MANAGEMENT

Detailed explanation-1: -In general, monitoring must be within reason. For example, video surveillance can be conducted in common areas and entrances; however, surveillance in bathrooms or locker rooms is strictly prohibited and opens a company up to legal repercussions.

Detailed explanation-2: -Employee monitoring in the United States is completely legal. Most federal and state laws allow employers to monitor just about anything that comes in and out of company-owned devices and across their network, particularly where there is a legitimate business intent.

Detailed explanation-3: -In situations where employees work on personal devices, employers are allowed to monitor those devices during working hours. Although, the consent of the employee must be received. Also, companies have to define the extent of monitoring on personal devices.

Detailed explanation-4: -Related. When it comes to monitoring your employees overall, several key figures in a company are responsible for such a task, from management to human resources. However, monitoring an employee’s attitude generally falls to the people with whom the employee works most directly.

Detailed explanation-5: -Union Activity Under the National Labor Relations Act (NLRA), it is illegal for an employer to monitor or conduct any surveillance of employee union activities, including off-the-job meetings or gatherings.