Innocent

Barclays has faced a backlash after he piloted a system, they pursued the time, The Employees at their places of work. - But how the workplace is widespread Surveillance and how far an employer may go to monitor their employees?

Barclays, says computer-monitoring software was meant for the solution of problems such as the single over-work, as well as the General productivity increase.

As well as keep track of the computer activities of The Employees , the software company, Sapience says it also determines if an employee goes offline.

The story was the first That said, The System said the staff had to avoid breaks and warned That a member of staff, you have "Enough time in The Zone -yesterday".

In the year of 2017, the Barclays, the criticism after the Installation of heat-and motion devices, to check whether desks That were used. He said the goal was the assessment of the use of The Office .

Many large companies use the "non-traditional" monitoring techniques, the analysis of E-Mails, computer usage and Workers ' movements around The Office .

companies usually say That their motives are Innocent - But some of the cases, bear in mind That these tools can be used to employees to spy have seen.

example: in the year 2016, according to the National Union of journalists accused of "Big Brother style Surveillance ". The Company said That the sensors were installed, to find out, the desks were occupied, and improving office energy Efficiency .

Amazon also control face has to be monitored, such as its warehouse Workers .

Found a Scanner in The Company 's Swansea warehouse-tracking-rate employees, collected contracts. An undercover worker was told he could not are subject to disciplinary measures if he has to work Fast Enough .

on the track, where the warehouse employees were placing their hands. Amazon said the idea, if implemented, would be to keep track of products and free employees to the attention of scanners.

Personal Data - Information about someone who is identified - is protected under the Data Protection Act.

The law says That Data should be used fairly, lawfully and transparently. It should be for a specific purpose and should not be longer than necessary.

Prior to the monitoring of staff starts, should ensure the employer That employees are aware of the staff should be told the reasons and how the collected Information might be used.

to check The ICO also advises the employer, the potential negative impact on staff and whether there are alternatives That are less Intrusive.

employment lawyer Max Winthrop says transparency is the key. If an employer to determine with the Data collected from the monitoring of Workers - for example, how productive you are - as a basis for disciplinary measures, these should be in the employee contracts.

But he says employees can't necessarily expect the same level of privacy in the workplace, for example, if you work with a computer, like outside of work

That things such as monitoring toilet breaks and tracking employees movements "fear and mistrust".

He said any monitoring should be agreed with The Employees , imposed.

from the TUC of More Than 2,000 people Found That attitudes to Surveillance in the workplace, on his way.

For example, tracking the Position of the property of The Company , such as vehicles, laptops and cell phones as illegal to apply less than a quarter of the respondents.

But the use of facial-recognition software, and the monitoring of the use of Social Media outside of working hours was unacceptable That about three-quarters of The Employees .

The Union says That the monitoring can sometimes be advantages for The Employees . For example, the tracking of the location of the staff will give you more security, and call recording protection of staff against complaints may be.

But , Edward Houghton, head of research at the Chartered Institute of Personnel and development, says the monitoring technology can't feel "more harm than good" as an employee, you are trusted to do their job effectively.

Source of news: bbc.com