Mark Lush’s Post

As technology advances, employers collect more complex and sensitive data about employees. So far, employees have a high level of #trust that their employers keep that data secure and compliant with regulations—but IT data security leaders suggest they should be more concerned. Deloitte's Tanneasha Gordon and OneTrust's Jisha Dymond discuss how to proactively address employee trust within their organization and avert a looming employee trust “cliff”. #DataCollection #DataPrivacy #CPRA 

As technology advances, employers collect more complex and sensitive data about employees. So far, employees have a high level of trust that their employers keep that data secure and compliant with regulations—but IT data security leaders suggest they should be more concerned. Deloitte's Tanneasha Gordon and OneTrust's Jisha Dymond discuss how to proactively address employee trust within their organization and avert a looming employee trust “cliff”. #DataCollection #DataPrivacy #CPRA 

As technology advances, employers collect more complex and sensitive data about employees. So far, employees have a high level of #trust that their employers keep that #data secure and compliant with regulations—but IT data security leaders suggest they should be more concerned. Deloitte's Tanneasha Gordon and OneTrust's Jisha Dymond discuss how to proactively address employee trust within their organization and avert a looming employee trust “cliff”. https://lnkd.in/enhH-NUc #DataCollection #DataPrivacy #CPRA cc Michael Bondar Eric Bowlin Don Fancher Kabir Barday Rivera, Kim Carrie L. Habijanac

📊 Tracking Technology in the Workplace: A Delicate Balance 🛡️ -------------------------------------------------------------------------------- The advent of tracking technology has been a game changer in how businesses monitor efficiency and compliance. But where do we draw the line between effective management and privacy invasion? Transparency: Are employees aware of the tracking? Consent: Have employees agreed to this level of monitoring? Purpose: Is the tracking solely for improving workplace operations? Security: How is the collected data being protected? These questions are not just operational; they are ethical. Let’s open up this discussion: How does your organization balance employee tracking with respecting privacy? Drop your thoughts below! 👇 #EmployeeTracking #WorkplacePrivacy #BusinessEthics #TechInWorkplace #DataSecurity #EmployeeConsent #OperationalEfficiency #HRManagement #EthicalLeadership #FutureOfWork

Employers - if you're thinking about using biometric data in your workplace have a read at this article I wrote with Lee Ramsay from the Lewis Silkin Data Protection team setting out 5 top tips for employers.

In today's digital era, many companies have the capability to monitor their employees through their IT departments and equipment. This monitoring can involve tracking internet usage, email communications, and even location tracking on company-owned devices. While some argue that this level of monitoring is necessary for security and productivity purposes, others may see it as an invasion of privacy. So, where do you believe the trust balance should lie when it comes to monitoring employees? Companies have a duty to safeguard their sensitive information and reduce risks by monitoring employees' online activities. This can help prevent data breaches, insider threats, and ensure employees adhere to company policies and procedures. It can also help identify and address performance issues to ensure employees meet objectives and responsibilities. However, employees have a right to privacy and autonomy in the workplace. Excessive monitoring can create a feeling of distrust and a negative work environment. It can also harm morale, reduce employee engagement, increase turnover, and lower productivity. How can companies find a balance between monitoring employees and respecting their privacy? One potential approach is to clearly communicate to employees what is and isn't monitored and why. Transparency can build trust and set clear expectations. Additionally, companies could consider implementing monitoring technologies that focus on aggregate data rather than individual behaviors to protect employee privacy while meeting security and productivity goals. The trust balance concerning monitoring employees should be carefully considered. Companies must weigh the benefits of monitoring for security and productivity needs against potential negative impacts on employee morale and trust. By finding a middle ground that respects employee privacy while addressing business needs, companies can foster a positive work environment that encourages trust and collaboration. Your thoughts on where the trust balance should lie in monitoring employees are welcomed in the comments below. #BernadetteKing #HumanResources

