Tracking Your Employees with GPS: Is It Legal?

Tracking the job locations of employees is simpler and much more affordable than ever before. Insights acquired from monitoring the place of team people might help improve safety, operations, documentation, and customer support.

However, it’s vital that you keep worker morale in your mind. Applying technology in the workplace doesn’t come without risk, as there’s frequently no obvious precedent – legal or else – regarding use.

Within this publish, we’ll take a look at some ethical and legal factors to assist employers construct an worker tracking insurance policy for using Gps navigation tracking apps that’s fair and advantageous to both companies as well as their employees.

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  • Table of contents
  • Thinking about condition laws and regulations about location tracking
  • Personal versus. company-owned devices
  • Tracking work vehicles
  • Off-hrs tracking
  • On-premise tracking
  • Guidelines for worker tracking


Condition laws and regulations on location tracking

U.S. states can their very own privacy laws and regulations that could influence what employers can perform with regards to location tracking for work purposes. That is why it’s wise to first check existing laws and regulations in the region where your company operates.

Tracking or monitoring laws and regulations could be tricky. For instance, based on California’s Office from the Attorney General, employers are permitted to watch their employees’ business telephone calls and computer usage.

However, it doesn’t mention anything about location tracking, departing it available to the employer’s interpretation.

Although this may seem confusing, this isn’t an element that worker consent cannot address. Having your team’s accept to track them protects you from potential legalities and streamlines the entire process of developing a good tracking policy.

This rule will also apply to countries outdoors the U . s . States. In countries such as the United kingdom, location tracking is classed being an act of worker monitoring underneath the GDPR, which allows it, so long as employees have provided their consent and also have unrestricted access to their own personal data.

However, GDPR also requires employers to:

  • Possess a authorized grounds for processing employees’ private data
  • Be transparent about why and how the information has been processed
  • Stay away from it in a manner that could be harmful to employees

This aligns using the three concepts of GDPR: lawfulness, fairness, and transparency.

Consent is central to monitoring laws and regulations in Canada too. The Private Information Protection and Electronic Documents Act enables monitoring as lengthy as employees have fully understood the monitoring policy and also have given their accept to be tracked.

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