No big deal mostly, but If I ever saw anything subversive.

I also fast-tracked their accounts/hardware for more strict monitoring. I would tell them to not do it on company hardware since I was ultimately responsible for it and would have to report them if it happened again. I usually had a talked with them and stated that I didn't care about what they were doing, but I knew exactly what they were doing.

There was no need in embarrassing them usually. Since the general policy was first-offense warning, I never saw the need to include more people than needed with resolutions like this. Sometimes I would review traffic logs prior to infection, but it was usually a reactionary response. Most of what I found were drive-by/malicious ad infections from porn sites. This was a ~500 user infrastructure and I was not fully castrated by policy/procedure. Since I was responsible for my infrastructure, I determined what was the necessary response. I have always handled issues directly with the users unless I determined the severity was too great to be tactful. It's all politics and how you approach it. That would probably be a good enough nudge, however if I was extremely comfortable with the person I would tell them the same thing, but I wouldn't mask it. I'd assume not, in which case unless what they were doing was explicitly illegal, I would move on, and if I was comfortable with that person I'd shoot them a quick email warning them that their manager may ask you to look into or monitor their file/application usage (especially since they are working from home.)

Remember, is any lack of work they are doing seriously harming the company or your earning potential? For example a small business or a business you are financially invested in. All I imagine it would cause is unneeded stress and drama here for quite a few people. I however, whilst sticking to policy as much as possible, would probably let it slide in my situation as we are a very large corporation. If you've stumbled upon it and would like not to be involved, you can ignore it, or pass it off to your manager/HR to deal with. It depends, it depends on policy, it depends whether they're playing them within work hours, and generally how comfortable you are with this person. I saw your post the minute after you posted it, but was a little too busy at work to reply.

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