Fighting For
Employee And Union Rights
Fighting For
Employee And Union Rights

Is your smartwatch watching more than your workouts?

On Behalf of | Jan 22, 2025 | Employment Law

Remember that cool new fitness tracker your company gave everyone? It might be convenient, but did you know it could be used to gather information about you beyond your daily steps? As technology advances, Michigan employees should understand how wearable technology in the workplace can impact their rights.

Wearable technology in the workplace

Wearable technology, such as smartwatches and fitness trackers, offers numerous benefits in the workplace. They can enhance communication, improve productivity and even ensure safety.

However, they also raise significant concerns about privacy and workers’ rights. According to the Equal Employment Opportunity Commission (EEOC), the use of these devices must comply with federal employment discrimination laws. This means employers must ensure these technologies do not infringe on employees’ privacy or lead to discrimination.

Possible violations to watch out for

How could an employer misuse wearable technology? Let’s look at a few examples:

  • Location tracking: Employers using GPS watches to track employees’ whereabouts during breaks or after work hours.
  • Health data misuse: Using data from fitness trackers to deny promotions or even fire employees based on health conditions (like pregnancy) without their knowledge.
  • Constant surveillance: Creating a culture of fear and distrust by constantly monitoring employees’ movements and conversations through wearable cameras and microphones.

It is essential for employees to be aware of these practices. If you notice something off, speak up and ask questions.

Your rights on the job

State and federal laws are in place to preserve workers’ privacy and protect against discrimination. This means that your employer cannot collect your personal data without your consent or use it in a way that violates your rights. Here are some key takeaways to keep in mind:

  • Consent is crucial: Employers should not track personal data without explicit permission.
  • Data use limitations: Any data collected must be relevant to your job.
  • Transparency: Employers must clearly communicate what data they are collecting and how they will use it.
  • Right to access: You have the right to access any personal data your employer collects.

Always have open conversations with your employer about how they use wearable technology. If you suspect your rights are in jeopardy, you can file a complaint with the EEOC or seek legal counsel to explore your options.

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