Assignment Prompt & Instructions
Use attached articles only!!!!!
READ REQUIREMENTS ATTACHED!!!!!!!
– ## Essays.docx
– ## EmployeeMonitoring.docx
– TheImportanceOfSuccessionPlanning.docx
**## Essays.docx**
**TMGT 561 – Test 2 Essays**
Answers should be cited and referenced. You can do the references for all three at the end of all the essays or you can reference each one.
Answers should be 2-3 pages each and double spaced for EACH question. Be thorough in your answers.
**This work is your work ONLY! DO NOT work with classmates.**
**USE ONLY the articles provided and class discussion.**
**All articles must be cited and you have to type up your references.**
**Questions 1 and 2 – 2 point off each for no cites or no references**
**Put your name on your assignment or lose 2 points.**
**Use your APA site. I will not deduct for them being incorrect, but I will deduct for urls only or not trying.** APA site
[https://apastyle.apa.org/style-grammar-guidelines/paper-format](https://apastyle.apa.org/style-grammar-guidelines/paper-format)
**There are two separate questions. Answer them separately. Put all answers in ONE document.**
**If you use outside resources then you will receive a 0.**
24 points each
1. Based on the materials provided, discuss what is important to proper succession planning. The articles build on the class discussion. Note the types, at least three benefits, and discuss at least five best practices. Use BOTH articles provided.
2. Thoroughly discuss the concept of employee monitoring using BOTH the articles provided. Why do companies monitor employees, what kind of monitoring do they conduct, and what are the effects of the monitoring (both good and bad).
**## EmployeeMonitoring.docx**
**Employee Monitoring: Weighing the Good and the Bad**
March 17, 2022
By Human Resources Professionals Association
Website – Author
https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/
Measuring and increasing productivity has always been top of mind for employers. But when remote work became the new norm in the pandemic, many companies found managing productivity challenging – and turned to employee monitoring software for help.
Since then, interest in surveillance technology has surged, with monitoring software companies like ActivTrak seeing a 35% increase in demand for information and product demos from Canada since March 2020.
[[1]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
And because remote work isn’t going anywhere, companies are still seeking out “tattleware” or “bossware” technologies like ActivTrak for their extensive tracking capabilities that can include keeping an eye on website visits, monitoring chat conversations on workplace collaboration tools, tallying keystroke and mouse activity (including how quickly someone types or doesn’t type), keeping tabs on GPS location, viewing email content, and taking automated screenshots of an employees’ screen. At the extreme end of the spectrum, employees can be watched over their webcam.
[[2]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/) [[3]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
**Pros and Cons of Employee Monitoring**
Here are a few insights we’ve gathered from HR Daily Advisor on why surveillance technologies could be beneficial for some workplaces and employees:
**Pros**
· Could reveal insights about workload distribution or where groups are spending most/too much/or not enough of their time on certain tasks.
· Can help to monitor and ensure safe practices are being followed.
· Can monitor customer interactions to ensure policies are being adhered to and customers are being treated appropriately.
[[4]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
On the other hand, tracking employee activity can also raise serious ethical and legal concerns around employees’ right to privacy. Here are some of the disadvantages:
**Cons**
· It may be difficult to retain employees if monitoring seems intrusive and/or signals a lack of trust.
· Personal data is at risk of exposure and misuse.
· There are legal issues to contend with like different provincial legislations around privacy, for example. Where is the employer versus your employee located?
· Any monitoring program is only useful if it’s regularly assessed and evaluated. This takes time and money.
· Employee surveillance may create a false sense of security.
[[5]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
**The Law**
As of right now there are no laws that require employers to disclose employee monitoring.
And although, in Canada, employees have the right to an expectation of privacy under the Personal Information Protection and Electronic Documents Act (PIPEDA), the Office of the Privacy Commissioner does not currently have the ability to issue final binding orders of compliance or levy fines to businesses that violate the provisions set out in PIPEDA.
[[6]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
There is also no specific provincial privacy legislation in Ontario.
