Both these developments provide opportunities for employees to add new value to their employers business. However, some employers are concerned that these facilities may also be used for inappropriate or non-business purposes and are uncertain of their legal rights to monitor employee usage of such facilities. In some cases, employers' fears of inappropriate use are justified. Defamatory, political or religious statements sent outside the company by employees may therefore be attributed to the employer. Employers also have an obligation to provide a work environment free of discrimination and harassment.
Inappropriate material circulated internally can create a problem.
Another concern is the potential liability for sexually explicit messages sent to other employees. Such e-mail messages can be used to support a harassment or discrimination case. Pornographic images downloaded by employees is another big problem. In December 1996, a physicist working for Canada's Department of National Defence was arrested and charged with possessing and distributing child pornography. If pornographic images are downloaded and displayed on an employee's monitor then that can also contribute to a finding that the employer had allowed the creation of a hostile work environment for other employees.