Biometric Data in the WorkplacePosted in : How Do I Handle It ROI on 30 January 2012
We have recently installed a biometric system in the workplace to record time and attendance. One of our employees has indicated that she has an objection to using the system and wishes to opt out of doing so. She has also indicated to us that it is now our obligation to provide an alternative system for recording her time and attendance. Can we force her to use the biometric system which we have installed at a great expense to the organisation?
Jennifer Cashman writes:
The use of biometric systems (such as fingerprint or hand scanning for attendance purposes) in workplaces has increased in
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.
We help you to understand the ramifications of each important case from Ireland and Europe.
We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.
You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.
You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.
This article is correct at 06/08/2015
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.