to valuable or confidential information? Do you have measures in place to prevent unlawful removal and disclosure?
Finally, your own reputation may be harmed by employees posting false or disparaging comments about your business on outside Web sites. Can you fire an employee for making comments outside of the office?
What about free speech rights, whistleblower protection and every employee's right to discuss wages and working conditions? As the Wicked Witch of the West said, “These things must be done del-icately!”
Employers are not entirely without rights. Your best protection is to have a clear written policy about the use of your computer systems and the Internet.
It should ban unauthorized software and severely limit personal use of company e-mail systems. It should also limit the employee's expectation of privacy at work to allow for monitoring in appropriate situations. It should remind employees that some information is confidential and must not be shared with anyone.
Not all of these areas are legally clear. New laws, regulations and cases interpreting them are emerging continually and your policy may become out of date from time to time.
Be prepared to have it reviewed periodically for legal compliance. Provide training for employees and supervisors, and update the training when the rules change.
Before taking action against an employee based on computer use, be sure to check with your employment lawyer.