I have not been following all posts but from what I can tell
you probably have a completely different situation in the US as
opposed to what we have in Sweden.
Legislation protecting your rights as an employee are(used to be) very strong.
They are getting undermined as a lot of business are sold out
to us or eu businesses.
Swedish companies are not entitled to "do whatever they like" with
information on a pc they have supplied an employee with.
They can't go opening desks drawers when ever they feel like
it and they can not search your personal belongings even
if they are contained in a company desk.
They can not monitor calls, mails or any of that stuff without very
good reason and only after the proper "ombudsman" has said his piece.
If it's a criminal investigation - police not the company should break into
lockers, pc:s and drawers.
I can imagine that the situation is different in all parts of the world
and it is therefore my opinion that this discussion takes us nowhere.
We can ofcourse discuss whether things are good or bad or otherwise
but I for one would appreciate if this discussion is moved to another list
alternatively that this thread is taken to a level where it can have a more
direct
relevance to us being interested in firewalls.
//OLAS
"Paul D. Robertson" wrote:
> 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
> -----------------------------------------------------------------------------
> Paul D. Robertson "My statements in this message are personal opinions
> [EMAIL PROTECTED] which may have no basis whatsoever in fact."
> PSB#9280
>
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