1. Monitoring employee telephone communication Allow monitoring of number of phone calls, duration of calls, numbers to which calls are placed –Such monitoring does not acquire the content of the calls Monitoring content of calls legal if –Monitoring is for a reasonable business purpose –Personal calls are not monitored beyond time needed to determine they are personal –Uses regular phone equipment –Scope and manner of monitoring is not unreasonable

2. More on telephone monitoring Illegal to intercept or disclose intercepted phone communication unless certain exceptions apply: –The consent exception –The business extension exception

3. The consent exception Interception is allowed when one of the parties to a communication has given prior consent –Express consent versus implied consent –Consent for monitoring of business calls should not be considered consent for monitoring of personal calls

4. Business extension exemption Does not require consent Very specific conditions apply –Either the phone company or the subscriber furnished the intercepting telephone instrument, equipment, or component –The equipment was used in the ordinary course of business

5. Case law Pascale v. Carolina Freight Carriers Corp: voice activated tape recorders attached to telephone to monitor employees’ calls—thrown out because recorders not excepted telephone equipment T.B. Proprietary Corp v. Sposato Builders—extension phone eavesdropping OK United States v. Harpel—may not monitor personal phone calls any longer than necessary to determine they were personal in nature Sanders v. Robert Bosch Corp—recording all telephone calls in their entirety is a drastic measure if no business reason to do so

6. Recommended steps for employer Identify reason for monitoring Do not intercept personal calls Provide a separate unmonitored phone for personal calls Inform employees in writing about the policy an reason for it Only allow authorized personnel to monitor the calls Get written consent from employees If recording interstate calls, both parties to the call must have notice of the recording

7. Other employee surveillance Oral conversations –Avoid use of electronic or mechanical devices –Only eavesdrop in situations where conversations could not reasonably be expected to be overheard –Obtain consent Video surveillance –If limited to video images without sound, would not be subject to wiretap laws (don’t try lip reading cause it would be an “interception”

8. E-mail “Electronic communication” does not include the content of such communication while in storage (so interception not involved) Accessing stored electronic communication allowed if authorized by the person owning the service –Gives employers right to access stored messages on their e-mail system May intercept e-mail if necessary to provide the service or to protect the rights or property of the provider (i.e., employer)

9. More on e-mail It is safer for employers to access stored e-mails than to intercept them while in transit Always a good idea to publish policy regarding treatment of e-mail messages, whether accessing stored or in-transit messages

10. More communication monitoring Voice mail messages—treated like regular voice telephone calls Computer files—not a form of communication so don’t fall under wiretap laws because no transmission of information Computer tracking systems—no subject to wiretap laws