Misuse of computers ranged from excessive use of social
networking sites such as Facebook to the viewing of material deemed
inappropriate for work and the sending of offensive emails.
The figures reveal how big a problem employers face when trying
to balance the need to limit a company's exposure for employee
actions or losses through time-wasting with the expectation of
employees that they will be permitted to use work computers for
some personal use.
The Observer submitted a freedom of information (FOI) request to
65 public bodies. Amongst the 1,722 disciplinary cases it found
that 132 people were sacked, a further 41 resigned and 1,554 people
were warned about their behaviour.
The figures found that the Ministry of Justice sacked 30 people
over the three year time period for conduct related to IT use,
while the Department for Work and Pensions cautioned 313.
One offensive video clip forwarded around the email addresses of
employees of Hertfordshire police resulted in 25 people being
disciplined, the figures showed.
Trade unions have warned employers that any action taken over
such activities must be in line with policies established by
employers so that workers know where they stand.
Employment law expert Ben Doherty of Pinsent Masons, the law
firm behind OUT-LAW.COM, agreed that the establishment of rules is
a crucial part of managing employees' use of computers.
"Improper use of email and internet facilities in the workplace
is currently a hot topic for lots of our clients. This is partly
due to the publicity surrounding the success of Facebook and
Myspace," said Doherty.
"We advise employers to ensure that they have a email and
internet use policy setting out what, if any, personal use of the
internet and email is allowed at work," said Doherty. He said that
having a policy is not enough on its own: it must be actively
communicated and enforced.
"It is important that this policy is clearly communicated to all
employees and that the employer monitors compliance of it and takes
the appropriate enforcement action if they discover a breach. The
internet policy should also cross reference the disciplinary
policy, that the employer is required to follow."
