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Blog share gps tracks5/17/2023 ![]() ![]() If the device can access company servers, networks, data, and documents, it might be necessary to install some sort of mobile device management (MDM) software or work tracking app that allows IT staff to remotely monitor and, if necessary, wipe the device. If your company allows personally owned devices to be used for work, you’ll want to craft an appropriate Bring-Your-Own-Device (BYOD) company policy. Even with consent, there’s little justification for an employer to track a personal phone or laptop that the employee doesn’t use for work. If the answer to the first question is ‘no’, then you should reconsider using that device to track the employee. Is the device being used on work premises?.Is the device being used during work hours?.Again, the employer should weigh a few important questions: Tracking employees’ personally-owned devices is not a clear-cut issue. If you plan to use this type of location tracking, issuing company-owned devices is a safe bet. This extends to company-owned devices taken off premises and during off-work hours, such as when the employee is at home. If you distribute work phones and laptops, your company can track them via GPS or IP address, for example. company-owned devicesĮmployers are generally within their rights to monitor all activity carried out on a company-owned device. The Personal Information Protection and Electronic Documents Act allows monitoring as long as employees have fully understood the monitoring policy and have given their consent to be tracked.Ĭompliance: Tracking personal vs. This aligns with the three principles of GDPR: lawfulness, fairness, and transparency.Ĭonsent is central to monitoring laws in Canada as well. Avoid using it in a way that would be detrimental to employees.Be transparent about how and why the data is being processed.Have a lawful basis for processing employees’ personal data.However, GDPR also requires employers to: In countries like the UK, location tracking is classified as an act of employee monitoring under the GDPR, which permits it, provided that employees have given their consent and have unrestricted access to their personal data. This rule also applies to countries outside the United States. Getting your team’s consent to track them protects you against potential legal issues and streamlines the process of creating a good GPS tracking policy. While this may sound confusing, this isn’t an issue that employee consent cannot address. However, it doesn’t mention anything about location tracking, leaving it open to the employer’s interpretation. For example, according to California’s Office of the Attorney General, employers are allowed to monitor their employees’ business phone calls and computer usage. That’s why it’s smart to first check existing laws in the area where your business operates.Įmployee location tracking or monitoring laws can be tricky. states can have their own privacy laws that may influence what employers can do when it comes to employee GPS tracking for work purposes. Considering state laws about location tracking.Reach your goals faster with time tracking and work management. ![]()
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