Company surveillance is frequently used to monitor employees’ activities, such as time management, internet usage, the responsible operation of company vehicles, and compliance with company policies. This monitoring raises concerns about employee privacy, and organizations should keep abreast of legal considerations surrounding employee surveillance. Here are a few key points that you may want to know.

1. Types of monitoring

The most common form of employee surveillance involves using video cameras. Cameras should be placed only in common areas. Computer monitoring software is also available and can track internet usage, downloaded applications, keystrokes, emails sent and received, their content, and timestamps. Time trackers are common within certain company environments and observe how much time an employee spends on a project or lunch breaks. It’s not uncommon for some businesses to install GPS trackers on their company vehicles, which can monitor drivers’ speed, location, and length of time spent at each stop.

Employees must be made aware of any monitoring devices in use to avoid concerns of privacy violations.

2. Reasons for monitoring

Employee monitoring can be implemented for security, productivity, and safety. Monitoring employee performance can identify areas that could be changed or improved for a better work product and increased efficiency. Companies that utilize sensitive data, like medical and financial information, use monitoring to protect client data and prevent identity theft. Monitoring is also a safety measure for employees to safeguard them from accusations of data breaches or compromising sensitive information.

A firm ethics policy protects the company and its employees. Employee monitoring makes ensuring compliance and ethical behavior easier. Implementing monitoring software and a method of reporting inappropriate behavior, including an ethics hotline, offers confidential methods of tracking and reporting suspicious activity and behavior and provides whistleblower protection.

3. Legal considerations

State laws and regulations concerning employee monitoring and surveillance vary. Company leadership should stick to these rules and regulations to avoid compliance issues. Employees should also have a reasonable expectation of privacy, when it comes to their emails or electronic devices. Transparency is imperative, and employers should fully disclose any surveillance practices to alleviate privacy concerns.

4. Potential downsides of surveillance

Employee monitoring has its disadvantages, too, which is why it’s so challenging for companies to implement and ethically manage. When monitoring is introduced, employees may distrust their company, feeling that their privacy is being invaded. Data collected also has the potential to be inappropriately shared by management, with the employee suffering the consequences. Employees may experience increased stress and anxiety stemming from continually being monitored.

5. Ethics Hotlines can help

An ethics hotline can complement your company’s internal employee surveillance efforts by providing a confidential and proactive avenue for employees to report concerns or misconduct. While surveillance monitors activities for potential issues, an ethics hotline fosters trust and accountability by encouraging employees to voice their observations directly. This dual approach not only enhances transparency but also helps identify ethical challenges that surveillance may miss, including interpersonal conflicts or subtle policy violations. Together, these tools strengthen your company’s commitment to a fair and compliant workplace.

Ethical Advocate is a one-stop shop when considering an ethics policy, ethics hotline, or an expert in compliance. Contact our ethics professionals today to discuss your best practices for your company.