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Other considerations when setting employee salaries

Here are some other points to keep in mind when determining an employee’s salary.

Mind your finances.

You need to set a realistic budget for each new position and keep all new-hire salaries for that position within your predetermined range. As part of this process, business owners must decide if they want to be known as an employer who pays top wages for top talent or an employer who pays base wages (under midpoint) just to get someone to take the job, said Laura Handrick, owner of Laura H Consulting.

In addition to looking at employee salaries individually, be sure to keep track of your overall compensation expenses for your entire team. How much of your organization’s budget can you devote to personnel costs? Will adding a particular benefit mean cutting back in another area of your business? While salaries should be set on a role-by-role basis, don’t overlook the cumulative financial impact on your company.

Raise employee wages when you can.

As employees continue to work for your company, they will expect bonuses and/or raises. Make sure to set starting wages that you can realistically increase over time based on inflation and performance. You may even want to increase a new employee’s wages after a three-month trial period ends or offer company-wide increases once a year to account for inflation.

Pay attention to your hiring cycle, as that may affect your need to raise wages as well. For example, Grant Aldrich, founder and CEO of chúng tôi said business owners should change salaries based on turnover. If turnover is high, you may want to raise wages to increase employee retention. [Get tips for improving your hiring process.]

It’s also time to give employees a salary increase when they’ve performed at a higher level for a sustained period of time or when you have to pay new hires more to get them on board for a preexisting role, Handrick said.

“You don’t want to have existing employees earning less than new hires in the same job, as you’re likely to end up with disgruntled employees at the least and may end up on the wrong end of a discrimination lawsuit if the existing employee is in a protected class (female, minority, over 40, disabled) and the new hire is not,” Handrick said.

Key Takeaway

Give employee raises based on inflation and good performance, but make sure that doing so doesn’t put your company in financial jeopardy.

A great salary can jump-start great employee contributions

When you successfully walk the tightrope between sticking to your budget and paying employees what they’re worth, great results are all but inevitable. For starters, providing ideal salaries means your company will be an appealing place for team members who want their efforts to be reflected in their pay. Alongside that, when you budget appropriately for compensation, you’ll have the money you need to keep pushing your organization toward long-term growth and sustainability. The better your business gets, the better you’ll be able to reward staffers too.

Max Freedman contributed to the writing and reporting of this article. Source interviews were conducted for a previous version of this article. 

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How To Create Named Ranges In Excel (A Step

What’s in the name?

In this tutorial, you’ll learn how to create Named Ranges in Excel and how to use it to save time.

If someone has to call me or refer to me, they will use my name (instead of saying a male is staying in so and so place with so and so height and weight).


Similarly, in Excel, you can give a name to a cell or a range of cells.

Now, instead of using the cell reference (such as A1 or A1:A10), you can simply use the name that you assigned to it.

For example, suppose you have a data set as shown below:

In this data set, if you have to refer to the range that has the Date, you will have to use A2:A11 in formulas. Similarly, for Sales Rep and Sales, you will have to use B2:B11 and C2:C11.

While it’s alright when you only have a couple of data points, but in case you huge complex data sets, using cell references to refer to data could be time-consuming.

Excel Named Ranges makes it easy to refer to data sets in Excel.

You can create a named range in Excel for each data category, and then use that name instead of the cell references. For example, dates can be named ‘Date’, Sales Rep data can be named ‘SalesRep’ and sales data can be named ‘Sales’.

You can also create a name for a single cell. For example, if you have the sales commission percentage in a cell, you can name that cell as ‘Commission’.

Here are the benefits of using named ranges in Excel.

When you create Named Ranges in Excel, you can use these names instead of the cell references.

For example, you can use =SUM(SALES) instead of =SUM(C2:C11) for the above data set.

Have a look at ṭhe formulas listed below. Instead of using cell references, I have used the Named Ranges.

