You're likely right, but if I was hiring someone, I'd make sure to have a strong rule (ie - work devices/networks are for work purposes only) and a strong discl

You're likely right, but if I was hiring someone, I'd make sure to have a strong rule (ie - work devices/networks are for work purposes only) and a strong disclosure (ie - we reserve the right to monitor, read or otherwise use any and all information on work devices or networks). Of course, I'm Canadian and our privacy law is fairly strict. Violations are also a tort, even without proof of damage, so my case may be unique. But regardless, firm, written guidelines applied equally across the organization are always a good defense.