As technology evolves, we take for granted that those in power will make the correct ethical choices that drive our society.
Privacy has become a hot button issue, as it is not seen as a fundamental right, but a privilege only given to some. We as the public are being monitored 24 hours a day, whether we give consent or not.
Many are unaware of the fact that by just using a GPS-enabled device, such as smartphones or FitBit trackers, we are willingly giving away information to the government. In this trying time of Covid-19, location-based tracking has given insight on the spread of infection.
South Korea has used this method to great success by following the data of infected individuals. In the U.S., HIPAA is allowed to disclose individual health information without the consent of the patient in order to protect public health.
We entrust these devices to be private and to stop tracking us once we have finished our transaction.
Furthermore, we place higher trust in employers who require their employees to use GPS technology in the workplace. Unfortunately, many employers do not heed such an ethical practice, and many come close to breaching the legality associated with GPS tracking.
Many modern-day companies track their employees, whether it be to keep tabs on their company-owned equipment or to make sure that their employees are working at their designated location. According to a survey done by TSheets, which offers free time tracking software, “1 in 3 employees say they have been tracked by GPS at work.”
Employers have more reason to trust their employees knowing the exact location of their employees and equipment, simultaneously making it easier to track stolen property. For trustworthy employees, this is an invaluable tool to prove to their track record to employers.
The two highest concerns of employees are the data drain associated with GPS, and the high battery consumption especially when coupled with personal use. Seven out of 10 employees are fine with their employer knowing their location. In fact, 54 percent of employees have a positive opinion of GPS tracking during the workday.
The employer stands to gain the most in this transaction as they are privy to many data spheres of information, including tracking travel time of employees, mileage, and employee efficiency. The employer holds all the cards in this situation.
Some employers cross the ethical line by continuing to track their employees after they clock out for the day. According to the T-Sheets survey, “30 percent said they weren’t sure exactly when tracking stopped for the day” and “1 in 10 employees are tracked 24 hours a day.” These actions are 100 percent illegal in all 50 states.
I believe such actions committed willingly and knowingly by an employer are not only highly unethical but need to be reported by the employee. Employees can speak with their human resources manager to claim a breach of privacy.
After filing an internal complaint, the employee can file the same complaint with the Securities and Exchange Commission, and with the Equal Employment Opportunity Commission.
I would implore all those who read this to reach out to their employer and find the lengths of their GPS surveillance.
Javits Jacob
Computer Information Systems Major
Adelphi University
