FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W1803459248> ?p ?o ?g. }

• W1803459248 startingPage "32" @default.
• W1803459248 abstract "In this fledgling field of law, the safest course for employers is to have a clear written policy that is made known to employees and uniformly enforced Gentlemen don't read each others mail. Henry L. Stimson, explaining (some say facetiously) the decision of the War Department to close its decoding office. joke around here is, `Why did it take you 1,700 pages to say: The employer can do it?' Ohio State law professor Camille Hebert, author of Employee Privacy Law (West 1993), as quoted in High Tech, Low Privacy, by Michael Higgins, ABA Journal, May 1999. IF E-MAIL is not already the most frequently used means of communicating in the workplace, it is close to it and gaining on its only rivals--face-to-face meetings and telephone conferences. This year, it is expected that 40 million users the world over will transmit more than 60 billion communications.(1) Many of these will be sent from, to and within the senders' workplaces. According to a 1998 survey conducted by the American Management Association, 20 percent of companies monitor their employees e-mail, an increase of 5 percent from a similar 1997 survey.(2) As the years pass, it can be presumed that the numbers will be even higher. These staggering figures epitomize monitoring by employers and employee privacy rights are significant and timely issues facing the employers and their workplaces. What are the issues surrounding employer monitoring, including the rights and needs of companies to protect their property and themselves from liability, particularly with respect to harassment suits? The rights and needs of the workplace must be balanced against the privacy rights of employees. Do employees have a legitimate expectation of privacy with regard to and Internet use? One must examine the constitutional, statutory and common law origins of privacy protection for employees, along with applicable case law that has explored privacy issues in the workplace, including monitoring. The case law and statutes have yet to keep pace with the changing technologies. Currently, there are no clear guidelines with respect to these monitoring issues, but it is evident that employers have the proverbial upper hand, at least for the time being. The best defense for an employer in light of the case law and statutory ambiguities is to have a clearly written, uniformly enforced policy that is disseminated to all employee users. THE NEW ENVIRONMENT For most employers and employees, as well as the rest of us, is a relatively new phenomenon. It was not so long ago that was called electronic mail and was as foreign a concept as that information superhighway. E-mail's days of anonymity are long gone. Today, it is a common, if not necessary, tool used to facilitate communication, particularly in the workplace. It has revolutionized the workplace. E-mail use has exploded, primarily because it is fast and easy to use. In a world of increasing workloads and decreasing available time, provides a way to manage the burden. If people need an answer to a question, they can just shoot an e-mail to our more knowledgeable co-worker. No need to worry about listening to voice mail, or worse, listening to co-workers pontificate on subjects on which they are self-proclaimed experts. No need to worry about the formalities, as well as the time and expense, that a letter requires. E-mail is at once less formal and potentially more personal. These attributes also may some of e-mail's biggest shortcomings. Less formal means that senders have devoted less attention to what is being written. More personal means that senders may include confidential, offensive or sensitive information, believing that they are sending private, intimate message for the recipients' eyes only. E-mail has the added benefit of being more direct. …" @default.
• W1803459248 created "2016-06-24" @default.
• W1803459248 creator A5007425681 @default.
• W1803459248 creator A5061525510 @default.
• W1803459248 creator A5077422522 @default.
• W1803459248 date "2000-01-01" @default.
• W1803459248 modified "2023-09-28" @default.
• W1803459248 title "E-Mail Monitoring in the Workplace: The Good, the Bad and the Ugly" @default.
• W1803459248 hasPublicationYear "2000" @default.
• W1803459248 type Work @default.
• W1803459248 sameAs 1803459248 @default.
• W1803459248 citedByCount "12" @default.
• W1803459248 countsByYear W18034592482012 @default.
• W1803459248 countsByYear W18034592482014 @default.
• W1803459248 countsByYear W18034592482015 @default.
• W1803459248 countsByYear W18034592482016 @default.
• W1803459248 countsByYear W18034592482018 @default.
• W1803459248 crossrefType "journal-article" @default.
• W1803459248 hasAuthorship W1803459248A5007425681 @default.
• W1803459248 hasAuthorship W1803459248A5061525510 @default.
• W1803459248 hasAuthorship W1803459248A5077422522 @default.
• W1803459248 hasConcept C138885662 @default.
• W1803459248 hasConcept C144024400 @default.
• W1803459248 hasConcept C144133560 @default.
• W1803459248 hasConcept C17744445 @default.
• W1803459248 hasConcept C199539241 @default.
• W1803459248 hasConcept C2776612492 @default.
• W1803459248 hasConcept C2777834853 @default.
• W1803459248 hasConcept C2778272461 @default.
• W1803459248 hasConcept C41895202 @default.
• W1803459248 hasConceptScore W1803459248C138885662 @default.
• W1803459248 hasConceptScore W1803459248C144024400 @default.
• W1803459248 hasConceptScore W1803459248C144133560 @default.
• W1803459248 hasConceptScore W1803459248C17744445 @default.
• W1803459248 hasConceptScore W1803459248C199539241 @default.
• W1803459248 hasConceptScore W1803459248C2776612492 @default.
• W1803459248 hasConceptScore W1803459248C2777834853 @default.
• W1803459248 hasConceptScore W1803459248C2778272461 @default.
• W1803459248 hasConceptScore W1803459248C41895202 @default.
• W1803459248 hasIssue "1" @default.
• W1803459248 hasLocation W18034592481 @default.
• W1803459248 hasOpenAccess W1803459248 @default.
• W1803459248 hasPrimaryLocation W18034592481 @default.
• W1803459248 hasRelatedWork W1503505164 @default.
• W1803459248 hasRelatedWork W1515289507 @default.
• W1803459248 hasRelatedWork W1532602276 @default.
• W1803459248 hasRelatedWork W1571388943 @default.
• W1803459248 hasRelatedWork W192808569 @default.
• W1803459248 hasRelatedWork W2019807442 @default.
• W1803459248 hasRelatedWork W2037653777 @default.
• W1803459248 hasRelatedWork W223555890 @default.
• W1803459248 hasRelatedWork W2294213922 @default.
• W1803459248 hasRelatedWork W2313543728 @default.
• W1803459248 hasRelatedWork W2414386923 @default.
• W1803459248 hasRelatedWork W250409221 @default.
• W1803459248 hasRelatedWork W2994429812 @default.
• W1803459248 hasRelatedWork W299950496 @default.
• W1803459248 hasRelatedWork W3017035658 @default.
• W1803459248 hasRelatedWork W309118466 @default.
• W1803459248 hasRelatedWork W325496082 @default.
• W1803459248 hasRelatedWork W327098932 @default.
• W1803459248 hasRelatedWork W809442100 @default.
• W1803459248 hasRelatedWork W854590 @default.
• W1803459248 hasVolume "67" @default.
• W1803459248 isParatext "false" @default.
• W1803459248 isRetracted "false" @default.
• W1803459248 magId "1803459248" @default.
• W1803459248 workType "article" @default.