![]() The unions can also play a huge role in establishing fair working conditions. So, where is the boundary between standard employee tracking and privacy invasion? In most cases, it comes down to employers’ own moral codes and pre-made agreements with workers. Some states like Delaware and Connecticut require the employer to officially notify the employee that their user activity is being tracked with the help of the software. ![]() Aside from federal law, there are also state laws that can have specific regulations about this type of monitoring. It’s up to the employer’s discretion to decide whether they’ll use computer spy software to shadow employees or not. The problem is that there are no restrictions or boundaries with the employee tracking systems in use. The manager can be monitoring your screen, tracking keystroke history, or even listening to conversations. That being said, the employer has the right to keep track of the employee’s activity while they’re on the clock. The Electronic Communications Privacy Act (ECPA) prohibits the interception of communication, while the Stored Communications Act (SCA) protects any stored information including calls, messages, and videos. Even if the person is using a company computer, the law considers this type of eavesdropping an illegal action. ![]() ![]() No matter what kind of software is being used for monitoring employees, the employer has no right to track the employee’s location, listen in to their calls, or record through the computer camera. As always, the law is a bit vague in this area, but we’ll try to shed some light on it. Employers need to find a way to control the productivity of their workforce without compromising their right to privacy. This is a burning question for both employers and employees, especially at a time when working out of the office is such a popular option. ![]()
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