In recent years, more employers have begun using technology to track employee movements and actions. This may include cameras in the workplace, GPS tracking on phones and wearable devices, keystroke monitoring, and biometric monitoring. Some employers use these tools to identify potential areas for cost savings and encourage productivity and efficiency. Others use them to effectively manage administrative tasks, including tracking mileage for employee reimbursement and monitoring sales activities. These tools tend to be more commonly used in industries such as trucking, delivery, construction, utilities, sales, and home healthcare.
Under the new Maine law, employers using surveillance must (1) inform job applicants about the surveillance during the interview process and (2) provide written notice at least once per year to all impacted employees. The law broadly defines surveillance to include all types of data collection.
Notably, L.D. 61 prohibits employers from requiring employees to install surveillance tools on their personal devices without first obtaining permission from impacted employees. The law further allows employees to decline employer requests to install tracking and data collection tools...
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