Employee Monitoring in 2022: The High Tech Tools vs The Legal Rules
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 practice include business and 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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This program will discuss the various scalable options for employee monitoring, including tools for on-location time tracking, biometric collection for information security, and remote access monitoring tools. Many of these tools attach to programs you probably already use, such as Google®, Microsoft Teams® and many other popular apps.
This program also will explore the legal issues that arise with these tools. Due to the recent proliferation of these technological options, many states are enforcing their existing laws and creating new laws to limit employers’ rights to employee monitoring. Claims such as invasion of privacy, NLRA unfair practices, BIPA violations, federal and state wiretap issues, antidiscrimination laws violations, ECA concerns, and many other claims are arising in the world of employee monitoring. We will take you through the issues, the laws, and the best practices to maximize your use of these tools without getting sued in the process.
Areas Covered
- Employee tracking and monitoring technology: what is it?
- New tools in monitoring: covering the options and possibilities
- Considerations for creating or updating your employee monitoring tools and policies
- Legal limitations on employee monitoring
- New laws on employee monitoring, including BIPA laws
- Policy and procedure changes necessary for compliance, and
- Other best practices for establishing a legally compliant monitoring system
Who Should Attend
All human resource experts, generalists, and employees with human resource obligations
Why Should You Attend
If you are a company that has yet to use these employee monitoring tools and want to learn more about the options, this program is for you. If you are already using these tools but are unfamiliar with the legal compliance issues arising throughout the country relating to these tools, this program is also for you. We will explore all of these options, concerns and best practices, and more.
Topic Background
With remote access, lack of employee supervision, and amazing tools to track your employee's work, the high-tech tools for worker tracking and monitoring sound like magic. More than 80% of large companies are already using these online tools, but many smaller employers have yet to really explore their options. Companies using these employee monitoring tools are seeing results, but they are also facing massive lawsuits on the invasion of privacy of employees. So, how are we to use these tools effectively and legally?
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$200.00
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