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When we log into our work computers, save a file, or check our personal email, we don’t often stop to think who that information could be shared with, or how it could be obtained.
While a majority of workers realize that some things are not confidential, and in fact out of necessity need to be available to other employees and management (for instance, a legal file sent by email to a client), the question “how much privacy can I expect?” is still on the minds of many workers as they use their computer provided by their employer. However, that question apparently wasn’t on the mind of Richard Cole, a high school teacher who received a work-issued laptop and saved child pornography on it. When the police obtained the material and charged Cole, he went before a trial judge who ruled that the material was to be excluded on the basis that its collection and use for conviction constituted an unreasonable search and seizure- a violation of s.8 of the Charter. Finally, the case arrived at the Supreme Court of Canada where the judges considered the information stored on a computer- finding it “core biographical”- a concept first explored in the 2004 Supreme Court case of R v. Because Cole treated, and was allowed to treat, the computer as a private place to store private information it became a protected place under the law, enough to at least protect him from criminal sanctions and require that a warrant have been issued. Cases such as Cole– involving the infringement of privacy in criminal cases- are not the norm. 1) The expectation of privacy in the workplace is diminished from that of the home but is not completely eliminated. 3) There is a separation between personal and workplace privacy- the use of a work computer, in a personal capacity, has a corresponding higher privacy expectation than the use of a work computer in an occupational capacity.
Many companies provide their employees with technology- be it a company phone, laptop or tablet, which the employee is allowed to use for personal as well as occupational use.
As noted, the privacy expectations while using such devices in a personal capacity is higher than that in a work capacity, and the privacy of the individual using them in that capacity should be upheld. An Employment Lawyer may be able to assist you in obtaining a legal remedy for such infringements of privacy.


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Provides an excellent storage location for cell phones, smart phones, and tablets brought into an electronically secure Federal or Military Facility. Meets the IEEE 299 Standard Method for Measuring the Effectiveness of Electromagnetic Shielding Enclosures. Engaging in activities on behalf of [an] organization or persons with no professional or business affiliation with the Company. The ALJ ruled that this policy is permissible, relying on precedent from 2009, that “employees have no statutory right to use the Employer’s e-mail system for Section 7 purposes.” Again, the decision is not particularly surprising. About this Blog Employers’ Advisor provides private sector employers and managers with topical information, analysis, and commentary on legal issues, laws, regulations, and practical implications of legal developments concerning the management of employees and union relationships. Any workplace privacy policy which attempts to limit employees from using their computers for some sort of personal use, be it something as simple as checking their bank balance, is only going to be realistically effective if it entirely locks employees out of almost every computer function.


Cole, who was permitted to use the laptop for occasional personal use, had saved a hidden folder on it which contained photos of an underage female student.
On appeal, the Summary Conviction Appeal Court ruled differently, finding no breach of Cole’s s.8 Charter rights. Tessling, and although they recognized a diminished expectation of privacy, they ultimately found that the police’s actions in obtaining that information without a warrant to constituted unreasonable search and seizure, and therefore a violation of Cole’s s.8 Charter rights. Employers’ Advisor also offers insight on the latest developments in employment-related claims and court decisions impacting business owners and human resource professionals. The photos were not discovered until a school technician performed maintenance on the laptop. When the case was further appealed to the Ontario Court of Appeal, they ruled that the evidence was only partially to be excluded, and ordered a new trial. Part of this reasoning was based on that clearly Cole had stored other personal information, such as explicit pictures of his wife along with that of students, on his work computer.
The problem that the Supreme Court had with the evidence’s collection was that it occurred without a warrant. We practice in virtually every substantive area of law and use multidisciplinary work teams to serve the specific, often complex, needs of our clients, which include public and privately held businesses, governmental entities, nonprofit institutions, and individuals. Had the Principal of Richard Cole’s school seen the illegal material and reported it to the police, as is his duty in order to maintain a safe environment, a warrant would have been obtained and the evidence’s collection and use would not have been a violation of Cole’s s.8 Charter rights.



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