Recently, however, the Ontario government introduced the
_Workers for Workers Act, 2022_(Bill 88) which, if passed, would require large employers (25 or more workers) to develop policies around communicating when, how and why electronic monitoring is being used.
[[7]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/) The “why” must be for a legitimate business reason.
**Introducing Surveillance Practices**
Before introducing employee monitoring technology, there are a few best practices HR professionals and companies should consider outlining in their electronic monitoring policies, according to Ryerson’s “Workplace Surveillance and Remote Work” report:
·
**Clarity:** Be sure your company’s expectations are clearly stated and that your employees consent to the use of monitoring or performance data collection. Consider also getting written consent from employees.
·
**Transparency**: Communicate to staff how this data is being used and what potential consequences might arise. Employees must also be able to request any personal data that is collected by employers and challenge it as well. Additionally, employees should be able to ask questions about the policy without any fear of retaliation.
·
**Inclusion:** Before any form of surveillance technology is adopted, all employees should be consulted about the most accurate and fair metrics being used to assess productivity.
·
**Least intrusive approach:** Make sure that your employee monitoring is based on advancing a valid business interest and use the least invasive monitoring tools that fulfill the employer’s needs. Surveillance tactics should always be used in a reasonable and appropriate manner.
·
**Reasonable expectations of employees:** Acknowledge employee’s reasonable expectation of privacy in your written policy. For example, employees are entitled to breaks at work, free from any electronic monitoring.
·
**Honesty and** **Equity:** Continually assess whether the collection of data is necessary or whether monitoring can be abandoned. Also be sure that surveillance practices do not result in differential treatment of any marginalized group.
·
**Security:** Treat any information or data collection of employees’ activities in a sensitive and confidential manner and determine how this information will be stored.
[[8]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
**Bottom line**
Is employee monitoring worth it? Certain features may be worthwhile and may have its place under specific circumstances (think couriers who have their company vehicles tracked for timing and dispatchment updates).
But employers and HR professionals must always clearly communicate if and why monitoring is being used – and consider how tracking technologies can impact staff long-term if mishandled.
For the most part, time may better be spent on building a culture of trust and accountability. A 2013 Tiny Pulse survey found that workplace transparency is the number one factor in employee happiness.
[[9]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
So, perhaps instead of installing a tracking program that keeps tabs on employee activity, speak to your employees and set goals to determine what needs to get done. Or if you’re worried about security, require staff to create stronger passwords that are regularly updated.
[[10]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
**'Why do I feel like somebody’s watching me?' Workplace Surveillance Can Impact More Than Just Productivity**
Posted on October 29, 2024
Author: U. S. Government Accountability Office
Website is the Author
[https://www.gao.gov/blog/why-do-i-feel-somebodys-watching-me-workplace-surveillance-can-impact-more-just-productivity](https://www.gao.gov/blog/why-do-i-feel-somebodys-watching-me-workplace-surveillance-can-impact-more-just-productivity)
Do you ever get that eerie feeling like someone’s watching you at work?
In today’s digital world, employers are increasingly using digital surveillance tools to monitor workers. While many employers say that digital surveillance has benefits like increasing worker productivity, most workers say being watched gives them the creeps.
The question is—does this constant monitoring actually work? Does it increase productivity and safety, or is it killing morale and causing other issues?
For Halloween, today’s WatchBlog post answers these and other questions, while looking at
[our new report](https://www.gao.gov/products/gao-24-107639) about digital surveillance tools.
**Cameras, microphones, and tracking software—oh my! Why do employers like “bossware?”**
Often referred to as “bossware,” a wide range of digital surveillance tools are used in all kinds of workplaces. These include warehousing, retail, trucking, health care, and banking, to name just a few.
Digital Surveillance tools include everything from cameras, microphones, and computer monitoring software to advanced tracking software (like GPS), app-based monitoring, and even wearable devices that track workers’ health data.
