Accidentally deleted my post lol, but the court case ultimately ruled for the company, and that these laws aren’t very strong to begin with.

It is recommended that employers should implement clear policies that define, in unequivocal terms, the employer’s expectations surrounding workplace computer use, including smartphone use, if employers provide such equipment to employees in an employment context. Although Fish J., in R. v. Cole, stated that workplace policies are not determinative of a person’s reasonable expectation of privacy, if properly drafted a workplace policy combined with consistent employer actions in the workplace, may diminish, objectively, the employee’s reasonable expectation of privacy. For example, where both the employer’s workplace policy and the employer’s actions in the workplace are consistent in prohibiting any personal use by employees of employer-issued computers or smartphones and where the employee has acknowledge receipt of employer’s policy that provides that any data sent, stored or received using the employer’s computer or smartphone is the property of the employer and the employer reserves the right to perform random checks or audits of the employee’s computer or smartphone use, the employee may be hard pressed to argue that he or she has a reasonable expectation of privacy.

And the article you linked still suggests it’s a bad idea to assume privacy.

While it may be tempting to use an instant chat application for workplace gossip, it is best to follow the golden rule: if you wouldn’t share it with your boss voluntarily, it’s probably best saved for a face-to-face conversation.

This is more so to protect employees who are browsing facebook or something on a personal computer, that the employeer isn’t then allowed to snoop on their private social media accounts. For work related stuff, the rule still applies that it’s work property.

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