Hi colleagues,
Question: Here's a good one:
Is it legal for an employer to continue to monitor and read an ex-employee's work email when that employee was terminated two months before?
If the company is garnering a benefit and accepting engagements or contracts as a result of the ex-employee's efforts, isn't that a benefit of the ex-employee? Or could that even be perceived as grounds the ex-employee is entitled to continued employment? Any suggested remedies would be appreciated.
Details: The company turned off the employee's email access immediately after termination, but then left corporate access to the email open (to peruse/(spy) on pending sales arrangements, follow up on leads, client relationships, etc.)
I only found out, because a work colleague called me on my home phone to ask why I had not replied to his 3 emails. He said my work "email did not bounce back to him." I can only surmise what other email must be out there...
What is sad is I led a team, and was not allowed to contact them following termination; I am sure my team had questions or wanted to say goodbye. For all they know, I could have fallen off the face of the earth.
The period of time in question was June 15 thru August 29. On Aug 29, I wrote corporate and asked them to close the account and forward me my email.
Is this practice legal or is suggested I file suit? This seems like invasion of privacy ... I can see intellectual property is owned by the company while the employee is employed. What about monitoring AFTER...
Thanks guys!