**Why do employers like digital surveillance?** The primary aim of digital surveillance is to monitor workers’ productivity, performance, and efficiency. It allows employers to identify specific areas for improvement and provide targeted coaching, training, and other support. Some employers began using surveillance tools after increasing workplace flexibilities for their staff, such as remote and hybrid work arrangements. Employers who allow telework have raised concerns that workers are slacking off when working from home. Digital surveillance tools allow employers to check whether their staff are working from where they say they are (and not… the beach, for example).
Some employers said they also use digital surveillance tools to increase workplace safety and health. For example, in oil production, one employer uses wearable devices to track workers’ sweat levels and electrolyte loss to help prevent heat stress on the job.
Digital surveillance also bolsters security to ensure that only authorized personnel enter sensitive areas. With innovations like facial recognition technology, employers can swiftly respond to potential threats, creating safer working environments. For example, a labor union official commented that GPS-enabled panic buttons are used for hotel housekeepers to “alert hotel security if they feel unsafe or threatened, a not uncommon occurrence for housekeepers who have faced sexual harassment and assault from hotel guests.”
Even with these potential benefits, employers weren’t always sure how effective their tools were. For example, perpetual monitoring had led some workers to game the system—performing meaningless tasks, like jiggling a mouse, just to meet arbitrary milestones. And the constant monitoring is leading to negative effects on workers, which may outweigh some benefits.
**Under constant scrutiny—why do workers dislike surveillance tools?**
Digital surveillance tools are putting employees on edge and having other negative effects that could impact their mental health, morale, productivity, and more.
·
**Worsens mental health:** Constant surveillance can amplify workers’ stress and anxiety levels, making them feel like they’re under a microscope. The sheer act of surveillance can contribute to workers’ feeling less confident or enthusiastic about their jobs. Workers increasingly reported feeling that they cannot voice concerns or share suggestions out of fear that their digital footprint will bite back. When the work environment makes workers feel scrutinized, it may very well foster a culture of distrust.
For example, a call center worker said that surveillance tools have resulted in an unrelenting push to improve sales. They said, “The pressure to sell and the various ways that managers can monitor me creates an enormous amount of stress.”
·
**Discourages unionization:** Being perpetually watched can also eat away at a workers’ sense of autonomy and privacy. Consequently, some workers feel it discourages workplace solidarity and unionization efforts. When workers fear their every move is being tracked, organizing for better conditions feels risky—undermining solidarity and weakening workplace morale.
·
**Potential to create discrimination:** Workers’ advocates and researchers worry about the potential for digital surveillance to create bias or discrimination. Some worry that AI-driven performance metrics might unfairly target certain groups. For instance, those who take longer to complete tasks due to disability or other factors. This could magnify existing disability, racial, or gender inequalities in the workplace.
## image1.png
**TheImportanceOfSuccessionPlanning.docx**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/theimportanceofsuccessionplanning-docx)
**TheImportanceOfSuccessionPlanning.docx**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/theimportanceofsuccessionplanning-docx)
**## Essays.docx**
**TMGT 561 – Test 2 Essays**
Answers should be cited and referenced. You can do the references for all three at the end of all the essays or you can reference each one.
Answers should be 2-3 pages each and double spaced for EACH question. Be thorough in your answers.
**This work is your work ONLY! DO NOT work with classmates.**
**USE ONLY the articles provided and class discussion.**
**All articles must be cited and you have to type up your references.**
**Questions 1 and 2 – 2 point off each for no cites or no references**
**Put your name on your assignment or lose 2 points.**
**Use your APA site. I will not deduct for them being incorrect, but I will deduct for urls only or not trying.** APA site
[https://apastyle.apa.org/style-grammar-guidelines/paper-format](https://apastyle.apa.org/style-grammar-guidelines/paper-format)
**There are two separate questions. Answer them separately. Put all answers in ONE document.**
**If you use outside resources then you will receive a 0.**
24 points each
1. Based on the materials provided, discuss what is important to proper succession planning. The articles build on the class discussion. Note the types, at least three benefits, and discuss at least five best practices. Use BOTH articles provided.
