Network administrators should be aware of this. It is serious!

Here are the facts:

"Among the major findings are that 90 percent of firms have procedures in place when illicit images are discovered in the workplace, and 50 percent have had to use these procedures for incidents experienced during the past year. Of those firms that pursued an investigation, some 44 percent resulted in the employee's removal from the company and 41 percent took other disciplinary action.

The survey also revealed the sources where companies perceive the highest risks from harmful images entering computers will come from in the next few years. Respondents perceived the highest threats would emanate from the Internet and email/email attachments (both mentioned by 93 percent of respondents), followed by other gateway threats such as embedded (81 percent) and zipped files (73 percent). Other high-perceived threats come from WiFi networks (68 percent), cell phone cameras (63 percent), non-enterprise controlled networks (61 percent), memory sticks and encrypted files (59 percent) and CDs (54 percent).

Surprisingly, 26 percent of respondents weren't fully aware that state and federal regulations regarding sexual harassment and hostile work environments apply to the viewing of inappropriate images in the workplace. Almost half (46 percent) weren't fully aware that attorneys first look for evidence in sexual harassment and hostile work environment claims in a company's records of Internet use, e-mail traffic and images on the hard drive. And 76 percent weren't fully aware that the distribution and consumption of child pornography is one of the FBI's top three investigative priorities for the next two years."

Here are the questions we should ask ourselves:

Do we give these people enough warning?
Do we remind these people our computer usage policy regularly?
Do these people pay attention to our computer usage policy?
Do we force these people to pay attention to our computer usage policy?
Have you tried eDeclaration to see what it can do for you?