Surveillance in the Workplace: the Good, the Bad, the Ugly
Deirdre Kamber Todd is the Partner with the Kamber Law Group, P.C., a next-generation law-firm located in Allentown,Pennsylvania. Her areas of practiceinclude businessand employment law, antidiscrimination laws, LGBTQIA issues, medical marijuana, contracts, healthcare, and HIPAA. With numerous accolades for her work as an employment lawyer and litigator, Deirdre has been quoted or appeared on NPR’s All Things Considered, Bloomberg BusinessWeek, SHRM National, Business Insurance Weekly, and PBS.
This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
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Employee surveillance, whether in the workplace, connected to a remote workplace, attached to a work vehicle, or used with a cell phone, requires thorough understanding of the legal implications. There is no simple compliance umbrella for surveillance; the requirements are different for each method or methods used.
This program will explore all the major options available for employee surveillance, and it will discuss the legal compliance issues arising for each method. We will also discuss the impact of employee surveillance on employees in an era of quiet quitting and suspicious minds.
If you already use employee surveillance tools or are just considering the possibilities for employee surveillance, this program will sort out the utility and dangers of each method and the specific legal obligations that accompany it.
Areas Covered
- What constitutes employee surveillance
- The impact of surveillance on employees
- The difference categories of surveillance, from onsite to remote to travel
- The options in employee surveillance as offered by a variety of tech companies, including
- The legal ramifications for each option
- The risks involved with each option
- The inherent unacceptable risks with some forms of surveillance - We will also focus on the specifics of biometrics, including:
- What is biometric surveillance
- The legal issues arising specifically with biometrics, including state-sponsored biometric “BIPA” laws - The future of employee surveillance as we move forward with technology
Who Should Attend
All human resource experts, generalists, and employees with human resource obligations
Why Should You Attend
More than eighty percent of large employers monitor and use surveillance on their employees. From GPS units to counting keystrokes, from basic cameras to retinal scans, employee surveillance is both a big ask from employers and big business for tech companies. With each form of surveillance, however, comes legal ramifications, and the more invasive the approach, the more legal ramifications arise.
Every employer who uses, or is considering using, surveillance tools on their employees must know, understand and comply with the legal standards that attach to each of the forms of surveillance. Failure to grasp and comply with the legal standards attached to each of these modes of surveillance will land the employer in hot water, guaranteed.
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$200.00
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