Keystroke and screen monitoring reveal long periods of inactivity while an employee is working from home. GPS records suggest a mobile worker has missed an allocated job. Technology in a company vehicle detects possible unsafe driving. A recorded telephone call captures potential misconduct.

Surveillance technology can help employers monitor remote work, manage productivity and address conduct or safety concerns. However, close monitoring can also be intrusive and affect employee trust and workplace culture. Employers need to consider whether the monitoring goes further than necessary, what the information establishes and how it can be used when making employment decisions. What can employers do with this information, and when does monitoring go too far?

This practical webinar explored:

• the practical implications of keystroke logging, screen monitoring and other tools used to audit or monitor remote work;
• the use of GPS and tracking technology for tradespeople, disability support workers and other mobile employees;
• cameras and other monitoring technology used to assess driver safety and conduct;
• recorded calls in call centres, debt collection and other customer-facing businesses; and
• using surveillance evidence in performance management, workplace investigations and disciplinary action, including where an employer may later need to defend an unfair dismissal or general protections claim.

This webinar help employers use surveillance information with confidence, manage the risks of intrusive monitoring and understand how that evidence may be relied upon in workplace proceedings, including unfair dismissal and general protections claims.

Presenters:

Daniel Murray, Principal Adviser, Workplace Relations, Australian Industry Group

Darlene Xerri, Law Graduate – Workplace Relations, Australian Industry Group

Host:

Terry Crotty, Regional Manager, NSW, Australian Industry Group