{"id":2827,"date":"2019-05-13T13:09:28","date_gmt":"2019-05-13T13:09:28","guid":{"rendered":"https:\/\/nellestranslations.com\/?p=2827"},"modified":"2019-05-13T14:58:35","modified_gmt":"2019-05-13T14:58:35","slug":"the-legal-gotch-chas-of-employee-gps-tracking","status":"publish","type":"post","link":"https:\/\/nellestranslations.com\/fr\/2019\/05\/the-legal-gotch-chas-of-employee-gps-tracking\/","title":{"rendered":"The Legal Gotchas of Employee GPS Tracking"},"content":{"rendered":"

GPS tracking of field staff is on the rise. Removing \u201cgig\u201d workers from this equation, there are now, according to T-Sheets<\/a>, 1 in 10 employees are tracked 24 hours a day — this is illegal<\/strong>.<\/p>\n

Of the GPS workers surveyed, 45% had suspicions that they were being tracked 24\/7.\"\"<\/p>\n

There are some benefits for allowing GPS tracking for both the employee and employer. For example, employees can be more accurately tracked for overtime pay and ensuring employees obey traffic laws are a win-win for both.<\/p>\n

Each state\u2019s laws do vary. First and foremost, the employee has to be made aware that this activity is being enforced. Most states are pretty clear when the company owns the vehicle and how they monitor employee activity. It becomes less clear when the employer wants to monitor a vehicle owned by the employee.<\/p>\n

The laws get even muddier when it comes to using an employee\u2019s own smart device.<\/p>\n

Here is a list of best practices created by Greensfelder, Hemker & Gale PC<\/a><\/p>\n