Many times the first indication that there is a problem is when an employee is discovered to be viewing pornography in the work place through internet software monitoring.

There should be a policy/procedure created similar to other ‘substance abuse’ and ‘time theft’ and ‘sexual harassment’ policies.

We recommend that:

• There be multiple layers of filters and monitoring software installed to aid in prevention
• Policies be structured fairly and equally for all employees from the top management on down
• Procedures following discovery should include measurable criteria for participation in a recovery program which would include qualified therapy and attendance at 12 step groups.
• It is important to take into consideration that this is like many other addictions and will take time to resolve and there may be possible relapses.
• The attitude of the offender, remorse or willing desire to begin recovery is not essential in the beginning; most offenders do not believe they have a problem. Compliance/accountability in attending therapy and 12 step groups is essential, especially when mandated by the employer for employee to keep his/her job.

Other Considerations in determining whether employee needs to be placed on probation, disciplinary action or immediately terminated:

• Is this interfering with job performance?
• Is this discovery a result of behavior which is perceived as ’sexual harassment’?