Guidelines For Personnel GPS Tracking

Personnel GPS Tracking

The use of GPS technology to monitor employees' whereabouts has become a common practice in many industries. It's a useful tool for verifying time and attendance records, identifying potential safety issues and enforcing company policies.

However, there are some drawbacks to this type of tracking. For one, it can violate privacy.

While there are few federal laws governing the use of GPS to track employees, states have a patchwork of privacy regulations that limit this type of monitoring.

1. Employee Consent: Make sure you get permission from your employees before tracking their locations with a GPS device. This could be through a written agreement or by having them sign a GPS tracking policy.

2. The policy should include the business reasons for using GPS tracking, when and how employees should expect to be monitored and how you will use and safeguard the information gathered.

3. The policy should also outline consequences if an employee violates the GPS tracking policy, such as discipline or termination.

4. The policy should be reviewed annually.

This is to ensure that it continues to be effective and reflects any changes in law.

5. Developing a GPS tracking policy is not an easy task, but it is essential to create an effective system that your employees will follow and understand.

6. The implementation of GPS tracking is often met with resistance from some employees, especially if they feel it's an invasion of their privacy. man down device