2. Thoroughly discuss the concept of employee monitoring using BOTH the articles provided. Why do companies monitor employees, what kind of monitoring do they conduct, and what are the effects of the monitoring (both good and bad).
**## EmployeeMonitoring.docx**
**Employee Monitoring: Weighing the Good and the Bad**
March 17, 2022
By Human Resources Professionals Association
Website – Author
https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/
Measuring and increasing productivity has always been top of mind for employers. But when remote work became the new norm in the pandemic, many companies found managing productivity challenging – and turned to employee monitoring software for help.
Since then, interest in surveillance technology has surged, with monitoring software companies like ActivTrak seeing a 35% increase in demand for information and product demos from Canada since March 2020.
[[1]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
And because remote work isn’t going anywhere, companies are still seeking out “tattleware” or “bossware” technologies like ActivTrak for their extensive tracking capabilities that can include keeping an eye on website visits, monitoring chat conversations on workplace collaboration tools, tallying keystroke and mouse activity (including how quickly someone types or doesn’t type), keeping tabs on GPS location, viewing email content, and taking automated screenshots of an employees’ screen. At the extreme end of the spectrum, employees can be watched over their webcam.
[[2]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/) [[3]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
**Pros and Cons of Employee Monitoring**
Here are a few insights we’ve gathered from HR Daily Advisor on why surveillance technologies could be beneficial for some workplaces and employees:
**Pros**
· Could reveal insights about workload distribution or where groups are spending most/too much/or not enough of their time on certain tasks.
· Can help to monitor and ensure safe practices are being followed.
· Can monitor customer interactions to ensure policies are being adhered to and customers are being treated appropriately.
[[4]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
On the other hand, tracking employee activity can also raise serious ethical and legal concerns around employees’ right to privacy. Here are some of the disadvantages:
**Cons**
· It may be difficult to retain employees if monitoring seems intrusive and/or signals a lack of trust.
· Personal data is at risk of exposure and misuse.
· There are legal issues to contend with like different provincial legislations around privacy, for example. Where is the employer versus your employee located?
· Any monitoring program is only useful if it’s regularly assessed and evaluated. This takes time and money.
· Employee surveillance may create a false sense of security.
[[5]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
**The Law**
As of right now there are no laws that require employers to disclose employee monitoring.
And although, in Canada, employees have the right to an expectation of privacy under the Personal Information Protection and Electronic Documents Act (PIPEDA), the Office of the Privacy Commissioner does not currently have the ability to issue final binding orders of compliance or levy fines to businesses that violate the provisions set out in PIPEDA.
[[6]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
There is also no specific provincial privacy legislation in Ontario.
Recently, however, the Ontario government introduced the
_Workers for Workers Act, 2022_(Bill 88) which, if passed, would require large employers (25 or more workers) to develop policies around communicating when, how and why electronic monitoring is being used.
[[7]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/) The “why” must be for a legitimate business reason.
**Introducing Surveillance Practices**
Before introducing employee monitoring technology, there are a few best practices HR professionals and companies should consider outlining in their electronic monitoring policies, according to Ryerson’s “Workplace Surveillance and Remote Work” report:
·
**Clarity:** Be sure your company’s expectations are clearly stated and that your employees consent to the use of monitoring or performance data collection. Consider also getting written consent from employees.
·
**Transparency**: Communicate to staff how this data is being used and what potential consequences might arise. Employees must also be able to request any personal data that is collected by employers and challenge it as well. Additionally, employees should be able to ask questions about the policy without any fear of retaliation.
·
**Inclusion:** Before any form of surveillance technology is adopted, all employees should be consulted about the most accurate and fair metrics being used to assess productivity.
·
**Least intrusive approach:** Make sure that your employee monitoring is based on advancing a valid business interest and use the least invasive monitoring tools that fulfill the employer’s needs. Surveillance tactics should always be used in a reasonable and appropriate manner.
·
**Reasonable expectations of employees:** Acknowledge employee’s reasonable expectation of privacy in your written policy. For example, employees are entitled to breaks at work, free from any electronic monitoring.
