When making use of this equipment, it is important for a balance to be struck with regard to the rights of the employers and the right of privacy which the employee has. The case of Patricia Heffernan vs. Dunnes Stores is one example of a well-balanced use of CCTV.
Dunnes Stores operate a Value Scheme through which the value card customers own is swiped at the till and the customer is able to earn certain number of points depending upon the purchase made. These can then be converted into vouchers which can be redeemed for future purchases.
The Employment Appeals Tribunal states that an employee had been dismissed unfairly despite the employee having accepted that during 2008-2009, she had applied points to her own card from customer purchases. In 2010, the Tribunal went on to state that Dunnes Stores had acted in an unreasonable manner. The Tribunal also questioned whether they were correct to allow the claimant to continue with her use of the Value Club Card in the same manner she had been without notifying the workforce and employees that doing so was not acceptable.
Thus employers need to be extremely careful when it comes to making use of CCTV to monitor the activities of employees. If an employer wishes to make use of this kind of surveillance, it is recommended that they obtain the consent of the employees as to whether they can be monitored or not. One of the ways in which employers can gain consent from employees is to make them aware of the advantages associated with the use of this kind of surveillance. Benefits associated with the use of CCTV surveillance include being able to identify any form of bullying and the identification of workers who may not be doing their job when they should be. If consent is given by employees to conduct such surveillance, employers should even post signs in positions to state that CCTV cameras are being used for the purpose of surveillance.
If a company manages to make use of CCTV monitoring in the right way, and if an employee is found to be breaking some rule and is caught on surveillance, the company is then entitled to use this footage as part of the disciplinary hearing of the employee. However the CCTV monitoring would have to be publicized and even in such cases, the employee should be given the opportunity of reviewing the footage which is to be used against them and to also be able to give a comment on it.
Brooke Chloe is as Tech and Digital Parenting expert and writer. She has earned her an exhibited accumulating of readers who are in need of the most recent news and audit about Technology. Her work turns around the most recent in employee tracking app like Mobile Tracker.