Description
HRCI & SHRM Approved Webinar | Credit Hours = 1.5 CEUs
Overview:
The Equal Employment Opportunity Commission (“EEOC”) published a new fact sheet that describes some of the technologies employees may be fitted with, the types of information that may be tracked –from smart watches that can monitor physical activity, to GPS devices that track location, to devices that detect operator fatigue – and how some uses of that information may violate EEO laws. It also provides the latest illustration of the EEOC’s heightened focus on technological developments implicating employment laws and puts employers on notice that technological tools must be assessed to ensure their use does not run afoul of federal employment laws.
What will You Learn:
- What wearables can impact discriminatory processes
- Which wearables are defined in the EEOC guidance
- Why some of the wearables can be intrusive in the workplace
- How GPS and other tracking mechanisms can violate an employee’s rights
- Which wearables can impact the ADA and reasonable accommodations
- How biometric data can impact employees if they include medical questions
- What recommendations are for Employers to use artificial intelligence in the workplace
- How some states are mitigating workplace wearables
- How legislation impacts how surveillance is used in the workplace
- How privacy is impacted by the use of wearables in the workplace
- How creating policies can reduce Employer’s liability for violations of medical and privacy laws
Why You should Attend:
Although these devices may provide potential benefits, such as helping workers avoid hazardous conditions for themselves and others, the EEOC warns that the use of the devices may possibly violate federal employment laws. The new fact sheet reminds employers that employment discrimination laws apply to the collection and use of information from wearables. It also addresses the need for employers to provide reasonable accommodations related to wearables.
Employer-mandated wearables, such as watches, rings, glasses, or helmets that collect information about a worker’s health and biometric data, may be conducting a “medical examination” as defined by the Americans with Disabilities Act (ADA). If the wearables require employees to provide health information (including in the setting up of the device), the employer may be making “disability-related inquiries.” The ADA limits the use of medical examinations or disability-related inquiries by employers and also requires employers to safeguard medical records.
Who should Attend:
- All Employers
- Business Owners
- Company Leadership
- Compliance professionals
- HR Professionals
- Managers/Supervisors
