Advanced Search

Employee monitoring is common and usually allowed as long as your employer has a business-related reason.

While it can be more convenient and add to your productivity to use your personal devices (computers, phones, etc.) for work, there are some risks to consider.

Your employer could be concerned about protecting information for business or legal purposes (increased privacy and security risks when you use your own devices or network).

MDM software allows employers to have varying degrees of control over devices (like phones and tablets) that their employees use for work purposes.

In 1973 the U.S. Dept of Health Education and Welfare (HEW) to look at the impact of computerization on medical records privacy. The members wanted to develop policies that would allow the benefits of computerization to go forward, but at the same time provide safeguards for personal privacy.

From the expansion of certain protections to the use of automation technology in law enforcement, this legislative session once again saw a number of bills centered around data privacy.

Pat was required by the court to be electronically monitored for a drug and alcohol related conviction. She was upfront about her situation with her supervisor and the human resources department at her workplace. They assured her she would not lose her job.

Sally's home was badly damaged in an earthquake. She had to vacate it so that repairs could be made. The phone company was unable to find her new address in order to mail the final bill and eventually sent her bill to their collection department.