How To Implement Employee Monitoring Software: Seven Basics
- Stay with Your Business Goal
- Monitor Company’s Electronic Devices Only
- Notify Employees
- Provide Employees with Monitoring Policies
- Get Consent
- Use Monitoring Results Mindfully
- Store Monitored Information Secure
When implementing Employee Monitoring Software there are the very basic matters to consider:
1. Stay with Your Business Goal
Chosen employee monitoring software should serve the purpose and not more than that. It should record information required for monitoring only but not more in order not to infringe on employees’ privacy.
2. Monitor Company’s Electronic Devices Only
The software should only be used on electronic devices that belong to company, not on personal employees’ devices.
3. Notify Employees
Professional lawyers recommend notifying employees about the fact of oncoming monitoring. Refer here for the announcement samples: How To Announce Employee Monitoring – Announcement Samples
4. Provide Employees with Monitoring Policies
Also professional lawyers recommend providing employees with monitoring policies so they are clear about what information will be recorded. Informing employees that the software is intended for monitoring only, helps to maintain healthy environment in workplace.
5. Get Consent
Lawyers recommend getting employees consent for being monitored.
6. Use Monitoring Results Mindfully
Monitoring results, even if they are strict employee monitoring, might still contain some sensitive data about employees. It is important to be mindful about who can access monitoring reports.
7. Store Monitored Information Secure
Also, it is very important to have a secure storage for monitored information and store it for reasonable time period only, just enough to serve the goal of employee monitoring.
These are the very basic steps when implementing employee monitoring software.
This article provides general information only. This information is for general understanding only and not to be used as legal advice. To receive professional legal advice, please consult your lawyer.
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