Banning Wearable Tech At Work
Jason Storipan was quoted in the Human Resource Executive Online August 26, 2014 article "Banning Wearable Tech at Work."
As with any new advancement in the world of computing, the advent of wearable technology – such as Google Glass – it raises a number of issues for HR leaders at organizations looking to make the most use of the technology.
Chief among those issues is that such technology allows employees to easily, quickly and covertly record images and data that may include confidential information, trade secrets or other potentially damaging information. Wearables also, technically, allow the ability to monitor others’ location and physical status, which can, in turn, raise a host of privacy concerns. Add to these concerns issues related to the National Labor Relations Act, and many employers now have cause to consider banning wearables completely from their workplaces.
But there may be some very practical and very effective ways that wearables can provide relevance and value to organizations. For instance, says Jason Storipan, an associate in the New Jersey office of Fisher & Phillips, monitoring a production line for quality control purposes. Wearables might also be used to detect fatigue among medical professionals, or others in high-risk industries, for instance. As experience with this new technology grows, it’s likely that companies will develop a myriad of practical applications for these tools. For now, though, concerns are preeminent.
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