I am also trying to formulate a policy for terminated emloyee email at my 
company.  Similarly, the email account is given to the employee's manager to 
have a look at.

I have concerns with the practices that Angie provides - even though I think 
that those practices are common and are much better than doing nothing.  
But: is a busy manager - now trying to replace an employee - going to have 
the time to look through all of that email?  Within 30 days?  Or even 90?  And: 
the statute of limitations for suits on wrongful dismissal, workplace 
discrimination, etc. may extend for years - having the employee's email record 
would be exceptionally valuable in that circumstance, and so there would be 
business value in retaining it.

So I'm not satisfied with what I've seen so far, but granted I haven't seen 
much.  The better solution, I think, is managed email that is retained and 
destroyed according to a corporate retention policy.  If anyone has that fully 
implemented, my hats off to you - and perhaps you can wade in with an 
opinion.

Wayne Hoff, CRM
Calgary, AB

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