Balancing Technological Monitoring with Employee Privacy Rights In today's digital age, many workplaces utilize technology to monitor employee activities for various reasons such as productivity assessment, security, and compliance. However, the increasing use of surveillance tools raises important questions about the balance between monitoring and respecting employee privacy rights. Employers have a legitimate interest in monitoring certain aspects of employee behavior to ensure security and productivity. This monitoring can include tracking internet usage, email communications, and even location tracking for remote workers. While these practices can enhance operational efficiency and protect company assets, they also have the potential to infringe on employee privacy. To strike a balance between technological monitoring and employee privacy rights, organizations must establish clear guidelines and policies: Transparency and Consent: Employers should clearly communicate to employees what is being monitored, why it is necessary, and how the data will be used. Providing transparency builds trust and allows employees to make informed decisions. Purpose Limitation: Monitoring should be limited to specific purposes related to legitimate business interests, such as security or compliance. Employers should avoid excessive or intrusive monitoring that is unrelated to these purposes. Data Minimization: Employers should only collect and retain data that is necessary for the intended purpose of monitoring. Unnecessary data collection should be avoided to minimize privacy risks. Anonymization and Encryption: Where possible, employers should anonymize monitored data to protect individual identities. Data should also be securely stored and transmitted using encryption to prevent unauthorized access. Access Controls and Accountability: Access to monitored data should be restricted to authorized personnel only. Implementing accountability measures ensures that monitoring practices are used responsibly and ethically. Employee Rights and Remedies: Employees should be informed of their rights regarding privacy and have avenues to address concerns or file complaints about monitoring practices without fear of retaliation. By adopting these principles, organizations can maintain a delicate balance between leveraging technology for operational needs while respecting fundamental employee privacy rights. Striking this balance fosters a positive work environment built on trust and mutual respect. #grievances #complaints #grievancehandling

🔒This week on “Kortney’s Journey to Dr. Williams!”: Employee Privacy Concerns: Balancing Technology and Respect. Should employees be concerned? 😶🌫️😓👀🔒 Here’s my 2 Pennie’s: As technology continues to advance, employers are increasingly utilizing tools to track and monitor employee activities. While these technologies are thought to enhance productivity and streamline operations, it's crucial to address the valid concerns surrounding employee privacy. As professionals, we all value our privacy and autonomy in the workplace. It's important to foster a workplace culture that respects and safeguards employee privacy rights. Open dialogue and understanding are key to finding the right balance between technology and privacy. Here are a few points to consider: 1️⃣ Transparency: Employers should clearly communicate to employees the purpose and extent of any monitoring technology being used. Understanding the reasons behind these tools can help alleviate concerns and build trust. 2️⃣ Consent and Opt-Out Options: Employees should have the opportunity to provide informed consent before their activities are tracked. Additionally, providing opt-out options for employees who may have legitimate privacy concerns is essential. 3️⃣ Clear Policies: Employers should establish comprehensive policies that outline the permissible uses of monitoring technologies and the protection of employee privacy rights. Regularly reviewing and updating these policies will ensure they align with evolving privacy standards. 4️⃣ Data Security: Employers must prioritize the security and confidentiality of employee data. Implementing robust data protection measures, such as encryption and access controls, will help safeguard sensitive employee information. 5️⃣ Ethical Use: Employers should use the data collected through monitoring technologies solely for legitimate purposes, such as improving processes or ensuring compliance. It is important to avoid any misuse or unwarranted invasion of employee privacy. Let's engage in a constructive conversation about employee privacy concerns in the workplace. How can we strike the right balance between leveraging technology for productivity while respecting employees' privacy rights? Share your thoughts and experiences in the comments below. #EmployeePrivacy #WorkplaceCulture #DataSecurity #BalancingTechnologyAndPrivacy #ILikeMyPrivacyButILikeMyJobToo

Should employers monitor employee internet activity? There are pros and cons to consider. Learn more about both sides here: https://lnkd.in/g6bcUE56 #EmployeeMonitoring #Privacy #Productivity #WorkLifeBalance

Our latest Employee Sentiment Index found that mid-sized businesses were less likely to have methods in place to prevent a cyberattack. My view is that mid-sized business leaders might think they’re less of a target compared to bigger, well-known organisations. But falling into that trap could be leaving them exposed. Regardless of size, being targeted by an attack is a very real possibility and it’s something every leader needs to be thinking about. If you are interested in finding out more from our report - check out the link below today: https://lnkd.in/gwQGKNih