Sum of all the sales done by Tom: =SUMIF(SalesRep,”Tom”,Sales)

SUMIF (SalesRep,”Joe”,Sales)*Commission

You would agree that these formulas are easy to create and easy to understand (especially when you share it with someone else or revisit it yourself.

Another significant benefit of using Named Ranges in Excel is that you don’t need to go back and select the cell ranges.

You can just type a couple of alphabets of that named range and Excel will show the matching named ranges (as shown below):

By using Named Ranges in Excel, you can make Excel formulas dynamic.

For example, in the case of sales commission, instead of using the value 2.5%, you can use the Named Range.

Now, if your company later decides to increase the commission to 3%, you can simply update the Named Range, and all the calculation would automatically update to reflect the new commission.

Here are three ways to create Named Ranges in Excel:

Here are the steps to create Named Ranges in Excel using Define Name:

Select the range for which you want to create a Named Range in Excel.

In the New Name dialogue box, type the Name you wish to assign to the selected data range. You can specify the scope as the entire workbook or a specific worksheet, If you select a particular sheet, the name would not be available on other sheets.

This will create a Named Range SALESREP.

Select the range for which you want to create a name (do not select headers).

Go to the Name Box on the left of Formula bar and Type the name of the with which you want to create the Named Range.

Note that the Name created here will be available for the entire Workbook. If you wish to restrict it to a worksheet, use Method 1.

This is the recommended way when you have data in tabular form, and you want to create named range for each column/row.

For example, in the dataset below, if you want to quickly create three named ranges (Date, Sales_Rep, and Sales), then you can use the method shown below.

Here are the steps to quickly create named ranges from a dataset:

Select the entire data set (including the headers).

In the Create Names from Selection dialogue box, check the options where you have the headers. In this case, we select top row only as the header is in the top row. If you have headers in both top row and left column, you can choose both. Similarly, if your data is arranged when the headers are in the left column only, then you only check the Left Column option.

This will create three Named Ranges – Date, Sales_Rep, and Sales.

Note that it automatically picks up names from the headers. If there are any space between words, it inserts an underscore (as you can’t have spaces in named ranges).

There are certain naming rules you need to know while creating Named Ranges in Excel:

The first character of a Named Range should be a letter and underscore character(_), or a backslash(). If it’s anything else, it will show an error. The remaining characters can be letters, numbers, special characters, period, or underscore.

You can not use names that also represent cell references in Excel. For example, you can’t use AB1 as it is also a cell reference.

You can’t use spaces while creating named ranges. For example, you can’t have

Sales Rep

as a named range. If you want to combine two words and create a Named Range, use an underscore, period or uppercase characters to create it. For example, you can have Sales_Rep, SalesRep, or SalesRep.

While creating named ranges, Excel treats uppercase and lowercase the same way. For example, if you create a named range SALES, then you will not be able to create another named range such as ‘sales’ or ‘Sales’.

A Named Range can be up to 255 characters long.

Sometimes in large data sets and complex models, you may end up creating a lot of Named Ranges in Excel.

What if you don’t remember the name of the Named Range you created?

Don’t worry – here are some useful tips.

Here are the steps to get a list of all the named ranges you created:

Go to the Formulas tab.

If you have some idea about the Name, type a few initial characters, and Excel will show a drop down of the matching names.

If you have already created a Named Range, you can edit it using the following steps:

In the Edit Name dialog box, make the changes.

Close the Name Manager dialog box.

Here are some useful keyboard shortcuts that will come handy when you are working with Named Ranges in Excel:

To get a list of all the Named Ranges and pasting it in Formula: F3

To create new name using Name Manager Dialogue Box: Control + F3

To create Named Ranges from Selection: Control + Shift + F3

So far in this tutorial, we have created static Named Ranges.

This means that these Named Ranges would always refer to the same dataset.

For example, if A1:A10 has been named as ‘Sales’, it would always refer to A1:A10.

If you add more sales data, then you would have to manually go and update the reference in the named range.

