The following article first appeared on Robinson+Cole’s Manufacturing Law Blog. It is reposted here with permission.
In recent years, certain manufacturers are requiring workers to use wearable technologies at work to increase efficiency and productivity and mitigate health and safety risks.
Although the use and application of wearable technology continues to expand and change the manufacturing industry landscape, the employment law implications remain the same, and should be a key focus for manufacturers exploring use of such technology.
Wearable technologies are smart devices worn by manufacturing workers that collect and transmit information and perform important efficiency and safety-focused functions.
Common wearables include smart helmets (which provide enhanced head protection, fatigue monitoring, hazard identification, and augmented reality features), vests and other smart clothing (which transmit real-time vital sign monitoring to workers to mitigate heat and stress-related health risks), and ergonomic sensors (which monitor a worker’s body position to ensure proper lifting, carrying, and transfer techniques to reduce the risk of work-related injuries).
Most wearable devices incorporate global positioning system monitoring so that the device is also able to warn workers of pertinent safety risks or make relevant recommendations based on where the worker is located within a facility with respect to lifting, sorting, and retrieving tools, equipment, finished goods,...
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