Spec me a spy camera

[TacticalFish]

Employers have the right to monitor your activities in many situations at work. Monitoring in the workplace includes:

• recording on CCTV cameras
• opening mail or e-mail
• use of automated software to check e-mail
• checking phone logs or recording of phone calls
• checking logs of websites visited
• videoing outside the workplace
• getting information from credit reference agencies
• collecting information through 'point of sale' terminals, such as supermarket checkouts, to check the performance of individual operators.

All of these forms of monitoring are covered by data protection law. Data protection law doesn't prevent monitoring in the workplace. However, it does set down rules about the circumstances and the way in which monitoring should be carried out.

Before deciding whether to introduce monitoring, your employer should:

• be clear about the reasons for monitoring staff and the benefits that this will bring
• identify any negative effects the monitoring may have on staff. This is called an impact assessment
• consider whether there are any, less intrusive, alternatives to monitoring
• work out whether the monitoring is justified, taking into account all of the above.

Except in extremely limited circumstances, employers must take reasonable steps to let staff know that monitoring is happening, what is being monitored and why it is necessary.

Employers who can justify monitoring once they have carried out a proper impact assessment will usually not need the consent of individual members of staff.

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From Citizens Advice.

Get the signs OP, do the impact assessment. Do it properly. Profit.