With March Madness right around the corner, employers may be wondering if they can monitor their employees to see if they’re getting work done. But nearly every type of employee monitoring, if executed clumsily, “can cause significant morale problems and, worse, create potential legal liability for invasion of privacy under statutory and common law,” V. John Ella of Jackson Lewis argues in a recent blog post.
Here are some of Ella’s tips for ensuring there are no employee monitoring fouls:
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