In the world of ever-expanding data sets, this may end up taking up a lot of your time. Every time you get new data, you may have to update the Named Ranges in Excel.

To tackle this issue, we can create Dynamic Named Ranges in Excel that would automatically account for additional data and include it in the existing Named Range.

For example, For example, if I add two additional sales data points, a dynamic named range would automatically refer to A1:A12.

This kind of Dynamic Named Range can be created by using Excel INDEX function. Instead of specifying the cell references while creating the Named Range, we specify the formula. The formula automatically updated when the data is added or deleted.

Let’s see how to create Dynamic Named Ranges in Excel.

Suppose we have the sales data in cell A2:A11.

Here are the steps to create Dynamic Named Ranges in Excel:

In the New Name dialogue box type the following:

Name: Sales

Scope: Workbook

Refers to:



You now have a dynamic named range with the name ‘Sales’. This would automatically update whenever you add data to it or remove data from it.

To explain how this work, you need to know a bit more about Excel INDEX function.

Most people use INDEX to return a value from a list based on the row and column number.

But the INDEX function also has another side to it.

It can be used to return a cell reference when it is used as a part of a cell reference.

For example, here is the formula that we have used to create a dynamic named range:

Hence, here it returns =$A$2:$A$11

If we add two additional values to the sales column, it would then return =$A$2:$A$13

When you add new data to the list, Excel COUNTIF function returns the number of non-blank cells in the data. This number is used by the INDEX function to fetch the cell reference of the last item in the list.


This would only work if there are no blank cells in the data.

In the example taken above, I have assigned a large number of cells (A2:A100) for the Named Range formula. You can adjust this based on your data set.

You can also use OFFSET function to create a Dynamic Named Ranges in Excel, however, since OFFSET function is volatile, it may lead a slow Excel workbook. INDEX, on the other hand, is semi-volatile, which makes it a better choice to create Dynamic Named Ranges in Excel.

You may also like the following Excel resources:

Digital Marketing Professional’s Salary

The transition to digitalization is one of the most obvious transformations occurring across nations. With the rise in Covid-19, companies and brands now know the importance of going digital. Brands and organizations throughout the world are adapting to the new normal. The pace of digital change is startling and is expected to pick up in the upcoming years.

Even in this weak economy, occupations in digital marketing have experienced tremendous growth after COVID-19. If you are looking for a profession in digital marketing, this article will cover the following aspects to provide you with insight into the salary of a digital marketer in 2023.

Why Work as a Digital Marketing Professional?

One of today’s jobs with the quickest growth and most demand is digital marketing. It is simple to understand why many people find the digital marketing sector interesting. There are many reasons to work in digital marketing, including the chance to work on interesting and important projects, interact with potential clients, associate with like-minded individuals, find new opportunities by networking with clients, and work from anywhere in the world.

Some common benefits of working in a digital marketing company involve −

Good salary pay

Diverse roles to opt

Digitalisation demand in the new era

You can learn to open your own company

Gives you experience in the major area

Improves your skills and knowledge

Digital marketing Salary in 2023

The typical compensation for a digital marketing executive in India is 2 LPA, and with experience, that salary can go to 6 LPA. A digital marketing analyst’s compensation package, on the other hand, typically varies from 3.6 LPA to 9.4 LPA.

Several businesses depend on compensation increases on an employee’s digital skills when it comes to remuneration. It is simple to understand why people who possess digital abilities are paid more. According to the Burning Glass Technologies survey, positions that specify digital proficiency as a necessity are paid 29% more than those that do not.

Let’s look at some of the digital marketing positions and professions separately that are predicted to be the most in-demand in the sector and exhibit favorable compensation trends in the upcoming years. We’ll break down the cost of digital marketing by job function for your understanding.

