This is the first in a series of posts about using spy technology at the workplace. We’re going to look at this both from the employer’s perspective and from the employee’s perspective.
Spying raises many legal issues, particularly employee monitoring. Employers typically have wide latitude to monitor their employees. There are legal limitations as to what an employer can monitor.
There are many reasons why an employer may want to monitor their workers. Employers are generally liable for the acts of their employees who are in the course and scope of their employment. Workplace lawsuits for wrongful termination and sexual harassment have become more common. Work injuries are another source of liability.
Risk management is one reason why monitoring makes sense for employers. Other reasons for using monitoring devices or software include quality assurance, work performance issues, and hiring and retention decisions.
From the employee’s side, workers are now asserting their right to record meetings. They also have pushed to be able to gather visual evidence. Courts have opened the doors for employees to defend their rights in the workplace, and also to become whistleblowers.
Workplace spying raises legal, human resource, and privacy issues. We’ll deal with all of these so that you can make an informed choice as to whether to use spy devices at work.