Legal Responsibilities when Monitoring Your Employees On and Off the Clock
|Date / Time:
Many managers are required now to observe and consider realistic and proper practices and procedures for monitoring employee activities and communications. Such assignments are typically for the purposes of improving workplace productivity, maintaining asset control, and enhancing workforce harmony. Even if not asked to undertake such efforts, managers today are often confronted with digital communications or activities disclosed to them by peers, co-workers, or employees whom they supervise.
As a result, all managers, and their supervisors or advisers, need to gain some familiarity with the issues that arise from actively observing employee activities or communications, whether performed in-person or digitally. Obtaining a foundational knowledge in this area proves critical for formulating and applying proper workplace policies and procedures.
Review of Legal Doctrines Governing Privacy and Activity or Communication Rights of Employees Common Law
Examples of Protected and Unprotected Activities or Communications
- Privacy Doctrines From Tort Law and Other Sources
- Statutory Privacy Protections for Employees
- Regulatory Privacy Protections for Employees
Workplace Monitoring Issues
- Phone Communications
- Email or Text Messaging
- Internet or Social Media Usage
About The Presenter
- Video or Visual Monitoring of Employees
- Employer Policies
- Examples of Potential Liabilities for Employers
Ambrose V. McCall
- Partner of Hinshaw & Culbertson LLP, Peoria, Illinois
- Advises clients on a range of employment issues, including regulatory, compliance or employee program matters
- Represents a number of clients in commercial litigation and real estate litigation matters
- Defends clients against claims of professional liability, employment discrimination and civil rights
- J.D. degree, Case Western Reserve University School of Law
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