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Grant Davies
Member - 2 posts
John,
I have just asked a similar question of WPL in relation to 2) Can the emails of an employee be monitored by the employer without prior notification (if deemed necessary)?
When you say 'Staff emails can be monitored but generally the staff need to be told in advance that this will happen...' if this is made clear in the email policy would this be viewed as sufficient notification?
the responce I received was
'.. this may be addressed by the employer's e mail and internet use policy. If there is no such policy the employer may access the email unless the employee can argue that the circumstances gave rise to a legitimate expectation of privacy. If there is no such expectation then e mails can be opened without advising those involved. I would strongly recommend that the situation is put beyond doubt by putting in place appropriate policies....'
I am slightly confussed!
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Grant Davies
Member - 2 posts
I've had several requests recently about working from home by secretarial staff who currenlty work part time. They want to expand their working day, but do it at home rather than in the office, as it fits in with thier home life balance. Does anyone know if we can just reject these requests, as they do not fit in with the culture of the current work environment, and will also entail more checking and managing to ensure we comply with H&S and are also able to manage the workload?
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