Employee Monitoring Software | iMonitor EAM


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What should I do if a Agent is offline

Did you install the EAM Agent program with local administrator or domain administrator?

You must install the EAM Agent program with local administrator or domain administrator.

Check the Agent program in Windows task manager

Please goto the remote computer, open Windows task manager and check if 'mssys.exe' is running or not.

Check the Agent EXE file

Please goto c:\windows\system\sys\syscon, and check if mssys.exe is in the folder. If mssys.exe is in that folder, please double click it to check if it can run with the current user account.

Check the Antivirus software settings

You must add the Agent folder "c:\windows\system\sys\syscon" into the exclusion list of the antivirus.

Check firewall settings

Please make sure that mssys.exe has been added into the exclusion list of the firewall.

Check EAM server adress

Please goto C:\Windows\system\sys\syssettings, open config.ini, and check the entry "server_ip". if the current user account can not access this folder, please adjust permissions to make the current user can access this folder.

Check Window user account

The EAM Agent can not run with a limited Windows user account.

Check auto run settings in Windows Registry

If the program can not run automatically with Windows startup, please check the auto run entry in Windows Registry.

  • 1. Click start, enter "regedit", and press Enter key.
  • 2. Go to HKEY_LOCAL_MACHINE, Software\Microsoft\Windows\CurrentVersion\Run
  • 3. If it's normal, you will see a key named "imonagent", and the key value is "c:\windows\system\sys\syscon\mssys.exe".







Best practices include reasonable policy and selective monitoring

As discussed above, the law allows employers to monitor when certain conditions are met, and most businesses find there are legitimate business reasons to retain the right to do so. However, any type of surveillance can cause serious morale problems if not handled appropriately. No one likes to be spied on, particularly when engaged in personal, nonwork-related activities, even if these activities occur at work. To reduce these problems, your best bet is to be up front-- communicate your policy carefully and clearly, and then monitor only to the extent necessary. The following five strategies will help your organization prevent abuse while promoting positive employee relations.

1. Develop a policy specifically addressing monitoring of employee communications and educate your employees about it. The policy should:

          a. Clearly state that the computer system and communications services are the property of the employer;

          b. Reserve the right to monitor employees’ electronic communications;

          c. Explain the business-related reasons for the monitoring; Describe permissible work-related and personal telephone, e-mail, and Internet use;

          d. Prohibit inappropriate use, including: excessive personal use; sending, accessing, or storing discriminatory, harassing, defamatory, or pornographic material; duplicating or distributing copyrighted material without permission; and transmitting confidential, proprietary, or trade secret information;and Include penalties for policy violations, up to and including termination.


2. Keep the monitoring work-related. If you offer employees a sound and positive business rationale for monitoring, they are more likely to accept it as a legitimate work-related tool rather than an intrusion. Acceptable reasons include monitoring to respond to a complaint regarding policy violations or to improve employee performance, customer relations, and the quality of products and services.

3. Make it reasonable regarding personal use. A policy that prohibits all personal use is usually both impractical and virtually impossible to enforce in many employment environments. Similarly, draconian punishments for a relatively minor policy violation will understandably be viewed as unfair by many of your employees.

4. Check state law. If you are in a state that requires the consent of all parties to monitor telephone calls, consider adding a prerecorded message to all incoming and outgoing calls to inform nonemployees of potential monitoring.

5. When in doubt, give notice and get consent. Remember, monitoring is always legal when you get consent, so if you are going to monitor employees, have them sign off on it when they are hired or when you start monitoring.

Monitoring is a tool to be used carefully

There’s no doubt about it--employee monitoring has become more commonplace and has many legitimate uses. However, overly intrusive practices can create the negative perception that Big Brother is watching. The solution, therefore, is to balance your need for protection with your employees’ desire for as much privacy as possible. A policy that embraces the five components discussed above is a good place to start.