SEO Specialist

An SEO expert in digital marketing must be able to drive search results, manage online campaigns, utilize a variety of digital platforms, and make sure a company’s digital marketing objectives are in accordance with the new trends or not. The fact that search engine algorithms and best practices alter the ranking of the website more quickly. It needs knowledge, expertise, and perseverance to produce outcomes while keeping up with these changes, trends, and ongoing learning.

The average salary of an SEO specialist in India is ₹4, 69,000/year.

Social Media Manager

The use of social media is rapidly expanding and doesn’t appear to be slowing down. Businesses have a huge incentive to boost their social media presence because consumers are using social media platforms more frequently than ever (over 3 billion users are expected by 2023). Businesses now use social media platforms to interact with their customers, grow their networks, spread engaging content about their goods and services, and develop their overall brands.

The average salary of a social media manager in India is ₹5,00,000/year.

Content Strategist

A content strategist creates the marketing content of a company. In addition to producing engaging content on their own, content strategists also manage the team of writers, construct editorial calendars, participate in online campaigns, and use analytics to assess the success of campaigns, among other things.

The average salary of a content strategist in India is ₹7,43,000/year.

Digital Marketing Analyst

The average salary of a digital marketing analyst in India is ₹4,12,000/year.

Digital Marketing Manager

A manager of digital marketing oversees the brand’s online presence and sales across multiple marketing activities. A manager handles a big team of SEO, SMO, content specialists, and others. To work as a digital marketing manager, you must be very knowledgeable about the numerous tools and techniques used in digital marketing. You must be able to plan and carry out integrated digital marketing initiatives.

The average salary of a digital marketing manager in India is ₹700,000/year.

Paid Marketing Specialist

The average salary of a paid media specialist in India is ₹4,93,901/year.

E-commerce Specialist

The average salary of an e-commerce specialist in India is ₹6,64,000/year.


How To Determine Whether A Website Is Legit And Safe To Use

As the Internet continues to grow and expand worldwide, the dangers of hacks and attacks also continue to increase. One popular way malicious actors steal data from people is through fake websites. Millions of people have fallen prey to such bad actors.

How do you protect yourself against such attacks? Let’s take a look at that below and explore the risks of using fake websites and how to identify them.

What Are the Risks of Fake Websites?

Visiting fraudulent websites carries some inherent dangers.

1. Hacking 2. Phishing

An excellent example is spam emails which attempt to persuade you to provide them with login or credit card information. Once they have your credit card info, they can commit credit fraud or steal your money.

3. Computer Malware 4. Identity Theft

Filling out your information in forms on a fraudulent website exposes you to a massive risk of identity theft. Attackers will often use this information to impersonate you, steal your data and/or money or commit other crimes in your name.

How to Identify Fake Websites

Unlike what you’d expect, it’s pretty easy to identify a fraudulent website if you pay attention. Here are some things to look out for:

1. Poor Design and Themes

Examine the website layout. Online scammers don’t often invest in design, as it costs money they’d rather not spend. Usually, they assemble sketchy sites in minimal time.

Most elements on this website won’t work. For example, sliders may fail to move across the homepage. Images may fail to load, and embedded videos don’t play. The overall user interface may also look outdated. Essential elements will make the website responsive.

You can also look out for company brand colors, something hackers often get wrong.

2. Grammatical Errors

Unless malicious actors invest in the scam attempt, they often make mistakes with the language on the website. One thing to look out for is terrible grammar.

3. Emotional Language

Observe the mood a website uses to convey information. Scammers know how to appeal to your emotions and induce fear, urgency, or outrage to get you to take the desired action. They use manipulative language to extort you, which most legitimate websites won’t do.

4. Lack of Support Pages

In a bid to stay as mysterious as possible, most fake websites lack essential pages you’d find in legitimate websites. Hackers attempt to remain anonymous by burying contact and support pages deep in their fraudulent websites.

If the pages exist, they’ll have bogus contact information. Email addresses will have strange extensions, like .xyz, .site, or .contact, and website phone numbers will have foreign country codes or won’t go through.

Is the Website Safe to Use?

