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Changes to Ontarios Employment Standards Act in April 2022 require certain employers to adopt a workplace electronic monitoring policy. It applies to provincially regulated workplaces that, as of January of any year, employ 25 or more employees.
Yes. In the U.S., it is legal for employers to monitor screen contents and the keystrokes typed per hour on a work computer. A good rule of thumb is to note that anything an employee does on their work computer can be accessed by their employer, especially if there is a clear and documented workplace policy.
Monitoring in the workplace is legal in the U.S., Europe, Australia and many other countries. Employers have the right to monitor company-owned computers and employee productivity to protect business interests. Employee computer monitoring software is one of the most commonly used surveillance tools for this purpose.
U.S. federal laws permit the use of video monitoring systems in the workplace as long as there is a legitimate business purpose for doing so. However, there are areas where the use of video monitoring systems is prohibited.
California is a Two-Party State Therefore, employers cannot record audio conversations without the consent of employees.
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No, without the employees prior consent, such actions are illegal. However, if the employee is using a company device, the employer may monitor the employees internet activity.
In general, monitoring must be within reason. For example, video surveillance can be conducted in common areas and entrances, but surveillance in bathrooms or locker rooms is strictly prohibited and exposes a company to legal repercussions. Business owners may need to store recordings.
If an employer wants to place a microphone in the office to listen to workers all day, that is legal. But it is not legal to place a microphone in the cafeteria, where people may be talking about personal issues. Similarly, its not legal to place monitoring devices in locker rooms and bathrooms.
Employer monitoring of employees is legal. In many cases there is a legal duty to monitor employees. However, there are boundaries employers should operate within.
Privacy laws have not been repealed, so certain monitoring functions that are overly invasive require the employees personal consent. If an employer fails to obtain this consent, the employee may sue for violation of their personal boundaries.

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