Over the past few weeks on our blog, we have went into detail about what you should know about employee time and location tracking. To summarize the most important points and the biggest things you should take away from the past few weeks, we have created these seven best practices.
If you are going to track time and location, make it mandatory for all employees, otherwise your implementation will fail. Instead of making it optional, ensure it is fair for everyone.
Draw up a employee tracking policy and make sure it is disclosed to the employees. We discussed the impact that tracking plays on employees in a previous blog post, and we encourage you to read over that blog post as well.
The employee needs to confirm they received the policy, and that they read it and understand the policy and consequences.
The personal data should be limited to only those employees who need to see it, like direct supervisors, managers, human resources representatives and payroll staff.
Employees should know how you are using their data. The employee should have access to this data as well, and it should be fairly simple procedure to do so.
Limit tracking to only during work-hours. 24/7 personal monitoring should be avoided as employees do have a right to privacy.
It is important that you have training and support resources for the apps and software that you using or employee time and location tracking.