Employee looking for new work while on the job and HE complained to HR.

[Anonymous]

You better check the browse history of everybody that works for you.

If they also browse non work related stuff and you never reprimanded them then you are just being hostile to one person.

I would put you under evaluation.

[Anonymous]

Anonymous wrote:I'm a sr manager and I would never micromanage my employees to the point of checking their internet usage unless they weren't getting their job done in a timely manner. If that's the case then I would address the time management issue.

I know right. This is more about the OP vs the employee. At the most I would have giving him a heads ups about being able to see his browser history and asked him why he wants to leave. Though it seems very obvious why he wants to leave.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Just because he can search for anything during lunch doesn't mean he can use company equipment to do so.

Yes he can unless their is a company policy. Just like you can call your kids on your phone.

Sure.

[Anonymous]

That's just crazy. Why would you care?
I switched to my phone for all the personal use when the first hint of company equipment use was dropped. I was afraid there were people like you, and even though I thought it was improbable, my paranoia won.
I loved hearing word "headhunter" when my neighbors spoke Mandarin nearby.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Just because he can search for anything during lunch doesn't mean he can use company equipment to do so.

Yes he can unless their is a company policy. Just like you can call your kids on your phone.

Sure.

You do know that companies tried to fire women in the 60's for calling their latch key kids.

But men call their wives all the times don't eventually and pathetically companies had to put in writing that women could use the phone to call home.

the OP is being a butch for some reason she has not told us.

[Anonymous]

Anonymous wrote:I work at a staffing agency. I noticed an employee I supervise was browsing job postings while at work. His computer is synced to my iPad via the company's Apple ID. So, I can basically see his internet browsing history.

I called him into my office and asked him about it. He didn't directly admit to it, but said that he was doing research for a client on job postings in their area. I know this is a lie because he LIVES in this area and was searching for his exact job title. His client lives in a different area. I informally reprimanded him, saying it was in poor form to do this and to please do his job searches from home.

He went to HR and made a retaliation complaint. He said I have no right to dictate his internet usage, that I have no proof he was looking for himself. He said there's no policy in the internet usage agreement that it can't be used for personal browsing on lunch breaks. That being said, I have proof that he was submitting job applications based on web pages he's visited.

HR wants to meet with me tomorrow morning. Do I have any defence here or am I screwed?

This is the craziest micro management paranoia I've ever heard. Because job searching and job applying are not on the no to do company list HR will not do a thing. This person might frame it as retaliation. You could be a liability for the company.

[Anonymous]

OP you sound insufferable. No wonder he's looking. HR will prob reprimand you. You showed poor judgment and sound like a liability.

[Anonymous]

I'm a relatively new employee. I have actual work to do for about 20 percent of the time at my job, so I occasionally browse job postings that come to my inbox from LinkedIn. It's out of curiosity, not because I'm planning to leave my job -- although if they don't give me some more work to do soon I might start looking seriously.

[Anonymous]

OP you mayst have posted from your work because your nutter employee has found this thread!

[Anonymous]

OP, what is he claiming retaliation for? You didn't state that.

Retaliation is a claim for protected activity -- a claim of discrimination on the basis of gender, race, etc. Has he made such a complaint?

In other words, he is claiming that the only reason you have reprimanded him for his internet usage is to retaliate for his earlier discrimination complaint.

[Anonymous]

Anonymous wrote:OP, what is he claiming retaliation for? You didn't state that.

Retaliation is a claim for protected activity -- a claim of discrimination on the basis of gender, race, etc. Has he made such a complaint?

In other words, he is claiming that the only reason you have reprimanded him for his internet usage is to retaliate for his earlier discrimination complaint.

And of course HR has a duty to investigate whether there is any validity to this.

[Anonymous]

Two separate issues here. HR will probably drop it, Opie. Friend going is retaliation is not going to win him this complaint

Second, I agree with all the posters who said you're micromanaging. Why are you checking his browser history? As others have said, if it's an issue with productivity, you raise that issue.

This is one of those situations where I even when you win you're losing and vice versa for him

[Anonymous]

Buckle up for lots of potential litigation.

[Anonymous]

Is there a performance issue? If not, why do you care what the employee's doing? Applying for jobs in his free time is certainly more productive than surfing DCUM.

[Anonymous]

You will be faulted unless there is an explicit policy that forbids it and you equally enforce for all employees.

I have never heard of it being against a company policy to apply for other jobs.

On a side note, you don't like him of his work, why do you want to discourage him from applying for other jobs elsewhere?