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Alaska Consent of Employee to be Monitored and Recorded for Security Purposes Pursuant to Closed Circuit Video Surveillance - CCTV

Category:
Employment - Consent and Permission
State:
Multi-State
Control #:
US-00845BG
Format:
Word; 
Rich Text
Instant download
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Description

The 4th and 14th amendment provides the constitutional basis for the right of privacy for public employees (e.g., federal, state, county and municipal). However, these amendments do not apply to employees in the private sector. Employee rights in the private sector are covered by states statutes, case law and collective bargaining agreements.


The Federal Wiretapping Act provides that it is unlawful to intercept oral or electronic communications. Both criminal and civil penalties are provided for by this Act. There are two exceptions:


a. An employer can monitor his/her/its telephones in the ordinary course of business through the use of extension telephone; and


b. An employer can monitor employee communications with the employee=s consent. Consent may be established by prior written notice to employees of the employer's monitoring policy. Consent signed by the employee is preferable.


The same principles should apply to video surveillance.

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FAQ

The legality of recording conversations at work is a grey area, evolving all the time. The Employment Appeals Tribunal has allowed it in some cases but dismissed it in others. It depends on the circumstances of each case and how relevant the covertly recorded evidence might be to a case.

Is employee monitoring legal in India? Yes. Employment and labor laws in India permit the employer to monitor tasks the employee performs on the company's equipment. That said, monitoring must be implemented for business interests or help employees develop self-discipline and improve productivity.

CCTV surveillance cameras can be deployed on a business' premises, but only for legitimate, justifiable purposes. Certain rights, such as the right to access footage in which they appear, are granted by law to all employees.

1. Monitoring employees in secret. The number one monitoring practice that is considered unethical, and in most cases even illegal, is monitoring employees without their knowledge or consent. This practice is considered legal when employers are suspecting malpractice, and want to catch employees red-handed.

Is it illegal to record someone at work without their knowledge? The majority of American states allow covert recording, as long as one involved party consents to said recording. For example, if you were to record a conversation between yourself and a coworker, your consent is all that is needed.

Can CCTV be used to monitor staff? CCTV monitoring can be legally used to monitor staff as long as you have made them aware of this in writing and explained the reasons why. It is only acceptable to monitor staff secretly in rare circumstances.

In California, it is a misdemeanor to record a conversation without the consent of all parties to the conversation, which can lead to fines of up to $2,500 and/or imprisonment for up to a year.

The key to remember is this: While employers do not have to allow recordings in the workplace, both employees and employers can legally make audio recordings, though with varying degrees of consent required depending on state law.

Under the US Federal Law, employers have the right to monitor their employees as they perform their duties. There is no federal law in the US that requires employers to notify their staff that they are being monitored.

In general, employees have no legal expectation of privacy in their workplace activities, particularly in their use of company computers. Employers are entitled to utilize reasonable methods such as video surveillance or computer monitoring programs to monitor employee activity on company time.

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