By Ron Coates, 17 November 2000 14:31
NEWS Speaking at a TUC conference on the Human Rights Act, Monks said: "Good relationships at work are based on trust. The recent regulations have left many employees worried that managers might be snooping on their personal emails and employers fear that if they open any email containing private information they may breach the Human Rights Act. "But instead of banning personal email at work, it makes more sense to consult with the workforce and draw up guidance which protects and reassures everyone." The TUC and the Industrial Society are recommending that: users should be warned that emails may be scanned for obscene, indecent, racist or illegal remarks; allow for the occasional and reasonable personal use of email; managers not monitor or read emails between union reps and members; and, employers remind staff that emails may be checked by others at work if they are absent. Guidelines add: "Good employers with email policies will usually seek the consent of an employee before monitoring takes place and only act after a complaint has been received." The union cited a case in which a secretary had brought legal action after being subjected to excessive monitoring.
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