IMC violations occur for a variety of reasons, ranging from the unintentional and negligent, to the willful. Regardless, organizations must be crystal clear with employees about the consequences of violating Information Management policies and procedures. Statements outlining consequences should be a standard part of the policies to which they relate, and should be highlighted, communicated, and re-communicated.
It is also important that organizations inform current employees of past violations of Information Management policies that have resulted in employee termination and other disciplinary actions. The reason for such communications is to provide a warning to all employees and to prevent further violations, not to embarrass or humiliate the employees who have been disciplined. The courts have made clear that not only do organizations have the right to communicate with their employees about such matters, but it is also in their interest to do so.
Consistency is central to effective Information Management program enforcement for a variety of reasons. However, one of the most important reasons is to protect organizations from claims by accused violators that they are being selectively, unfairly or discriminately singled out and disciplined while other violators are not disciplined for the same reason.
Read about some of the common areas where organizations fail to enforce consistently in the second edition of Information Nation, available from John W. Wiley & Sons. For more information, see www.informationnationbook.com.
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