What are some safeguards an employer can implement to minimize the potential for employer liability when it comes to wearable technology in the workplace?
Author: Beth P. Zoller, XpertHR Legal Editor
To minimize the potential for employer liability when it comes to wearable technology in the workplace an employer may avoid harassment or privacy claims by prohibiting employees from viewing or recording inappropriate content on wearable technology devices. An employer also may seek to restrict the use of wearable technology in formal meetings, hearings or areas at the worksite where confidential material is discussed or exposed. Also, an employer may restrict wearable technology during meetings with patients. Additionally, an employer should institute a safe driving policy that incorporates wearable technology as well as take steps to protect cyber privacy and the security of the employer's network. An employer should also be careful if it allows wearable technology to record and monitor and employee's health and wellness as the employer could face disability or genetic discrimination if the employer takes an adverse action based on such information.