Computer surveillance in the workplace

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Computer surveillance in the workplace refers to the use of computers to monitor activity in a place of work. computer monitoring, a method of accumulating performance evidence which employers take from their employees through the means of the computers they use at work. Computer surveillance may also incorporate more traditional security applications such as video surveillance with Closed-circuit television or IP camera based systems.

Types of Monitoring

Computer Usage

Depending upon the technology and methods used, monitoring applications may track all activity or may target specific activities of employees on a company-owned computer or terminal. They may monitor various devices installed on the computer (e.g., web cameras and microphones).

Tools used for monitoring employee computer usage incorporate:

  • Screen monitoring records video or static images detailing the contents, or screen capture, of the entire [video display] or the content of the screen activity within a particular program or computer application. Monitoring tools may collect real time video, accelerated or [time-lapse] video or screen shots, or may take video or still image captures at regular intervals (e.g., once every 4 minutes). They may collect images constantly or only collect information while the user is interacting with the equipment (e.g., capturing screens when the mouse or keyboard is active).
  • Data monitoring tracks the content of and changes to files stored on the local [hard drive] or in the user's "private" network share.
  • Keystroke monitoring (e.g., number of keystrokes per minute) may track the performance of keyboard-intensive work such as word processing or data entry. Keystroke logging captures all keyboard input to enable the employer to monitor anything typed into the monitored machine.
  • Idle time monitoring keeps track of time when the employee is away from the computer or the computer is not being actively used.

Internet

Internet surveillance is the monitoring of Internet data traffic, web access, and other online activity. This may include monitoring any Internet traffic including encrypted web browser traffic on Secure Socket Layer (SSL) connections, personal web-based email, and personal banking sites. Research done by American Management Association that nearly 30 percent of all employers in the United States monitor employee e-mails.[1]

Legality

This type of monitoring is generally allowed where the employer owns the computers, terminals, network, and Internet access. Depending on the country or legal jurisdiction and the specific methods of surveillance used, there may be additional requirements to notify the employee of the monitoring or monitoring policy to be legal.

Labor union contracts and other forms of employment agreements may offer some protection from monitoring. Additionally, in the United States, public sector employees may have some protection under the Fourth Amendment to the United States Constitution. Employees in California may have additional protection under specific portions of state statute.[2]

Employers may be required to maintain documentation of emails and other communications for regulatory or compliance purposes. The monitoring of email and instant messaging communications may be part of these requirements.[3]

Some software used for this type of surveillance may impose additional restrictions or notification requirements based on their End User License Agreement (EULA). For example, Spectorsoft requires that employees have signed a contract stating that their computer activity may be monitored when they were employed. Additional legal issues may arise if information obtained from the monitoring is used for illegal or malicious purposes.[4]

Perception

In organizations without stated computer usage or monitoring policy, employees typically use the company's equipment at their respective discretion and, in most cases, there may be no visible restrictions or monitoring of the activities performed on this computer. The use of computer surveillance within the employee discipline or evaluation process may be viewed by employees as an invasion of privacy or a lack of trust. Employers have the right to monitor their employees in the United States but of course there are specific rules and regulations they must follow depending on the state legislation.[5]

Benefits

  • Protection of Intellectual Property
  • Data theft deterrence and protection
  • Protection of confidential, client, and/or employee information
  • Increased productivity (? see: Criticism)
  • Employers use monitored feeds of current employees to train new hires; a proven effective training tool where new hires gain experience through examining current employees in real situations.[6]
  • Increased level of professionalism and tact in intra-organization communications
  • Decreased risk for liabilities associated with inappropriate web or Internet usage (e.g., malware, adult content, computer virus, ransomware etc.)

Criticism

  • Monitoring may be subject to additional laws and restrictions
  • Monitoring of computer usage may lower employee morale
  • Employees may consider computer surveillance to be a breach of their personal privacy
  • Monitoring or using the results of monitoring for employee reviews or evaluations may affect performance or productivity in a negative way
  • Though employers have come to reasonable conclusion that monitoring can boost employee productivity and performances, it may also lead to increase stress in the work environment.[7]

See also

References

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External links

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