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by American Management Association and ePolicy Institute in 2005 concluded that surveillance of company phone lines is increasing. During 2001 a survey showed that approximately 9% of businesses recorded employee phone conversations. However, by 2005, about 19% of companies were monitoring employee's telephone conversations in specific job categories.

If employers choose to include monitoring employees' telephone conversations in their call accounting system they need to adhere to the law. Businesses have the legal right to monitor the company phone system for the intent of determining if employees are using the phone system for accepted purposes. Employers even have the legal right to record the calls of employees. However, the Electronic Communications Privacy Act states that companies have to notify their employees and the incoming callers that the monitoring of phone calls may occur.

Regarding invasion of privacy, by law after companies determine the employee's phone call is personal it should stop monitoring the phone call. The employer can simply make documentation of the personal call in their call accounting system and mention the personal call to the employee.

To avoid legal problems, employers should obtain the consent of all employees to monitor phone calls. Under the Federal Statute, Title III employers can legally monitor employee telephone conversations if they receive their permission beforehand. This should be done in writing.

call accounting systems should provide pertinent information regarding personal phone calls, including total cost and cost for individual employees, the length of calls and the destination of the calls.

By including a phone calling monitoring program in a call accounting system which employees believe is fair, companies can reduce phone costs and significantly increase worker productivity.