In this era of personal and professional electronic communication, many of us ask the same question: do we maintain our personal privacy rights when we go to work?

I have heard many conversations about employees reprimanded for inappropriate Internet use, or others punished for sending personal e-mails or making casual phone calls on company time. Does that mean we, as American employees, are deprived of any real privacy at work?

Experts’ opinions on this question leave no shadow of a doubt. Businesses have the full right to conduct near total electronic-telephone monitoring of its employees.

According to recently published study by the American Management Association (AMA), the practice of active monitoring at the workplace has become a routine. In 2000, the study said, 35 percent of respondents were engaged in monitoring practices, but in the last year the number has climbed to 80 percent.

Also, the American Management Association data said that 51 percent of American companies use video surveillance to observe at least some activities at the office. In 10 percent of all video monitoring situations, specially trained people follow the work of the certain categories of employees, while in 6 percent of such cases the entire personnel are monitored without exception. It may be reassuring to know that 85 percent of companies using video monitoring equipment at least notify their staff.

Daniel Tynen, an expert on workplace surveillance, said that most Americans do not realize what kind of world they are living in today. Many sincerely believe the myths they themselves create about workplace privacy, which have become a fiction long ago.

Myth No. 1

“Employees are not monitored at my company.”

Like in the Ecclesiastes, “Bliss to those who believe,” but the reality is different. Currently two-thirds of American businesses, according to the American Management Association results, monitor their employees’ Internet use. Fifty-two percent scan employee e-mail messages and 1 in 5 firms eavesdrop on any messages sent to addresses of organizations or private individuals.

This "espionage" is brought on not only by the hyper-suspiciousness of management, but also by some legitimate reasons. One, for example, is the series of successful lawsuits filed by female employees against companies whose employees were viewing pornographic material on their computer screens at work.

Furthermore, managers justify these tight controls over Internet use by citing risks posed to companies from computer viruses introduced through casual Web browsing.

Myth No. 2

"Companies must notify their employees of internal surveillance."

Actually, no, they do not. First, most business owners are not obligated to inform their employees about monitoring. Second, new technologies make it possible to spy in such a way that personnel will not even suspect what is happening. It is possible, of course, to inquire of management about the existence of monitoring programs and, if none exists, to request that such be started.

Myth No. 3

"I do not visit inappropriate websites that my boss would object to."

Actually, according to a Center for Business Ethics (CBE) study with Bentley College, 90 percent of the surveyed employers stated that they were not against the reasonable use of various Internet resources; however, less than half of them could concretely define their position. Thus, four out of five managers said they do not oppose their employees visiting new Web sites, but nearly 50 percent stated they are against Internet use for personal purposes, such as purchase of goods, payment of bills, and the like.

Myth No. 4

"Management is not allowed to eavesdrop on my e-mail conversations."

This goes without saying, but if, and only if, e-mail conversations are conducted through your personal home computer. However, employers have the right to read anything carried by company e-mail servers they pay for. According to the survey, 60 percent of businesses scan or block the transfer of any e-mail messages at their discretion. A study carried out by Forrester Consulting and Proofpoint showed that 44 percent of firms participating in the survey hire specialists, assigned to become familiar with all messages passing through company e-mail systems. The CBE/Bentley College report says that only in one third of all cases is personnel informed about such practices.

Myth No. 5

"I can get around all obstacles set up by administrators, using electronic protection from monitoring, used by the web sites I visit."

To believe this, at the very least, is naive. Company management also has modern technologies available, such as Websense or SurfControl, capable of blocking employees from visiting designated websites. It is also possible to monitor the amount of time spent on various websites without blocking access.

American Management Association data said that one of five businesses use special ‘keystroke logger’ technology that essentially makes it possible to read everything you type. Another technology enables administrators to review everything that appears on your monitor.

Myth No. 6

“If I work from home, my employer cannot monitor my activities."

This is not entirely the case. If the Internet connection and your home computer are paid for by you, then you are independent from encroachment by "corporate brother."

However, if the equipment is given to you by a firm and you work through the company network, your perceived independence is false. You are still under the under potential surveillance.

Myth No. 7

"If I delete information, the boss will not find out."

Wrong. Contemporary technologies make it possible to preserve information for a long time, even when deleted.

Myth No. 8

"My privacy at work is protected by law."

Unfortunately, the laws that restrict the monitoring of employees only pertain to government agencies and practically do not apply to private firms.

Myth No. 9

"I will not be fired even if management finds me inappropriately using the Internet."

Incorrect, again. In the past year, one of every four companies surveyed in the comprehensive American Management Association report fired employees who misused the Internet. In 2003, the percentages of those individuals fired grew considerably from 2001 and 2002.

Monitoring at the workplace is not limited to Internet and e-mail usage, however. Workers’ telephone conversations can also be tapped.

Both state and federal laws permit company administrators to listen to conversations of their employees and subscribers.

In principle, personal calls are protected; however, if the company policy forbids conversations of a personal nature on company telephones, then surveillance is permitted.

Management also has the right to archive telephone numbers called by company employees.

Experts advice

To maintain privacy of your conversation, use a cell phone or a public payphone.

Also, in some cases the law allows for a search of work information and premises without a warrant. If a manager suspects an employee stealing confidential business information, they have the right to read and even remove documents located on the desk of the suspected employee.