As a general principle, learning a little about identifying safe websites will protect you from many fake websites.

1. Check for HTTPS and SSL certificates

The first thing you should check for on a website is a secure transfer protocol, often displayed as “HTTPS://” just before a website’s domain. HTTPS is a secure extension of HTTP. Websites using only HTTP aren’t always secure, although not all are scam websites.

Using HTTPS means the website uses an SSL certificate or Secured Socket Layer. An SSL creates end-to-end encryption between the server computer and your PC, ensuring all your communications are secure and clocking malware and attacks.

2. Use a Website Reputation Checker

Another quick way to check for the legitimacy of a website is to use a website reputation checker. An excellent example of a reputation checker is Google Safe Browsing.

Another unique way to inspect your website for safety is VirusTotal. VirusTotal uses over 70 antivirus scanners to test the website for malicious code or malware. In much the same way as the Google Safe Browsing tool, you can determine how safe a domain is using this tool.

3. Double-Check the Domain Name

Before opening a website in your browser, double-check the URL to ensure it’s correct. All it takes is a hover over the website link on your Chrome or Firefox browser.

You should see the full URL and its path at the bottom left of your browser. Pay attention to the spelling in the URL. Sometimes cybercriminals clone the original website and use a link that closely resembles the high-profile website. Unless you’re keen, you may fall into a scam.

4. Look For a Privacy Policy Page

The Privacy policy page paints how the website collects, uses, and protects your information. A privacy policy is a legal requirement in some countries and territories (like the EU). Take some time to go through the website’s privacy policy before sharing personal information on it.

It’s now global best practice to have a privacy policy, and a website without a one is a massive red flag. 

5. Test the “Trust” Badges 

Trust Badges are authentication tokens from third-party sources that attest to the legitimacy of your website. These badges are often on the website’s footer section, check-out, login, and home pages.

6. Use the Safety Tools in Your Browser

Most web browsers come with security features that secure you as a user, including Opera’s built-in VPN. These features can also help identify and warn you of potentially unsecured websites.

7. Contact the Website Owners

A legit website will always have an email address, physical address, social media accounts, and phone number. If the website has provided those details, try to contact the owners.

If the owners have no knowledge of the website, it should be a sign it’s a malicious website. Other red flags to look out for are dropped calls, non-existent addresses, bounced emails, and too many redirects.

Frequently Asked Questions 1. Can you get hacked by just visiting a website? 2. What information do scammers steal?

Scammers will steal your personal bank account number login details like passwords, social security numbers, physical addresses, and phone numbers. 

Hackers can sell this information for money on the dark web or clean out your checking and savings accounts. They can also use ransomware to lock your files and extort you.

3. Can a link hack my phone?

Like a PC, opening an infected website on your phone can expose you to similar attacks. Beyond that, connecting your smartphone to a public Wi-Fi network can also expose you to possible brute force attacks, and hackers can similarly access your personal details.

Image credit: Unsplash

Ian Derrick

Ian is a technology writer with over 11 years of experience with Windows. He also has experience working in Data Analysis, Android, and Computer Hardware. He writes for MakeTechEasier on a wide range of tech topics, including Windows, Android, VPNs, Hardware, and Software tools and Reviews, and How-tos.

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What To Include In An Employee Write

Ideally, your staff is always professional and never acts in a way that requires they be reprimanded. However, that isn’t always the case for business owners.

Some forms of behavior require immediate termination, while other types of conduct require a less-drastic measure. A formal yet less harsh response is needed in these situations. This is commonly called “writing up” an employee. As a business owner, knowing when to use this form of discipline and exactly how to do so is important.

What is an employee write-up?

Writing up an employee is a type of discipline. It serves as a formal notice that an employee’s behavior is unacceptable and needs to improve, or additional, more significant consequences may follow. A write-up is a formal letter that spells out what the infraction was, how the behavior must change and what you, the employer, will do if it doesn’t.

