Monitoring In The Workplace
There are many ways in which you can be monitored at work and the following are all covered by the Data Protection Law:
- checking phone logs or recording of phone calls. This is for business calls on a business phone that is connected to a particular computer which runs checks on calls and records them. This is a great tool to help with productivity and customer service
- computer monitoring software which will record all actives on the computer including incoming and outgoing email content, websites visited and any social network sites visited
- videoing outside the workplace to check if anyone is taking too many smoking breaks or they are meeting with anyone suspicious. This is also a good tool in case of any accidents on company land
- recording on CCTV cameras to check if anyone is stealing from the company or if they are doing anything untoward in the office and again this is good for recording any accidents that might become an issue
What Are The Rules?
The Data Protection Law doesn’t prevent monitoring at work, however, there are rules set down about the circumstances and the way in which it should be carried out by the employer.
Before deciding whether to introduce monitoring, your employer should:
- have a clear idea of the reasons for monitoring staff and what will benefit the company
- think of anything that might affect the staff in a negative way (impact assessment)
- is there a less intrusive method or alternatives to monitoring
- is it justified
Except in extreme situations, employers need to let staff know that monitoring is happening and the reason for it and what they are looking at. Once an employer has carried out an impact assessment
Employers who can justify monitoring once they have carried out a proper impact assessment will not need the consent of staff members.
Monitoring Electronic Equipment At Work
It is legal for your boss to monitor your use of the phone, internet, e-mail or fax at work if the monitoring is related to the business, the equipment is provided by the company for work and the employer has made all reasonable efforts to inform you that you are being monitored. However the employee cannot monitor any personal electronic equipment
If your employer sticks to the following rules, they do not need to get your consent before they monitor you, but only if it is for one of the following:
- to find out and establish facts relevant to the business, to check processes and procedures are being followed, or to check quality and standards by listening in to phone-calls
- to prevent or detect crime
- to check for unauthorised use of the internet or email for personal use
- to make ensure the electronic systems are operating effectively with no viruses
- to check communications, such as email or phone-calls are relevant to the business. But the employer cannot record calls
Charlie Hodgson has worked with private detective Cardiff as a private detective for many years. With hours of surveillance and other investigations under his belt he has the knowledge and understanding required to gain success in his field. Spy equipment, software and spy gadgets are of particular interest to him as he has used and relied on it more times than he would like to admit to. For more blogs like this please contact http://www.privateinvestigators-cardiff.co.uk/