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Tracking Employee Activity: The Legal Risks And Practical Benefits Of Employee Monitoring Technology

Webinar: ID# 1023690
Recorded On-Demand
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About This Course:
Recent developments in employee monitoring technology means that businesses can now track and monitor employee activities and tasks throughout the day.

What exactly does that entail? The technology is remarkably advanced and it can detect the level of stress reflected in an employee’s voice, read emotions using facial recognition, and predict when truck drivers might fall asleep at the wheel.

While such technology can be of great benefit to employers, the laws have not kept pace. Therefore, if you are interested in using employee monitoring technology at your workplace, you need to be aware of the potential legal risks, even though guidance is still scarce.
  • Will your employees feel like they are constantly being watched?
  • Is this type of monitoring even legal?
  • How can you use the information you collect?
  • What sorts of legal problems can you expose yourself to by gathering this information?
Find out answers to these questions and more when attorneys Stefanie Renaud and Lucas Amodio will explain the legal limitations of employee tracking technology.

Learning Objectives:
  • How to legally use monitoring technology
  • What steps employers should take to ensure legality and guard against risk
  • How the use of fitness wearables exposes employers to some legal risks (for instance, under the Americans with Disabilities Act)
  • Technologies that can be used for tracking employees in and out of the office or worksite
  • Tracking methods that are used in employee-owned devices
  • Ways that the collected data could be misused and thus result in potential legal liabilities for the organization
About Your Presenters:

Stefanie Renaud, Esq.
Associate
Skoler, Abbott & Presser

Stefanie Renaud is an associate in the Springfield, MA office of Skoler, Abbott & Presser where she focuses her practice in labor law and employment litigation. Since joining the firm in 2016, Ms. Renaud has defended employers against claims of discrimination, retaliation, and harassment, as well as actions arising under wage and hour laws.

In addition to her litigation practice, Ms. Renaud has also represented employers before the EEOC, MCAD, NLRB, and at arbitration hearings. Additionally, she has reviewed numerous employee handbooks and related polices for compliance, and counsels employers on compliance with state and federal laws, including the Americans with Disabilities Act, and Fair Labor Standards Act.

Prior to joining Skoler, Abbott & Presser, Ms. Renaud interned with the Enforcement Division of the Massachusetts Commission Against Discrimination, where she investigated employment discrimination claims and drafted decisions on behalf of the Commission.

Ms. Renaud is a 2015 graduate of the UCLA School of Law, where she received the highest grade in her employment discrimination course. During law school, she served as the President of the Native American Law Students Association, Chair of the Student Bar Association Academic Committee, and was a staff member on The Dukeminier Awards Journal of Sexual Orientation and Gender Identity Law. During her final year of law school, she served as judicial intern to the Hon. Christina A. Snyder, U.S. District Court for the Central District of California. She earned her B.A. in Psychology and U.S. History from Smith College, where she also completed a thesis.

Lucas Amodio, Esq., CHE
Associate
Armstrong Teasdale

Lucas Amodio, a former computer engineer and current attorney at Armstrong Teasdale, is a Certified Ethical Hacker (C|EH) through the International Council of E-Commerce Consultants (EC Council). He counsels clients about security flaws and techniques to protect their data. He regularly writes about cyber-security issues.
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Tracking Employee Activity: The Legal Risks And Practical Benefits Of Employee Monitoring Technology
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