Abstract
With employee access to the Internet and external E-mail networks quickly becoming the norm, employers are becoming increasingly concerned with monitoring the activities of their employees at work. Figures show that 84% of the most serious frauds are committed by employees [1]. After the case of Morse v Future Reality [2] employers are justified in worrying about their exposure to sexual or racial harassment claims as a result of the downloading of pornography or circulation of distasteful jokes by E-mail. Employers are also concerned with their potential liability for defamatory statements made on their E-mail networks.
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