Ronna DeLoe, an attorney with LegalZoom, said a write-up documents employee conduct and establishes an improvement plan. An employee write-up can include detailed documentation, including written witness statements. If the disciplined employee files a lawsuit for wrongful termination, having documentation (i.e., the write-up) can be a key part of your defense. 

However, if you feel that the behavior or issue isn’t a fireable offense, you can include in the write-up a plan for improvement by the employee, including what they need to do to keep their job. The write-up can also specify a deadline for the desired performance you want from the employee.


A write-up is one step in the overall employee disciplinary process. It’s essential to enforce your disciplinary process fairly across your organization.

What to include in an employee write-up

There is not a standard form or template mandated by the federal government or state authorities. It is up to each business to create its own employee write-up form. However, it should contain the following elements:

Name of the company

Name and position of the employee who is the subject of the write-up

A description of the conduct, such as tardiness

Documentation of the conduct (include dates, time of day, written statements from witnesses, etc.)

A plan for improvement, with a deadline specified

The consequences for the employee if there is no improvement

Signatures of the manager and employee (You may want to include a clause that by signing the write-up, the employee acknowledges receipt of the write-up, not that they agree with its contents)

How to fill out a write-up

While it isn’t as serious as a termination letter, an employee write-up form still has consequences for employees and employers if it is not completely filled out or the proper procedures aren’t followed.

Here are eight steps you should follow when writing up an employee:  

Have a clear objective of what you hope to achieve by issuing a write-up. If it is to increase the productivity of the employee, focus on that in both the documentation and the improvement plan. If you include several issues with the write-up, it can overwhelm the employee, and it could be interpreted as a form of harassment.

Briefly describe the conduct that triggered the write-up and why that behavior or action is detrimental to the business.

Document the conduct. Include the date and time of each violation. Specify the number, dates and times of any oral warnings given and the names of the manager who issued them.

Explain in detail how the employee’s conduct violated company policy, as stated in the employee handbook. Include any written witness statements of any third parties involved.

Establish a plan to improve performance. Include specific targets or metrics for improved behavior or conduct and indicate resources that will be made available to help them meet those objectives.

Include a signature line for both you and the employee. There is, however, no law requiring the employee to sign the form.

Provide the employee a copy of the write-up, and retain a copy in their personnel file.

Follow up with the employee to ensure compliance with the improvement plan. If the employee isn’t abiding by the plan, you could issue another write-up, or other options you might consider are suspension or termination.

Do not discuss the matter with employees who aren’t involved in the situation. Employee discipline should always be held in strict confidence between those in the HR department, the employee and their manager.

Did You Know?

There are federal and state laws that determine how (and for how long) you need to hang on to certain employee records. Familiarizing yourself with what an employee personnel file is and what it includes can help protect your business.

When and when not to issue an employee write-up

An employee write-up should be one of many tools in your human resources toolbox. Typically, a write-up is issued for:

Chronic employee absenteeism and tardiness

Insubordination, such as not following rules or exhibiting disrespectful behavior

Excessive time spent on personal matters (e.g., personal phone calls, social media use during work hours)

Failure to meet productivity quotas

Certain behaviors fall outside the bounds of an employee write-up. For example, incompetence should not be addressed through a write-up; instead, it is best handled in your annual or semiannual performance review of the employee.

In addition, the below actions represent conduct that would warrant immediate termination:


Violence or threats of violence (including fights with co-workers)

Theft of trade secrets

Sexual harassment

How to present a write-up to the employee

An employee write-up should be presented in person, followed by an in-person conversation with the employee about your concerns. Because of the legalities involved, another person should be present, as a witness.

Ensure that the tone of the meeting communicates the objective is to help the employee.

After the conversation, give the write-up to the employee so they can review it. Ask whether they have any questions. If they do, provide clear answers. Before ending the meeting, ask the employee to sign the form.  

Frequently asked questions about writing up employees How do you document disrespect?

