-----Original Message-----
From: mouss [mailto:[EMAIL PROTECTED]]
Sent: Thursday, September 21, 2000 08:47
To: [EMAIL PROTECTED]; Paul D. Robertson
Cc: [EMAIL PROTECTED]; [EMAIL PROTECTED]
Subject: Re: Truth or Fiction
At 16:26 20/09/00 -0700, [EMAIL PROTECTED] wrote:
>Paul is absolutely correct, sometimes I leave sections missing as an
>exercise to the reader.. :)
I'll add ome more:
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
Only until he gets caught. Then it becomes a crime. Even if not caught it is
still illegal. Just because one isn't caught doing illegal things doesn't
make it OK to do them.
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 true. The phone isn't the employee's. Many companies use PIN numbers
to track long distance calls. Any long distance call that is not business
related, the employee is responsible for. Many companies use this to
generate "fun money", which is used for company picnics etc.
Employee ABC at company XYZ must quit the company at 5PM (or any leally
official hour).
True. A company can't make some one work more hours. A company also doesn't
need to reward that type of employee.
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 a ridiculous point.
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.
Monitoring has nothing to do with performance. I don't see how you can draw
a parallel.
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.
Correct, provided the company believes that something illegal is going on,
they can seek law enforcement assistance, obtain a warrant, and monitor
whatever they (in this case the law) want. Also, nothing precludes a company
from legally obtaining a PI to do the monitoring... no warrant needed,
although the PI must make he does nothing illegal while monitoring.
Children of ABC born while he is employee at XYZ belong to the company and
should work for the company.
Ridiculous point. Not worth discussing.
Since health of th employee are important for his productivity, the
employee may not have sex, go to bars/discotheques,
... He should ask the HR dept for the allowed activities.
Ridiculous point. Not worth discussing.
and finally, an information from company XYZ: The high staff has schedled a
meeting to anayze the situation after
all employees have left to other places. They are checking whether they can
pursue them for endagering the company.
I think something is lost in the language on this point. I don't understand
what you are trying to convey.
Is this reality or a fiction movie?
so ok, imagine my boss comes and say, "well guy, time to monitor your
activity....", does these legal papers
give him an answer to my "well boss, you'd better monitor those who will
stay, cos' I'm leaving" ?????
legal stuff is only used to decide which thing goes where (the PC stays in
place, my brain-or whatever I have in my head-
stays with me)
Forgive the bluntness, but most employers would say "don't let the door hit
you where the good Lord split you". And if you signed an intellectual
property clause, there is a good chance that even that which is in your
brain is theirs. It doesn't stay with you. They bought and paid for the
ideas with your salary.
cheers,
mouss
I think this topic has devolved enough to no longer be relevant to this
particular list
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