Employee GPS tracking in the workplace has become common, especially in the gig economy, construction, and tech services.
Over recent years there’s been a decrease in cost for installing a GPS tracking device, which allows smaller businesses owners more opportunity to start using these services without worrying too much about their overhead costs.
Managers on construction sites, for example, can track their mobile workforce with the help of a GPS tracking system.
The information collected from workers will enable them to meet responsibilities adequately and hold accountable both parties in case there is any breach or misuse by either side.
While GPS tracking in construction is beneficial, managers should be mindful of respecting privacy at the same time. That’s why workers need to be introduced to the system to make them feel comfortable and safe.
Read on to find out how you can successfully introduce a GPS tracking app to your workers and gain their trust.
Before getting into the specifics of introducing GPS tracking to employees, it’s essential to address some common concerns about its legality.
There are many misconceptions about employee GPS tracking, with the most prominent being that it’s always illegal. However, this is not always the case.
In the US, for example, the Electronic Communications Privacy Act of 1986 (ECPA) states that employers are allowed to track employees’ location and movements as long as the tracking is considered “reasonable.”
The keyword here is “reasonable,” which is open to interpretation. What’s reasonable for one company might not be appropriate for another.
Location tracking laws are different from one state to another. For instance, Minnesota’s statute prohibits using a mobile tracking device without a court order. Similar laws involving GPS tracking use cases can be seen in Tennessee and Texas Penal Code.
Though there are laws regarding how employees can be legally tracked, it is still a better option to walk them through the actual circumstances workers will be followed.
Employers should have a policy informing their workers that the company tracks them with GPS tracking apps on their cell phones.
The information collected by these applications can include time and location and driving routes or other aspects of work performance for an individual’s job position at any given employer(ship).
When introducing an employee GPS tracking app to workers, consider the following tips to ensure employee consent and successful compliance.
When introducing a GPS tracking app to employees, it’s essential to be clear about why you’re using it. Managers should explain the specific purposes of GPS tracking and how it will benefit the whole company.
Some common reasons for using GPS tracking in the workplace include:
When introducing GPS tracking to employees, be clear about why you’re using it and what data you monitor. This will help build trust with your workers.
Remember to explain the benefits of using an employee GPS tracking app clearly and concisely. This will help ensure that they understand why the app is being used and how it will help them in their job.
There are many benefits of GPS tracking, including:
Ensure to list the specific benefits that apply to them. This will help show that the app is helpful and not just an invasion of privacy.
Under the ECPA, employers must get worker approval before tracking them with a tracking app. This means that workers must know the app and understand why it’s being used.
They should also willingly comply and download the app to their phones. To ensure employees’ approval, managers should provide a policy that includes the following essential information:
If an employer does not have a written policy, they cannot prove that employees consent to GPS tracking. Without permission, employers could face legal issues for using a GPS tracking app without proper notification.
Workers may be worried about their privacy or the implications of being tracked.
That’s why managers should be open to answering any questions employees have about the app and its use.
They should also be willing to modify the policy to ensure that employees are comfortable with the tracking.
You can arrange a Q&A discussion with your team and HR so that any essential questions can be clearly answered.
Ensure you work with a tracking app provider that provides reliable customer service, and that’s available to support you at every step.
When introducing an employee tracking app, it’s essential to ensure that it’s easy to use. The app should be simple to download and easy to navigate.
Employees should be able to access the app on their phones with a few clicks. They should also be able to view their location and movements in real-time.
The app should also be easy to understand. Any data collected by the app should be easy to interpret.
When selecting a tracking app, make sure to choose user-friendly and easy to navigate. This will ensure that employees have a positive experience with the app and are more likely to use it effectively.
Tracking apps can be a valuable tool for businesses when used correctly.
By being transparent with workers about the app’s purpose, seeking consent before installation, and answering any questions or concerns that may arise, managers can ensure that employees are comfortable using the app and feel confident that their privacy is being respected.
With so many different GPS tracking apps available, ensure to choose one that is easy to use and can be installed on mobile devices for optimal efficiency.
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