Developing a Policy For Using Employee GPS Trackers

GPS tracking can be used for personnel management purposes, such as ensuring that employees are working on time and following company policies. It can also be used for internal investigations, if there is suspicion of wrongdoing.

Developing a policy for using employee GPS trackers

Before implementing a tracking solution, employers need to consider what laws are applicable to their use of the technology and how the information they collect will be safeguarded. They should also develop a policy that communicates the business reason for GPS tracking and how it will be used.

Getting consent from employees to use GPS for monitoring is critical. This will ensure that the tracking system only gathers location data for legitimate business purposes.

State laws vary, so it’s important to consult your local attorney before implementing any employee tracking solutions. Lone Worker Devices In California, for example, it’s a criminal offense to monitor employees outside of the workplace without consent from the employees.

Employees will feel uncomfortable with the idea of being monitored and may even seek legal action against their employer if they believe that their privacy has been invaded. To help reduce these feelings, employers should be transparent and empathetic when it comes to introducing the concept of GPS monitoring and demonstrate how it will benefit their businesses.

Taking these practical considerations into account will head off any potential legal issues before they occur. It’s also important to create a GPS tracking policy that complies with the law and builds trust between your business and its employees.