--Lewis Maltby

--Lewis Maltby

Employers don't need to practice wall-to-wall monitoring of employees' social media to protect their legitimate interests.

雇主不需要对雇员的社交媒体进行全方位监控来保护自己的正当利益。

Yes, employers have a legal right to monitor employees' conduct on their work computers. But the only time employers have a legal duty to monitor employee communications is when the employer has reason to believe that the employee is engaged in illegal conduct.

没错，雇主有监控雇员在公司电脑上行为的合法权利，但雇主唯一有法律义务监控雇员沟通情况的时候是雇主有理由认为雇员参与了非法行为。

Many successful companies do exactly that -- monitor only when there is a solid reason to suspect employee wrongdoing. These policies have been in place for years and work well.

许多成功的公司都是这样做的――只有有充分理由怀疑员工行为不当时才会监控。这些政策已经存在多年，而且非常有效。

The fact is, the vast majority of what employees do on the Internet has nothing to do with work, takes place during their private lives and is done on their personal computers. Once again, employers should get involved with employees' private lives only when there is reason to be concerned.

事实情况是，雇员在网上的绝大多数行为都与工作无关，基本都发生在私人生活中，而且都是在雇员的私人电脑上进行的。再次强调一下，雇主只有有充分理由怀疑的时候才应该干涉雇员的私人生活。

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