Privacy Issues in the Community College Workplace

While a public agency is allowed to track the use of vehicles it owns or leases, it should implement this technology only where it has a legitimate business reason for doing so, and in a manner that puts employees on notice that they will be monitored. This should help the public agency avoid any arguments by employees that it is violating their privacy rights. Public agency employers should implement written policies that inform employees that their use of the agency vehicle will be monitored. The written policy should also discuss some of the business reasons for monitoring employees, such as measuring productivity, locating stolen vehicles, providing aid to vehicles that break down, or ensuring that employees are following their routes or assignments. See Appendix I for a sample Vehicle Electronic Tracking Technology Policy. Disciplinary actions by employers that have a “significant effect on the wages, hours and other terms of the conditions of employment” are subject to the mandatory bargaining requirements of the Meyers-Milias-Brown Act. 473 Therefore, employee discipline would likely be subject to mandatory bargaining to the extent it results from information obtained via tracking technology on agency-owned or leased vehicles, including discipline for misuse of the equipment, inappropriate use of time, and speeding. 474

While GPS tracking is now widely available through cellular telephones, employers should not use it. The Penal Code prohibits such tracking,

“No person or entity in this state shall use an electronic tracking device to determine the location or movement of a person.” 475

In addition to a violation of the Penal Code, employee tracking with the use of cellular telephones or similar devices may raise employee privacy claims under the California and United States Constitutions.

J. B IOMETRICS “Biometrics” is an automated method used to recognize an employee’s unique physiological or behavioral characteristics. 476 Biometrics is a general term that is used to describe a process or a characteristic. 477 Biometrics is often used to improve security and productivity in the workplace. “Physiological biometrics” include fingerprint scanners or sensors, and iris recognition technology. 478 “Behavioral biometrics” include voice, keystroke, gait and signature recognition capabilities. 479 Biometrics is used to track productivity and to grant employees access to secured workspaces or locations. Biometrics pose privacy considerations for employers because it requires that employers collect employee physiological or behavioral data. The collection and storage of this highly confidential information poses both privacy and security risks for employers. Generally, this data is electronically stored. Employers must weigh the risk of privacy violations that will result if an employee’s personal data is lost, stolen or misplaced against the convenience that using biometrics may afford to employers. For example, because fingerprints are unique to each person, the risk of identity theft is great if a hacker were to obtain fingerprint information along with other employee data. Because of the risks involved with the use of this technology,

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