E-Mail Policy

provides employees with a host of electronic technologies and services, including computers, E-Mail, Voice Mail and Internet services. These technologies and services are intended to be used for business purposes only and are meant to assist employees in completing job responsibilities as effectively as possible. Personal use of these technologies and services is prohibited.

It is imperative that employees not abuse or misuse these technologies and services. Employees must ensure that only business related information is contained or maintained on the systems or devices. This is particularly important when using e-mail, the World Wide Web, or any other part of the Internet. At minimum, employees must be guided by common sense when using the computer technologies. Given the ever-changing nature of these technologies, it is impossible to catalogue all possible abuse or misuse. Nevertheless, employees are strictly prohibited from using any technology to view, listen to or communicate offensive, defamatory or disruptive content. Such content includes, but is not limited to, material of a sexual or sexually suggestive nature, racial, ethnic or gender-specific slurs, or any other visual/audio/verbal content that offends or is intended to offend someone because of his or her age, sex, religion, national origin, disability or other lawfully protected trait.

By using the Company's computers, e-mail, Internet, telephone and other electronic systems, employees acknowledge and consent to electronic monitoring of that use. The will periodically audit its systems, including e-mail and Internet access, to determine whether there is evidence of abuse or misuse. Employees who abuse or misuse any technology will be disciplined, up to and including immediate termination.

Note: Some states (including Connecticut, Delaware, and New York) require employers to give employees written notice, and in some cases obtain a signed acknowledgment or post a notice, before conducting electronic monitoring of computer, e-mail, or internet activity. Employers with employees in these states should consult counsel to ensure a compliant notice is provided in addition to this policy.