<p>Computer network and data security has long been a major concern of businesses that acquire and store confidential and proprietary information of clients and customers. Amplifying that concern are two things. First, the Internet continues to take an increasingly prominent role in our personal and professional lives. Second, media front pages continue to be filled with news stories about large-scale identity- and data-theft rings involving organized hacking groups.</p><p>One international law firm boldly some even say brazenly told employees that it could no longer use the firm's computer systems to access personal email accounts. According to the law firm, personal email usage presents a "significant security risk" to the confidential firm and client information stored on its internal network. The law firm promised to set up a special wireless network for employees to access their personal email accounts with smart phones, tablets, and other wireless devices. Blocked through its primary network, however, will be all access to the most popular personal email services, including Gmail, Yahoo! and Hotmail.</p><p>Can an employer legally handcuff employees in this manner? The short answer is yes. Applicable law limits an employer's ability to view or monitor its employees' personal email messages, including even those on company computers. But the employer generally has a right to block or restrict any particular Internet content, including video streaming, social media websites, and even personal email access.</p><p>But is this "good" policy?</p><p><a href="http://www.forbes.com/sites/theemploymentbeat/2013/04/19/hatchet-job-or-scalpel-stroke-should-employers-block-employee-access-to-personal-email-accounts-to-protect-company-network/">Keep reading...</a></p>