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says.“Employers have a lot of leeway and not many legal limitations. And also, it
seems employees are in some ways just used to being monitored... [They]
personally sign up for monitoring, using what a Fitbit does or what your Alexa
does or what your webcam can do.”
Brantner does not foresee a change in direction for monitoring in workplaces.
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groundswell of support from the public, and I just don’t see those happening
anytime soon.”
Brantner also points out that there aren’t any federal laws protecting employee
privacy, although at a state level, legislatures in Arkansas, California, Maryland,
Missouri, North Dakota, Oklahoma, and Wisconsin have passed some laws
regulating microchip implantation in employees. That’s not to say that any of
those states ban the use of microchips, though. Arkansas is the newest state to
approve a bill, and its sponsor, Rep. Stephen Meeks, told the Arkansas
Democrat-Gazette that an outright ban could be struck down by the courts. The
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alternative non-invasive technology that is intended to track the movement of
an employee.”
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over their data, which is why in the workplace, it’s the responsibility of
employers to ensure consent practices and educate employees on what data is
or is not being collected.” Waber says he would like to see worldwide adoption
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laws don’t prevent employees from being monitored—just from data being
directly tied to individuals.
THE BOTTOM LINE
The motivation a company has for doing something almost always comes down
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protect assets or to increase revenue.
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workers. Gartner’s Kopp says that he believes monitoring will go beyond