Very worthwhile deliniations you&#x27;ve put forward - matters of policy and employment agreements, to me, aren&#x27;t able to address every single instance of good or bad judgment by an employee.<p>I&#x27;ve worked with several highly regulated industries, and while data preservation is a big deal, very frequently compliance officers have said &quot;Just don&#x27;t store personal-type or non-material information like calendar meeting requests for off-site dinners&quot; because they&#x27;re simply outside the purview of what&#x27;s needed to satsify the rules.<p>On the other hand, it was quite clearly stated that if doing filing&#x2F;archiving one comes across correspondence that reflects an error of judgment (intentional or not), say relating to giving a &quot;personal&quot; gift to somebody above&#x2F;beyond the accepted corporate policy or legal mandates (ex: local government officials), then by all means, that&#x27;s in the company&#x27;s interest to review and address.<p>There&#x27;s a perfectly fine reason some sensitive conversations should take place over the phone instead of in writing (most notably &quot;OUR IT SAYS WE&#x27;VE HAD A BREACH OMG OMG OMG&quot;), just like there&#x27;s ample reason talking about something sketchy is frequently performed over the phone. Funny creatures, us humans.