·
**Honesty and** **Equity:** Continually assess whether the collection of data is necessary or whether monitoring can be abandoned. Also be sure that surveillance practices do not result in differential treatment of any marginalized group.
·
**Security:** Treat any information or data collection of employees’ activities in a sensitive and confidential manner and determine how this information will be stored.
[[8]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
**Bottom line**
Is employee monitoring worth it? Certain features may be worthwhile and may have its place under specific circumstances (think couriers who have their company vehicles tracked for timing and dispatchment updates).
But employers and HR professionals must always clearly communicate if and why monitoring is being used – and consider how tracking technologies can impact staff long-term if mishandled.
For the most part, time may better be spent on building a culture of trust and accountability. A 2013 Tiny Pulse survey found that workplace transparency is the number one factor in employee happiness.
[[9]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
So, perhaps instead of installing a tracking program that keeps tabs on employee activity, speak to your employees and set goals to determine what needs to get done. Or if you’re worried about security, require staff to create stronger passwords that are regularly updated.
[[10]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
**'Why do I feel like somebody’s watching me?' Workplace Surveillance Can Impact More Than Just Productivity**
Posted on October 29, 2024
Author: U. S. Government Accountability Office
Website is the Author
[https://www.gao.gov/blog/why-do-i-feel-somebodys-watching-me-workplace-surveillance-can-impact-more-just-productivity](https://www.gao.gov/blog/why-do-i-feel-somebodys-watching-me-workplace-surveillance-can-impact-more-just-productivity)
Do you ever get that eerie feeling like someone’s watching you at work?
In today’s digital world, employers are increasingly using digital surveillance tools to monitor workers. While many employers say that digital surveillance has benefits like increasing worker productivity, most workers say being watched gives them the creeps.
The question is—does this constant monitoring actually work? Does it increase productivity and safety, or is it killing morale and causing other issues?
For Halloween, today’s WatchBlog post answers these and other questions, while looking at
[our new report](https://www.gao.gov/products/gao-24-107639) about digital surveillance tools.
**Cameras, microphones, and tracking software—oh my! Why do employers like “bossware?”**
Often referred to as “bossware,” a wide range of digital surveillance tools are used in all kinds of workplaces. These include warehousing, retail, trucking, health care, and banking, to name just a few.
Digital Surveillance tools include everything from cameras, microphones, and computer monitoring software to advanced tracking software (like GPS), app-based monitoring, and even wearable devices that track workers’ health data.
**Why do employers like digital surveillance?** The primary aim of digital surveillance is to monitor workers’ productivity, performance, and efficiency. It allows employers to identify specific areas for improvement and provide targeted coaching, training, and other support. Some employers began using surveillance tools after increasing workplace flexibilities for their staff, such as remote and hybrid work arrangements. Employers who allow telework have raised concerns that workers are slacking off when working from home. Digital surveillance tools allow employers to check whether their staff are working from where they say they are (and not… the beach, for example).
Some employers said they also use digital surveillance tools to increase workplace safety and health. For example, in oil production, one employer uses wearable devices to track workers’ sweat levels and electrolyte loss to help prevent heat stress on the job.
Digital surveillance also bolsters security to ensure that only authorized personnel enter sensitive areas. With innovations like facial recognition technology, employers can swiftly respond to potential threats, creating safer working environments. For example, a labor union official commented that GPS-enabled panic buttons are used for hotel housekeepers to “alert hotel security if they feel unsafe or threatened, a not uncommon occurrence for housekeepers who have faced sexual harassment and assault from hotel guests.”
Even with these potential benefits, employers weren’t always sure how effective their tools were. For example, perpetual monitoring had led some workers to game the system—performing meaningless tasks, like jiggling a mouse, just to meet arbitrary milestones. And the constant monitoring is leading to negative effects on workers, which may outweigh some benefits.
**Under constant scrutiny—why do workers dislike surveillance tools?**
Digital surveillance tools are putting employees on edge and having other negative effects that could impact their mental health, morale, productivity, and more.
