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Can an employer legally monitor an employee\u2019s internet activity during on-duty hours? Yes, generally, employers have the right to monitor their employees\u2019 use of the Internet on computers owned by the employer, during employees\u2019 on-duty hours. Employers concerned about lost productivity, viral invasions, dissemination of proprietary information and their liability for sexual and other forms of harassment, believe that monitoring is an important deterrent to inappropriate Internet and computer usage. Employers can monitor an employee\u2019s internet use, software downloads, documents stored on their computer, emails, social networking sites, instant messaging, etc.<\/span><\/p>\n According to the federal Electronic Communications Privacy Act (ECPA), an employer-provided computer system is the property of the employer. Therefore, employers that provide you with a computer system and Internet access are free to monitor almost everything that you do with the computer and Internet access with which you have been provided. This is especially true when an employer gives you a written policy regarding the monitoring of your computer use. Courts have generally agreed that an employee does not have a reasonable expectation of privacy when using a device owned and issued by the employer. However, some union contracts or state laws (such as those in California), may limit an employer’s ability to monitor your computer activity. With that being said, employers concerned about their liability or loss of productivity caused by an employee\u2019s Internet surfing during work hours, can legally fire an employee for his or her Internet use.<\/span><\/p>\n