The point is, it might not be in her contract, and it might not be on a sign. So if it was not explicitly stated that she may not do what she is doing in her free time (re the contract or sign) then this case will fall flat on Morty's side and he will be in for a disaster at the CCMA. It must be explicitly stated somewhere.
I couldn't access Youtube from work 2 days ago, I applied for access and I received it. Approved by Management.
Morty can either block some websites, or state what he does not want in his contract... Then again, Incognito mode will hide all user history.
I suggest you put a notice at the pc to inform users that the company reserves the right to monitor usage of work computers for work purposes. Then try again.
Yes, but that has to do with her duties and performance - not with being monitored. Under no circumstances does an employer have to freely admit to or reserve the right to monitor usage or communications on their premises and equipment.You still need a sign that states this. How do you think it's going to play off in a CCMA case?
For all they know, you could've been going to those websites on your own to try and constructively dismiss her.
You're talking about something completely different.