Re: What would you do?

From: Jeff Cochran (jeff.nospam_at_zina.com)
Date: 11/29/04 

Date: Mon, 29 Nov 2004 15:20:30 GMT

If your normal course of actuion ind ewlaing with these incidents per
your policies is to send a report to HR, then do exactly the same
again. To do otherwise may be deemed malicious, to follow the same
procedure should help protect you if you do get reprimanded.

If it's not your job to discipline the offending party, and not your
job to decide on the course of action, then you forward the
information to those persons as per your company's policies.

And what this has to do with Exchange is beyond me...

Jeff

On 28 Nov 2004 19:52:07 -0800, angry_white_male@eudoramail.com (Angry
Male) wrote:

>As any good mail administrator - you regularly check logs and run
>reports/charts to detect unusual patterns of activity and use to
>ensure that you're running a healthy system and that you aren't being
>victimized by viruses, hackers or rogue employees.
>
>One day I look at your Blackberry server and realize that two
>employees have 10-20 time more activity originating from their
>BlackBerries than the average employee. Turns out these employees are
>the CEO and his Operations Manager - who generally spend all day in
>meetings and have assistants to deal with things like messages and
>calendaring. So just to check to make sure that there isn't a virus
>propogating back and forth between these users or something's wrong, I
>took a cursory glance at their mail accounts to make sure everything's
>OK.
>
>Turns out they're having a pretty steamy love affair with each other -
>using their BlackBerries to message each other surreptitiously at all
>hours of the day (during meetings, all day at work, while they're home
>with their respective spouses, etc.).
>
>Now - what people do on their own time is their personal business
>(hell - I think they make a cute couple). But this affair can have
>consequences. For starters, we're a government agency - so they're
>using government property / resources for their personal use/gain.
>The woman has been promoted 2 times in less than two years with
>substantial salary increases. The CEO is obviously distracted by
>focusing on the affair. We're involved in a very high-profile public
>works project that makes headlines on a regular basis - so any issues
>with our CEO turns into fodder for the activist groups who are
>fighting us.
>
>Worst of all - the sordid details of their affair are being backed up
>nightly to tape on our Exchange server, so I can just picture the
>nightmare of being on the receiving end of a divorce court subpeona to
>produce hardcopy of the several thousand e-mails between these two...
>or if she files a sexual harrassment suit when their happy affair goes
>sour and she's standing on the unemployment line.
>
>So my ethical dilemma is whether or not I divulge this to our board
>(or someone at a higher government level) as our CEO is pretty much
>violating a number of our policies, codes of ethics that public
>officials must abide by and possibly a few vaguely written and rarely
>enforced laws. Any other employee - and a brief report of my findings
>would go straight to HR for them to deal with. But our director of HR
>is buddies with the CEO so I know this would go nowhere if handled
>internally, and my job security becomes endangered. I'm pretty sure
>I'm the only one at work who knows about this.
>
>Has anyone here had to deal with high up executive types who have been
>up to no good but have had nowhere to go to address these issues
>(short of handing in your 2-week notice)?? I try my best to apply IT
>policy across the board regardless of title, rank or salary with
>exceptions being made rarely and only if justified for business
>reasons. To turn a blind eye would make it appear as though I'm not
>keeping an eye on my shop.
>
>So what would you do?

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