The relationship between employee and employer has not always been healthy, so laws have been created to protect employees. There are several examples of the impact that employment law can have on a company, although the case City of Ontario, California v. Quon (2010) has provided some much-needed insights into the area of ​​employee privacy. The Ontario Police Department provided text-enabled pagers to officers and, after months of overage, decided to mine text message transcripts to determine whether it needed to increase the text message limit (City of Ontario, California see Quon, 2010). After extracting the transcripts, the Department discovered that many of the messages sent were not work-related, although Quon was on work hours (City of Ontario, California v. Quon, 2010). The Department provided employees with a copy of the computer usage policy prior to distributing the pager. The court found that searching for messages on company-owned devices was reasonable (City of Ontario, California v. Quon, 2010). An important point in this case was the computer usage policy provided. Companies are able to monitor employees' devices and work accounts, although a clear and concise policy on the topic will help clarify expectations for