"Our mission is to create peace of mind and build enduring relationships."
Bob Lancaster Insurance's mission statement is the core of our culture. Our customers always come first, and we strive to provide them with the products and service that best respond to their needs. Building trust and fostering loyal, long-lasting relationships are the essence of who we are and fundamental parts of our company values.
Putting our mission statement to work
Our employees work hard to connect with our customers on a very real and personal level. Find out what Bob Lancaster’s mission means to them and how they carry it out every day.
Bob Lancaster Insurance, serving Florida's insurance needs since 1964. Contact us today at 321-725-1620 - see what we can do for YOU and YOUR BUSINESS!
Thursday, September 24, 2015
Monday, September 21, 2015
- Telephone monitoring. Under just about any scenario, you can monitor employees' telephone calls, either by recording them or tuning in. Some states, such as California, require that you give them a heads-up if you are recording calls. Most don't. However, if you're monitoring calls and you happen to listen in on a conversation that clearly is personal in nature, you are obliged to hang up. Yet if your company has a "no personal calls on company phones" policy described in your employee handbook, you can make note of a violation of that policy.
- Telephone records. You can review logs of individual employees' calls by the phone number dialed and the call duration.
- Conversations among employees. Generally these can be monitored on the same basis as business-related telephone conversations.
- Computer keystrokes and terminal monitors. Software is readily available that allows you to do this, and in general it's legal -- unless you have a formal agreement with employees not to do so, of course. The same applies to monitoring the amount of time employees spend active at the computer.
- Email. The email from and to employees who are using company-owned computers is not private. That includes Gmail, Yahoo or other such personal web-based email accounts accessed via a company computer. Employers also can review deleted email.
- Text messages. You generally can access texts to and from employees on company-owned smartphones. Similarly, you can also monitor the audio of calls placed on company-owned mobile phones.
- Snail mail. Mail addressed to an employee at the workplace generally can be opened by the employer. However, this area is somewhat murky; consult an attorney before proceeding.
- Video monitoring. As noted earlier, this has long been a common practice. Common sense exceptions must be made for places like locker rooms and bathrooms, however.
- Tracking employees via GPS systems. This generally is allowed if their movements are based on the requirements of their job, such as making deliveries, taking checks to the bank, and so on. However, it's best to inform employees that this is your practice.
1. What are the risks you are trying to reduce?
2. How serious are those risks?
3. How effective will the monitoring method be in reducing those risks?
4. How will employees respond to the knowledge that they are being monitored?