Final answer:
The monitoring of employees' email without their notification is often seen as a privacy violation in Canada, unless the employer has a legitimate business interest and conducts the monitoring reasonably. A clear policy on email monitoring, compliant with privacy laws, is typically included in employment contracts.
Step-by-step explanation:
According to established Canadian practice, the monitoring of employees' email without notification to the employee is generally considered a violation of privacy laws unless certain conditions apply. Employers may have the right to monitor emails if they have a legitimate business interest and if it's done in a reasonable manner. However, transparency is encouraged, and often employers will include a policy in the employment contract or employee handbook that notifies employees of the possibility of email monitoring. Such policies should adhere to provincial or federal privacy legislation. In any case, it's always best to consult with legal experts or refer to specific laws such as the Personal Information Protection and Electronic Documents Act (PIPEDA) for guidance.