Assuntos
Confidencialidade/legislação & jurisprudência , Revelação/legislação & jurisprudência , Financiamento Pessoal/legislação & jurisprudência , Seguro Saúde/legislação & jurisprudência , Direitos do Paciente/legislação & jurisprudência , Health Insurance Portability and Accountability Act , Humanos , Estados UnidosRESUMO
Two 2010 court cases that determined the effectiveness of policies governing employees' use of employer-provided communication devices can be used to guide employers when constructing their own technology policies. In light of a policy that stated that "users should have no expectation of privacy or confidentiality," one case established that the employer was in the right. However, a separate case favored the employee due, in part, to an "unclear and ambiguous" policy. Ultimately, employers can restrict the use of employer-furnished technology by employees by: 1) clearly outlining that employees do not have a reasonable expectation of privacy in their use of company devices; 2) stating that any use of personal e-mail accounts using employer-provided technology will be subject to the policy; 3) detailing all technology used to monitor employees; 4) identifying company devices covered; 5) not exposing the content of employee communications; and 6) having employees sign and acknowledge the policy.