Most companies of today use the internet to conduct at least some business functions. At the very least, companies use email to correspond with clients and vendors. More importantly, employees use their work emails to communicate officially with those outside the company.
If not familiar with the rules, an employee might share sensitive information via email and create a company problem. That is why the Email Acceptable Use Policy is essential for any company to establish.
The Email Acceptable Use Policy should be viewed as a practical guide for a company's employees. It should clearly describe the acceptable and unacceptable uses of company email accounts.
It would be helpful if the policy contains specific details and examples. In this regard, an employer should explain the types of email content that are unacceptable and what for, such as a potential to damage the company's reputation or result in the theft of valuable company information. Similarly, the policy should illustrate acceptable behaviors and exceptions for specific personal uses of company email.
Depending on your state, an Email Acceptable Use Policy may also be known as:
The short answer would be any and every company. It is almost impossible to run a company without an official business email account nowadays. The number of employees is irrelevant because even a simple Email Acceptable Use Policy can go a long way in protecting a company's reputation and valuable information.
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Your Email Acceptable Use Policy does not have to be overly complicated. In most cases, it should cover a few essential rules employees are expected to abide by.
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While an employer cannot force an employee to sign the Email Acceptable Use Policy, the management is tasked with urging all employees to do so. Most employees would consider the act benign, after which they will have a signed acknowledgment that they are familiar with the policy. The document doesn't require notarization by law.
In most cases, after an employee signs the Email Acceptable Use Policy, the employer keeps the original and may choose to return a copy to the employee, physically or digitally.
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