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

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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 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.

It is Not Legal to Record Sound on SurveillanceAll thanks to the federal wiretap law. To sum up the law, it is a federal crime to record a conversation between two employees in places like a break room or the bathroom. The only way that recording sound is legal is if one or more parties give their consent.

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.

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.

Oregon recording law stipulates that it is a criminal offense to use any device to record or share an oral conversation without the consent of all contributing parties.

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 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.

As a general rule, Oregon law allows one party to a tele- phone conversation to record the conversation without notice to or con- sent of the other person. However, in-person conversations may not be recorded unless all persons participating know or have notice that the conversation is being recorded.

An employer can monitor their CCTV cameras from anywhere, but they must adhere to data protection law in doing so. For instance, they must tell employees why they are using cameras, and think about whether there are alternatives that would bring the same results without that level of monitoring.

In Oregon, it is legal to record telephone conversations with the consent of at least one party, but recording in-person conversations requires the consent of all parties except for in certain circumstances, such as when all parties reasonably should have known they were being recorded.

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