If the technology used is owned by a company, generally, what happens on that technology is fair game for HR monitoring. Jennifer Lee Magas, an employment law attorney and vice president of Magas Media Consultants, LLC, said in many cases state law and company policy permit the monitoring of emails if the employee’s computers and network are owned by the company.
Sometimes HR is looking to make sure employees are on task, while in other instances it is looking to root out employee bullying or other foul play. Companies are also not quick to let on to employees their activities are being monitored, although many times the inquiries only come if prompted by suspected foul play.