Employee Tracking Tech
Today, your employer likely uses at least one method of tracking your movements and your behavior while you are on the clock. If you have internet service at work, chances are your employer is using software to check up on the sites that you visit and how much time you are spending online. Do you have one of those little magnetic access badges or swipe cards to get in and out of your building or in and out of certain departments? You can bet money that your boss can go online and track your movements. If you work in a retail environment, all you have to do is look up at the nearest security camera for a reminder that you are constantly under somebody's watchful eye. Don't think things are much different if you are a field worker or traveling sales person. If you are in a company car, there is probably a device installed tracking your driving behavior and where you going. In fact, you boss may have asked you to install a messaging app such as FreshTeam. It can be as a way to keep in touch with employees out in the field, but it also acts as a tracking device that lets your employer know where you are and a host of other information.
While employers do have the right to be ensured that their employees are actually working when they are supposed to be, and that they are not wasting or abusing company resources, there is real danger that these technologies go too far. There is a difference between keeping an eye on employees when there are performance or loss concerns, and treating each employee as a potential time waster or thief. Good employers will balance use of technology with honesty and common sense policies. They can begin by writing out an employee technology bill of rights like the one below.
All Employees Have The Right to Know What Tracking Technologies Are in Use
No individual should be expected to install an app, tool, or utility on a device that they own without receiving full disclosure. This includes the name of the app, the software company that manufactures it, and its intended use. When tracking technology is used in employee devices or vehicles, the employer is obligated to let the employee know.
There Should be an Appeal Process For Employees Accused of Wrong Doing
No worker should be fired, suspended, laid off, docked, demoted, or otherwise disciplined simply based upon evidence provided by technology. Employees who are accused of wrong doing must be allowed to speak on their own behalf, be allowed to review the evidence against them, and ask for proof that the tracking technology is working as designed.
Employers Must Cover All Expenses Related to Apps Installed on Employee Devices
If there is a monthly subscription fee, data usage, or other costs associated with installing and using a tracking app or software package on an employee's personal device or computer, that cost should be fully covered by the employer. If additional storage is required or a device upgraded is needed, the employer must also cover this cost as well.
Tracking Apps Must Not Negatively Impact Device Performance
No tracking technology should be used if it degrades a device's performance in any way. This includes but is not limited to:
Slow network performance
Interference with other apps
Dropped Calls
Employees Must be Able to Disable Tracking Apps When They Are Not on The Clock
Employees will be given passwords and any other information that they need to disable tracking software when they are not on the clock. Employers must agree in writing that they will not activate tracking software when employees are not at work, and will disclose any events where this policy is violated.
Employees Will Have Access to Any Tracking Logs or Reports About Themselves
As long as they are being tracked in any way, employees will have the right to request and receive access to any data that is collected about their movements. When a request is made, it is the employers obligation to provide the information as quickly as reasonably possible. No information shall be redacted except for information that would violate the privacy of other individuals.
Employers Will Pay For Any Loss Associated With Hacking or Privacy Violations
Because tracking employees often includes collecting and storing personal information about these policies, privacy concerns are very real. It is the responsibility of employers to ensure that all information is kept secure. In the event that personal information is stolen or improperly disseminated, employers are liable for any embarrassment, loss, or other damage caused.
Employees Will be Informed if Their Employer Subjects Them to Additional Tracking
There may be times when an employer opts to put an individual or group of employees under more scrutiny. This may happen when there are losses or discrepancies or there are concerns about performance issues. If an employer decides to track any employee more than others, they are obligated to inform that employee and let them know the reason behind the enhanced tracking.
Employees Have The Right to Know The Goals Behind Tracking Policies
No employee should be subjected to tracking or monitoring without fully understanding why. When employers opt to use this technology, it should be considered best practice to let employees understand the goals behind the decision that was made. These reasons might be loss prevention, identifying training issues, reducing customer complaints, or lowering expenses.
Conclusion
Most employees understand the need for some level of tracking and monitoring. However, they also have the right to be treated with dignity, honesty, and respect. When employers use this technology in ways that are respectful and with full disclosure, they will find that they are able to keep tabs on employees while still maintaining high levels of morale. Creating an employee bill of technology rights and placing it in the company's employee/policy manual will go a long way towards accomplishing this goal.
