Due to the ease of abuse, many organizations find it necessary to monitor communications. This is done to ensure proper utilization of company assets, maintain reputation and manage productivity. This can include email, telephone, video and the Internet. In an article in The Entrepreneur Andrew Walls, head of security and risk at Stamford, suggests that the key to ethical communications monitoring lies in management knowing the difference between monitoring and monitoring and being transparent of his actions. General abuse monitoring with prior disclosure to employees is legal and reasonable in the workplace. What needs to be avoided is more intrusive and personal surveillance, without disclosure, consent or good cause. An employer could also unintentionally discover personal information about its employees, such as religion, sexual orientation, medical conditions or political opinions, which could expose the organization to possible discrimination lawsuits. (Richmond,