Mark Rasch looks at two recent court cases where an employee’s reasonable expectation of privacy was more important than the employer’s ability to read any employee’s e-mail – despite a privacy policy that clearly stated any company e-mail can, and will, be monitored. Your organization has a computer and Internet use policy. It’s been reviewed by corporate counsel, approved by senior management, and implemented over the years. The policy is comprehensive – it includes policies on expectations of privacy, employee monitoring, and the ownership of corporate electronic assets. Now, during the course of an internal investigation, you want to read an employees’ e-mail, examine the contents of his company-supplied computer, and review his telephone calls made on the company-owned cell phone. A pair of recent cases in the United States raise the fundamental question, “do you have a reasonable expectation of privacy at the workplace?” In the United States at least, most people confronted with this question would answer a resounding no, right?