There are two ways to document disrespect. One is to cite details of behavior, not their attitude. For example, note that the employee remained on a personal phone call during a meeting. Be specific about the dates and times of these incidents. The second way is to include witness statements documenting other employee behavior, such as if the individual raised their voice.

Does a write-up become part of the employee’s permanent record?

That is up to management. An incentive for improvement could be that the write-up will be removed from the worker’s file after six months of successful performance.

If the same issue arises in many write-ups for different employees, should the company review its policies concerning that behavior?

Yes. The content of write-ups can serve as a diagnostic tool for identifying common problems. If a company is plagued by the same problem, it can be a clear sign for a new policy on certain types of behavior.

Are employee write-ups invalidated after a company revises its employee handbook?

Most employee handbooks carry the disclaimer that the company reserves the right to change policies at any time. This ensures that any employee discipline remains intact.

Skye Schooley contributed to this article. Source interviews were conducted for a previous version of this article.

Is Employee Monitoring Software Legal?

If you look for computer monitoring tools on a search engine, you’ll see a range of tools designed to keep tabs on employees. These typically include some worrying features, such as the ability to track someone’s activities without them ever knowing. But how legal is this, and can a boss get into serious legal trouble if their monitoring is discovered?

What Kind of Monitoring Can Happen?

Employers will typically monitor employees for one of two reasons. For one, they want to protect business assets. When a company owns a building and gives resources to their employees, they want to ensure nothing gets stolen or damaged. This includes tracking the location of employees and products but can also mean monitoring email to prevent data leaks and breaches.

Another reason is that the boss wants to monitor the productivity of the employees. This involves spying on what the employee is doing during work time. This can include keylogging, webcam spying, and monitoring active applications.

How Legal Is the Monitoring?

When breaking down how legal this monitoring is, there are many variables involved. For example, different countries will have different ways of approaching this grey area.

You’ll find that laws typically side with the business when it comes to protecting assets. For example, if a business logs emails made on its work email accounts to prevent information leaks, that would be legal. Similarly, if a business wants to use CCTV to protect against thieves, they could.

Things get a little murkier when it involves spying on how a worker uses their company computers. Typically, if an employer can see what you’re doing by watching over your shoulder, they can log it. This includes the websites you visit and the applications you use.

The grey area comes in when the employer hides these tracking apps from the employee. In most U.S. states and some countries like the UK, it’s totally legal for a boss to install monitoring software without the employees knowing. Connecticut, Delaware, and some countries demand the employer tell their workers what’s being monitored and for what purpose.

Employers also enter a grey area with GPS tracking on equipment. They can argue that installing GPS on a laptop helps retrieve stolen goods, but it could also be used to track employees after work to see what they do. As such, an employer may need to put forward a strong defense for GPS monitoring – that is if such a thing is even legal in the country they operate in.

When Monitoring Goes Too Far

So we can see there’s a good chance that employees in your country can and will monitor workspace equipment. However, this doesn’t give them free reign over what they can monitor and store about you.

For instance, things get illegal when the employer tries to push their monitoring into employees’ private lives. For instance, if you use a work PC during a break to check your email, the employer can legally see that you visited your email provider but can’t go through your emails.

Similarly, any monitoring that does occur has to have a business reasoning behind it. If an employer monitors your phone calls to ensure you’re meeting company protocol, that’s acceptable. However, if an employer monitors someone with a speech impediment and saves recordings to share with his friends for a laugh, that’s illegal.

Monitoring Made Legal

While employee monitoring software features may seem intrusive, the truth is that employers can legally monitor a lot. As long as it’s related to the operation of a business, employers have a lot of freedom; however, as soon as it breaches into unprofessional spying, the employer works against the law.

Do you think employers should inform their employees of monitoring software by law? Or is it an effective way to prevent misuse of property in the first place? Let us know below.

Simon Batt

Simon Batt is a Computer Science graduate with a passion for cybersecurity.

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