What should you do if there is no written monitoring policy and a manager requests to monitor an employee's network activities?

The most appropriate course of action in this scenario is to inform the manager and suggest establishing a monitoring policy. In the absence of a written monitoring policy, there are potential legal and ethical implications associated with monitoring an employee's network activities. A clear policy is essential as it outlines the rules and procedures for monitoring, ensuring that both the organization and the employees understand their rights and responsibilities regarding privacy and surveillance.

Establishing a monitoring policy not only fosters transparency but also aligns with best practices and legal compliance. It ensures that monitoring is justified, documented, and communicated to employees, which can help mitigate any risks related to privacy violations or legal liabilities. Without such a policy, any attempt to monitor could lead to misunderstandings or breaches of trust within the organization, potentially resulting in negative consequences.

In contrast, simply monitoring during off-hours or not capturing any network traffic does not address the fundamental issue of having a policy in place, and obtaining a search warrant is typically not necessary in employment contexts unless specific legal circumstances require it. Therefore, advocating for the creation of a comprehensive monitoring policy reflects a responsible approach to employee privacy and organizational governance.