·
**Worsens mental health:** Constant surveillance can amplify workers’ stress and anxiety levels, making them feel like they’re under a microscope. The sheer act of surveillance can contribute to workers’ feeling less confident or enthusiastic about their jobs. Workers increasingly reported feeling that they cannot voice concerns or share suggestions out of fear that their digital footprint will bite back. When the work environment makes workers feel scrutinized, it may very well foster a culture of distrust.
For example, a call center worker said that surveillance tools have resulted in an unrelenting push to improve sales. They said, “The pressure to sell and the various ways that managers can monitor me creates an enormous amount of stress.”
·
**Discourages unionization:** Being perpetually watched can also eat away at a workers’ sense of autonomy and privacy. Consequently, some workers feel it discourages workplace solidarity and unionization efforts. When workers fear their every move is being tracked, organizing for better conditions feels risky—undermining solidarity and weakening workplace morale.
·
**Potential to create discrimination:** Workers’ advocates and researchers worry about the potential for digital surveillance to create bias or discrimination. Some worry that AI-driven performance metrics might unfairly target certain groups. For instance, those who take longer to complete tasks due to disability or other factors. This could magnify existing disability, racial, or gender inequalities in the workplace.
## image1.png
**TheImportanceOfSuccessionPlanning.docx**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/theimportanceofsuccessionplanning-docx)
**## Essays.docx**
**TMGT 561 – Test 2 Essays**
Answers should be cited and referenced. You can do the references for all three at the end of all the essays or you can reference each one.
Answers should be 2-3 pages each and double spaced for EACH question. Be thorough in your answers.
**This work is your work ONLY! DO NOT work with classmates.**
**USE ONLY the articles provided and class discussion.**
**All articles must be cited and you have to type up your references.**
**Questions 1 and 2 – 2 point off each for no cites or no references**
**Put your name on your assignment or lose 2 points.**
**Use your APA site. I will not deduct for them being incorrect, but I will deduct for urls only or not trying.** APA site
[https://apastyle.apa.org/style-grammar-guidelines/paper-format](https://apastyle.apa.org/style-grammar-guidelines/paper-format)
**There are two separate questions. Answer them separately. Put all answers in ONE document.**
**If you use outside resources then you will receive a 0.**
24 points each
1. Based on the materials provided, discuss what is important to proper succession planning. The articles build on the class discussion. Note the types, at least three benefits, and discuss at least five best practices. Use BOTH articles provided.
2. Thoroughly discuss the concept of employee monitoring using BOTH the articles provided. Why do companies monitor employees, what kind of monitoring do they conduct, and what are the effects of the monitoring (both good and bad).
**## EmployeeMonitoring.docx**
**Employee Monitoring: Weighing the Good and the Bad**
March 17, 2022
By Human Resources Professionals Association
Website – Author
https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/
Measuring and increasing productivity has always been top of mind for employers. But when remote work became the new norm in the pandemic, many companies found managing productivity challenging – and turned to employee monitoring software for help.
Since then, interest in surveillance technology has surged, with monitoring software companies like ActivTrak seeing a 35% increase in demand for information and product demos from Canada since March 2020.
[[1]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
And because remote work isn’t going anywhere, companies are still seeking out “tattleware” or “bossware” technologies like ActivTrak for their extensive tracking capabilities that can include keeping an eye on website visits, monitoring chat conversations on workplace collaboration tools, tallying keystroke and mouse activity (including how quickly someone types or doesn’t type), keeping tabs on GPS location, viewing email content, and taking automated screenshots of an employees’ screen. At the extreme end of the spectrum, employees can be watched over their webcam.
[[2]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/) [[3]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
**Pros and Cons of Employee Monitoring**
Here are a few insights we’ve gathered from HR Daily Advisor on why surveillance technologies could be beneficial for some workplaces and employees:
**Pros**
· Could reveal insights about workload distribution or where groups are spending most/too much/or not enough of their time on certain tasks.
