Please note from 30 April 2021 HOLLISTER-JONES LELLMAN (HJL) ceased to operate as a law firm. If your enquiry is for Kathryn Lellman she is now a Barrister located at Suite 1, 117 Willow Street, Tauranga, PO Box 13063, Tauranga 3141
Phone: 07 578-1515 or email: kathryn@kathrynlellman.nz or www.kathrynlellman.nz

Nick Elsmore is also a barrister at Suite 1, 117 Willow Street, Tauranga, PO Box 13063, Tauranga 3141, phone: 027 556-2343 or email nick@nickelsmore.nz

If your enquiry is for Andrew Blair please note that Andrew has retired from legal practice. All Deeds which HJL was still holding, either in connection with Andrew Blair or with HJL, are now being held by Keam Standen Lawyers. Please direct all Deeds enquiries to Keam Standen Lawyers, 181 Devonport Road, PO Box 998, Tauranga 3144, phone: 07 577-9959, attention Caleb Standen, Caleb@keam.co.nz

FIVE DO’S AND DON’TS FOR INTERNET POLICY

FIVE DO’S AND DON’TS FOR INTERNET POLICY

By

FIVE DO’S AND DON’TS FOR INTERNET POLICY

  1. Make sure you have an internet policy. Develop a clear internet policy that identifies
    what is acceptable and is not acceptable for employees when accessing the internet.
    Include this in employment contracts and make sure when staff are inducted they are
    aware of the policy.

  2. Do not have a one size fits all mentality. You must approach the disciplinary processes
    arising from the breach of the policy with an open mind and follow a fair procedure when
    utilising the policy.

  3. Don’t write the policy and put it in the bottom draw. Circulate the policy regularly so
    people are aware of it. Different businesses will have different levels of need with their
    internet policy but if your need is high make sure that all staff are aware by regularly
    circulating the policy.

  4. Stick to your policy. Don’t have a situation where offensive material is circulated and it is
    only when someone complains that the policy kicks in. Abide by the policy at all levels.

  5. When considering and investigating cases consider the employee’s explanation and
    ensure that like cases are treated with like penalties.

View Attached Document