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Surveillance Camera Agreement


Discreet oversight without negotiation can cause significant problems for the unionized employer, but even non-unionized employers may face the Labour Council on this issue if the employer decides to set up a monitoring system in the middle of a unionized campaign. If the employer is unable to prove that the destruction of property, burglary or other security problems have increased with the start of the unionized campaign, it will likely be the beneficiary of an unfair labour practice tax. Your organization should develop a video surveillance policy specifically tailored to your needs. Your CCTV policy should address at least the following questions: If you have questions about CCTV policies or need help writing a policy for your organization, please contact us. The video surveillance system is not designed to track the work habits or productivity of individual employees. Employees and tenants may also have unrealistic expectations of what the CCTV system can do, and often think that the individual camera that indicates the parking lot offers a close-up of a person entering their car when they are at 300`. If the video taken does not provide enough detail, they ask that the image be “enlarged and enlarged” so that they can identify the “Perp.” (It works that way on CSI and NCIS TV shows, doesn`t it?) Staff should also be aware that the CCTV system has cameras that cover only a small fraction of the entire campus, and even if there is camera coverage, they may not provide the detail needed to detect suspicious activity or identify criminals. Enable remote display based on your existing PC – Update your existing black-and-white cameras with high-resolution color cameras – Add cameras to meet your growing business – Update your VCR to a digital VCR – Update your analog system to a hybrid HD system All video surveillance cameras can be continuously recorded by a digital video system. Recorded videos are used exclusively to investigate security incidents and not for other purposes. While the basis of the right to data protection varies by jurisdiction, the courts that have dealt with the issue generally conduct a factual analysis. They weigh on the legitimate expectation of the worker`s privacy and whether the employer has a legitimate interest in the exercise of surveillance. The fact that the adequacy of workers` expectations of privacy generally plays an important role in a court`s analysis provides additional support for the disclosure of surveillance activities. By informing employees that their communication is unsafe or that their activity is monitored, the employer can reduce workers` expectations of privacy and thereby strengthen the employer`s defence in court, while reducing the impact on employees` work ethic.

Who is responsible for managing the video surveillance system? Installing a video surveillance system in your facility can have many advantages, but can also be the source of many problems that you may not have thought of when you first installed the system. Many Facility Managers are blind when an employee wants to see a video from a parking camera to determine who might have gotten into their car; or if a supervisor requests videos to track an employee`s work habits.