As computer and internet technologies have continued to grow and improve, they have become an integral part of the everyday lives of those that have access to the technology. Likewise, the technology is a valuable resource in the workplace and most companies provide computers, internet access, and email accounts in order to increase productivity. This valuable tool can also be a powerful distraction, however. These distractions often lead to inappropriate usage of the tools provided by the employer. “In a 2002 study by the Computer Security Institute, 78% of polled enterprises reported employee abuse of Internet access privileges by workers, including downloading pirated software or pornography, shopping on the Internet, and inappropriate use of email systems” (E-Monitoring in the Workplace 2006). This shows the magnitude of the problem that is facing many of today’s employers. The best way to prevent these problems is to provide a clearly stated online policy and to monitor computer mediated communication (CMC). CMC monitoring is the employer’s right and helps to ensure the protection of the company in addition to providing a valuable means to evaluating and improving employee behavior. A common argument against the use of CMC monitoring systems is that it is unethical and violates employees’ constitutional right to privacy. The fact of the matter is, however, that the employees, provided with computers, online access and email addresses by the employer, have no rights to personal use of the internet (Lugaresi 2010). If an employee is on his/her employer’s computer, internet connection, or email account, his/her behavior should be in a way that is productive and pertinent to the employer’s expectations. The employer is not violating the rights of the employee but simply ensuring that its property is being used appropriately. Employers have the legal right to