· Can help to monitor and ensure safe practices are being followed.
· Can monitor customer interactions to ensure policies are being adhered to and customers are being treated appropriately.
[[4]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
On the other hand, tracking employee activity can also raise serious ethical and legal concerns around employees’ right to privacy. Here are some of the disadvantages:
**Cons**
· It may be difficult to retain employees if monitoring seems intrusive and/or signals a lack of trust.
· Personal data is at risk of exposure and misuse.
· There are legal issues to contend with like different provincial legislations around privacy, for example. Where is the employer versus your employee located?
· Any monitoring program is only useful if it’s regularly assessed and evaluated. This takes time and money.
· Employee surveillance may create a false sense of security.
[[5]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
**The Law**
As of right now there are no laws that require employers to disclose employee monitoring.
And although, in Canada, employees have the right to an expectation of privacy under the Personal Information Protection and Electronic Documents Act (PIPEDA), the Office of the Privacy Commissioner does not currently have the ability to issue final binding orders of compliance or levy fines to businesses that violate the provisions set out in PIPEDA.
[[6]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
There is also no specific provincial privacy legislation in Ontario.
Recently, however, the Ontario government introduced the
_Workers for Workers Act, 2022_(Bill 88) which, if passed, would require large employers (25 or more workers) to develop policies around communicating when, how and why electronic monitoring is being used.
[[7]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/) The “why” must be for a legitimate business reason.
**Introducing Surveillance Practices**
Before introducing employee monitoring technology, there are a few best practices HR professionals and companies should consider outlining in their electronic monitoring policies, according to Ryerson’s “Workplace Surveillance and Remote Work” report:
·
**Clarity:** Be sure your company’s expectations are clearly stated and that your employees consent to the use of monitoring or performance data collection. Consider also getting written consent from employees.
·
**Transparency**: Communicate to staff how this data is being used and what potential consequences might arise. Employees must also be able to request any personal data that is collected by employers and challenge it as well. Additionally, employees should be able to ask questions about the policy without any fear of retaliation.
·
**Inclusion:** Before any form of surveillance technology is adopted, all employees should be consulted about the most accurate and fair metrics being used to assess productivity.
·
**Least intrusive approach:** Make sure that your employee monitoring is based on advancing a valid business interest and use the least invasive monitoring tools that fulfill the employer’s needs. Surveillance tactics should always be used in a reasonable and appropriate manner.
·
**Reasonable expectations of employees:** Acknowledge employee’s reasonable expectation of privacy in your written policy. For example, employees are entitled to breaks at work, free from any electronic monitoring.
·
**Honesty and** **Equity:** Continually assess whether the collection of data is necessary or whether monitoring can be abandoned. Also be sure that surveillance practices do not result in differential treatment of any marginalized group.
·
**Security:** Treat any information or data collection of employees’ activities in a sensitive and confidential manner and determine how this information will be stored.
[[8]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
**Bottom line**
Is employee monitoring worth it? Certain features may be worthwhile and may have its place under specific circumstances (think couriers who have their company vehicles tracked for timing and dispatchment updates).
But employers and HR professionals must always clearly communicate if and why monitoring is being used – and consider how tracking technologies can impact staff long-term if mishandled.
For the most part, time may better be spent on building a culture of trust and accountability. A 2013 Tiny Pulse survey found that workplace transparency is the number one factor in employee happiness.
[[9]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
So, perhaps instead of installing a tracking program that keeps tabs on employee activity, speak to your employees and set goals to determine what needs to get done. Or if you’re worried about security, require staff to create stronger passwords that are regularly updated.
[[10]](https://www.hrpa.ca/hr-insights/employee-monitoring-weighing-the-good-and-the-bad/)
**'Why do I feel like somebody’s watching me?' Workplace Surveillance Can Impact More Than Just Productivity**
Posted on October 29, 2024
Author: U. S. Government Accountability Office
Website is the Author
[https://www.gao.gov/blog/why-do-i-feel-somebodys-watching-me-workplace-surveillance-can-impact-more-just-productivity](https://www.gao.gov/blog/why-do-i-feel-somebodys-watching-me-workplace-surveillance-can-impact-more-just-productivity)
Do you ever get that eerie feeling like someone’s watching you at work?
