Gunster labor and employment attorney Keith Sonderling was interviewed recently about the pros and cons of wearable technology in the workplace. The article was published July 17 by the Society for Human Resource Management, a publication dedicated to addressing issues of interest to employers and human resource professionals.
Employers should be aware of issues raised by new technology that you can wear, such as Google Glass and smartwatches, which allows wearers to surreptitiously view and record information. To protect themselves, Sonderling tells SHRM, employers and HR professionals should update their policies to spell out exactly what is acceptable and not acceptable in their particular work environment.
In the article, Sonderling points out the following issues that may arise when such wearable tech devices are worn in the workplace:
- trade secrets, customer lists, etc. are vulnerable to theft
- privacy issues may arise when devices are worn in bathrooms, medical offices, etc.
- safety, work quality may be compromised when wearable tech distracts wearer with videos, GPS, Facebook, email and more
That said, wearable technology may actually be a boon for workplace training and customer service, Sonderling adds, where employees could receiving instruction or advice via the device while performing specific job duties.
The issues raised by wearable tech are not entirely new, Sonderling points out. Cellphones have been with us a while now, and can also record audio and visual information – albeit less inconspicuously.
Sonderling is a member of Gunster’s business litigation and labor and employment practices. He works out of Gunster’s West Palm Beach office.
For more information, see the article as published on the Society for Human Resource Management website (subscription required): Amend policies to account for wearable technology (Society for Human Resource Management, 7/17/14)
Read also a related article: Wearable devices soar in popularity and pose new privacy risks to employers (Business Insurance, 9/14/14)
