Monitoring employee's work habits - is it acceptable and how to express dissaproval appropriately?
A full answer is beyond the scope of this site as it involves questions of surveillance and governance generally. However, the question is really about how such data is used, how it is retained, and who gets to see it. If it were sent only to yourself and then discarded, it would be benign, in fact.
For legal questions you need to consult a lawyer. If you are unionized then the union likely has good representation.
If the data can be seen and used by others then there are some principles that should be adhered to, though they might be ignored. Here are some general principles that should apply everywhere.

Do you give explicit permission for any data gathered?
Is the the data collected used for a valid purpose?
Is the data collected minimal to achieve a valid purpose?
Does the data collected have a reasonable life span for the (valid) purpose?
Will the data be shared only with those having a valid reason to see it?
Others ...

Since this is an educational system the additional principles might involve such things as permitting individual flexibility so that an instructor can properly respond to situations that aren't common/universal. One of our long term principles as educators is that the professor has quite a lot of autonomy over how a course is delivered. How a Law course is delivered will be very different from how a CS course unfolds.
As a low level employee you probably have little personal influence over outcomes and can be easily silenced, especially if the principles are being ignored. But collective action can make a difference. I assume that many academics are uncomfortable, at least, with being surveilled. Join with them in discussion groups initially and see if you can formulate common positions and potential actions. You may not have much leverage, but a committee of your senior peers will.