Of course, downloaded written materials as well as pictures can offend. There are proactive steps, however, that the company can and should take to minimize the potential for disaster without turning its back on developing technology. In essence, firewall programs can be programmed to block specified Internet sites or chat lines that an employer doesn't want their employees visiting. More complex programs can serve as the computer system's gatekeeper, monitoring what is brought into the computer environment as well as guarding against inappropriate transmissions. A company is entitled to control its own hardware and networks and thus, the implementation of firewalls, while potentially detrimental to employee morale, is certainly well within the employer's prerogative.
Employees can still access the new sites appearing every minute.
A formal policy, prohibiting improper use of the Internet in peril of disciplinary action, demonstrates the company's commitment to eradicating sexual harassment from the workplace. To give the policy bite, Internet use can be monitored, either through supervisors or computer programs designed to track Internet use. Monitoring programs can also be configured to provide a warning message to an employee who is in violation of the policy. The policy terms, penalties for violations, and the methods of enforcement should be discussed with employees so that there is no misunderstanding as to its contents. Employees should be encouraged to report improper conduct to their supervisors or the company's human resources department, before behavior and hostilities escalate to unacceptable levels.