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SAM features for nodes on primary polling engine are not functioning for nodes on additional pollers

Table of contents
  1. Overview 
  2. Environment
  3. Cause
  4. Resolution


Reinstall the affected Orion agent and delete the JobEngine plugin database, which will remove any jobs that are instructing the Orion agent to stop.


StaffCop Enterprise Review

MSRP: .00 at

Pros: Audio and video recording. Automated policies and triggers. Full OCR on documents and screenshots. Good reporting and data visualizations. Keystroke logging. Keyword tracking. Productivity tracking. Remote desktop control. User vocabularies.

Cons: On-premises server setup was maddeningly difficult. Requires virtual machine provisioning to access web dashboard. No cloud-based admin interface.

Bottom Line: Once you get StaffCop Enterprise set up, it's among the most powerful employee monitoring software solutions available, packing a full range of data gathering, user tracking, and reporting tools. If not for its on-premises setup process, it would rival Teramind as a best-in-class tool.

Read Review
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  • Legal Considerations

    When it comes to employee monitoring, there are several things you should be aware of.

    First, there aren’t any federal laws in place that say private companies can’t monitor their employees. "For the most part, private employees have no right to privacy," Ciocchetti says.

    Nonetheless, if you’re a private employer with federal contract that includes record-keeping obligates, or you’re a public company, your employee monitoring rights are restricted.

    Also, despite the lack of federal laws, many states have established their own laws. Before you implement a system, check your state’s laws or consult a lawyer.

    Finally, if someone has consented to being monitored, it’s legal .

    Computer activity

    If you’re interested in monitoring anything your employee does digitally (email, Web surfing, application use, etc.), then you’ve got a well-established legal right to do so. "Courts have found that employers are generally free to read employee email messages, as long as there's a valid business purpose for doing so," says this NOLO post .

    When you own the computers and the network your employees are using , you don’t even need to tell them you’re keeping or reading their messages. However, if they’re bringing their personal computers to the office or working from home, establishing an email policy that basically says, “We reserve the right to store and open all electronic communication sent during work hours or from your work email address.”

    We’d argue you should always tell your employees what you’re tracking—and why—but we’ll get to that more in a bit.

    Phone calls

    On employer-owned phones, you can listen to what your employees are saying. However, it should be for quality control purposes; maybe you’re ensuring customers are getting helpful responses, or clients are being treated respectfully.

    Although there aren’t any federal protections for phone calls, there are some state ones . In California, for example, employers must indicate they’re recording by playing a beep or recorded message.

    Also, none of these rules apply to personal calls. If an employer is listening to a phone call and he or she realizes it’s not business-related, the employer must hang up immediately.


    It’s legal to track employee location , whether you’re relying on a mobile app like Hubstaff or a GPS device in the car. But since there isn’t a lot of legal precedent, there are a couple measures you can take to stay on the safe side.

    Step 1: Provide the tracking equipment. There’s always a lower expectation of privacy when an employee is using company property, rather than personal. So, if you’re going to track a person via smartphone, it’d be wise to pay for the phone.

    Step 2: Ask for the employee’s consent. Once you’ve gotten approval from the person you’re monitoring, you don’t have to worry about legal issues: their “yes” supersedes the other concerns.

    Step 3: Don’t monitor non-business activity. Employees do have a reasonable expectation of privacy when they’re off-the-clock, meaning you can’t track their location when they’re not working.

    To learn more, take a look at this ebook covering the legal ins and outs of using employee monitoring software .

    Chapter 5
    • Snapchat
    • Whatsapp
    • Facebook
    • Email Tracking
    • Instagram
    • Web Browser History
    • Whatsapp Contacts
    • Facebook contacts

    5. Nagios XI

    Nagios XI is aimed at a wide audience, from freelancers, SMBs (Small-to-Medium-Business), to large corporations. This makes Nagios’s XI pricing model one of the most flexible. They have a free version, open-source, one-time license and subscription. It is one of the few tools that allows an extreme flexibility (because of its adaptability to plug-ins) on what’s being monitored and alerted for a low cost.

    Nagios XI focuses on monitoring. The key IT components that Nagios XI monitors are Network, Infrastructure, and Database. Although the software is easy to install, it will initially take some time to adjust to your requirements. This is because Nagios XI does not auto-discover devices. You have to configure each device that needs to be monitored with a configuration file.

    Standard paid edition starts from ,995 for 100 nodes. Nagios XI is supported only by Linux (or UNIX variants) OS.

    More Information and Official Website:

    Download Link:

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    Event Monitoring

     Email  Print 11/04/2014

    An event monitor, or recorder, is a wearable device that records the electrical activity of your heart periodically for up to a month. While a Holter monitor  gathers data about the heart’s activity continuously, an event monitor records data only when an “event” is occurring - that is, when you are experiencing symptoms.

    The monitor is a small electronic device that is connected with wires to sticky patches ( electrodes ) that are placed on the skin of your chest. The monitor is small enough to clip to your belt or keep in your pocket.

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