In today’s digital world, employers are increasingly using digital surveillance tools to monitor workers. While many employers say that digital surveillance has benefits like increasing worker productivity, most workers say being watched gives them the creeps.
The question is—does this constant monitoring actually work? Does it increase productivity and safety, or is it killing morale and causing other issues?
For Halloween, today’s WatchBlog post answers these and other questions, while looking at
[our new report](https://www.gao.gov/products/gao-24-107639) about digital surveillance tools.
**Cameras, microphones, and tracking software—oh my! Why do employers like “bossware?”**
Often referred to as “bossware,” a wide range of digital surveillance tools are used in all kinds of workplaces. These include warehousing, retail, trucking, health care, and banking, to name just a few.
Digital Surveillance tools include everything from cameras, microphones, and computer monitoring software to advanced tracking software (like GPS), app-based monitoring, and even wearable devices that track workers’ health data.
**Why do employers like digital surveillance?** The primary aim of digital surveillance is to monitor workers’ productivity, performance, and efficiency. It allows employers to identify specific areas for improvement and provide targeted coaching, training, and other support. Some employers began using surveillance tools after increasing workplace flexibilities for their staff, such as remote and hybrid work arrangements. Employers who allow telework have raised concerns that workers are slacking off when working from home. Digital surveillance tools allow employers to check whether their staff are working from where they say they are (and not… the beach, for example).
Some employers said they also use digital surveillance tools to increase workplace safety and health. For example, in oil production, one employer uses wearable devices to track workers’ sweat levels and electrolyte loss to help prevent heat stress on the job.
Digital surveillance also bolsters security to ensure that only authorized personnel enter sensitive areas. With innovations like facial recognition technology, employers can swiftly respond to potential threats, creating safer working environments. For example, a labor union official commented that GPS-enabled panic buttons are used for hotel housekeepers to “alert hotel security if they feel unsafe or threatened, a not uncommon occurrence for housekeepers who have faced sexual harassment and assault from hotel guests.”
Even with these potential benefits, employers weren’t always sure how effective their tools were. For example, perpetual monitoring had led some workers to game the system—performing meaningless tasks, like jiggling a mouse, just to meet arbitrary milestones. And the constant monitoring is leading to negative effects on workers, which may outweigh some benefits.
**Under constant scrutiny—why do workers dislike surveillance tools?**
Digital surveillance tools are putting employees on edge and having other negative effects that could impact their mental health, morale, productivity, and more.
·
**Worsens mental health:** Constant surveillance can amplify workers’ stress and anxiety levels, making them feel like they’re under a microscope. The sheer act of surveillance can contribute to workers’ feeling less confident or enthusiastic about their jobs. Workers increasingly reported feeling that they cannot voice concerns or share suggestions out of fear that their digital footprint will bite back. When the work environment makes workers feel scrutinized, it may very well foster a culture of distrust.
For example, a call center worker said that surveillance tools have resulted in an unrelenting push to improve sales. They said, “The pressure to sell and the various ways that managers can monitor me creates an enormous amount of stress.”
·
**Discourages unionization:** Being perpetually watched can also eat away at a workers’ sense of autonomy and privacy. Consequently, some workers feel it discourages workplace solidarity and unionization efforts. When workers fear their every move is being tracked, organizing for better conditions feels risky—undermining solidarity and weakening workplace morale.
·
**Potential to create discrimination:** Workers’ advocates and researchers worry about the potential for digital surveillance to create bias or discrimination. Some worry that AI-driven performance metrics might unfairly target certain groups. For instance, those who take longer to complete tasks due to disability or other factors. This could magnify existing disability, racial, or gender inequalities in the workplace.
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**TheImportanceOfSuccessionPlanning.docx**
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