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  • 9 Pages

Managing Telecommuting: Employee Privacy Issues and Creating a Telecommuting Policy

 

Does your telecommuting arrangement include acknowledgement and consent by your employees to all forms of electronic monitoring?

Unless the employer has the employee’s consent, the employer may not be able to have physical access to the employee’s home workplace. It is important that, in any agreement concerning a telecommuting arrangement, the employee expressly consent to grant physical access. Similarly, all Internet, electronic mail, and voicemail privacy and monitoring policies should be made expressly applicable to telecommuting employees. Some employees may believe that they have a greater expectation of privacy in their home than at the home office. This white paper reviews intellectual property and information security issues and discusses certain items to take into account when creating a telecommuting policy.

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Managing Telecommuting: Employee Privacy Issues and Creating a Telecommuting Policy

Agenda

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Managing Telecommuting: Employee Privacy Issues and Creating a Telecommuting Policy

Faculty

Paul M. Ostroff

Paul M. Ostroff

Lane Powell PC

  • Shareholder with the law firm of Lane Powell PC in Portland and Seattle
  • Practices in all phases of labor and employment law
  • Named in The Best Lawyers in America, Labor and Employment, 2011 to 2020
  • Named an Oregon Super Lawyer
  • Frequent speaker on labor and employment issues before national and regional professional and business organizations
  • Member, Oregon and California bar
  • J.D. degree, University of California, Hasting College of Law; M.B.A. degree, University of Chicago; A.B. degree, University of California, Berkeley
  • Can be contacted at 503-778-2122 or [email protected]
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Managing Telecommuting: Employee Privacy Issues and Creating a Telecommuting Policy

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