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Employers have justifiable legal concerns about on-the-job computer usage by employees. Monitoring of employee computer usage by employers is a method to address these concerns. Federal laws, such as the Electronic Communications Privacy Act, and state laws provide some guidelines on the appropriate monitoring of employee computer usage. Consent to inspect computer usage by an employee may provide additional protection for employers against employee complaints of invasion of privacy. Off-duty employee electronic activity may be addressed by employer-created policies regarding social networking and/or through training programs. No cases have been reported that impose liability on employers for searching employees' computers or email. J Pharm Technol 2010;26:9-13.

This study examines Problem-focused Coping and Emotion-focused Coping, as measured by the Revised Ways of Coping Checklist, in relation to Dysphoria, Anxiety, Anger, Social Support, and course grades in psychology. Women university students ( N = 245) were assessed two times six weeks apart. Problem-focused Coping was significantly negatively correlated with scores on the Center for Epidemiological Studies–Depression scale and with scores on the Self-rating Anxiety Scale at both time periods. Emotion-focused Coping was significantly positively correlated with scores on these scales and with scores on the State-Trait Anger scale at both times. Emotion-focused Coping was significantly negatively correlated with scores on the Social Support Questionnaire at both times and significantly negatively correlated with grades.