Common use of Electronic Monitoring, Surveillance, Employee Confidentiality Clause in Contracts

Electronic Monitoring, Surveillance, Employee Confidentiality. 1. Electronic monitoring and surveillance shall not be used for the purposes of individual work measurement of employees. 2. Surveillance cameras, any technology or systems capable of monitoring employees or their work and any other related equipment shall not be used in employee occupied areas without the knowledge of employees in the area. At no time shall video taping or any other form of electronic tracking or monitoring of employees, work output or attendance in or at a particular location be allowed for the purpose of random surveillance, audits or assessing discipline. At no time may such systems be used as a means to gather evidence in support of disciplinary measures. The Union shall be advised, in writing, of the location and purpose of all surveillance cameras and the reason for installation of such equipment. 3. The Employer shall not release any information to any person or agency about an Employee with regard to any personal or work-related matter without the express written permission of the Employee. In the event the Employer is required by law to disclose information of a personal or work related nature to a person or agency the Employer shall advise the Employee forthwith of all particulars of such disclosure. Notwithstanding the foregoing the Employer may however choose to disclose information due to concerns for employee(s) safety. When the Employer uses technology that can identify employee’s access, these records will not be released to any person or agency without the written permission of the Employees. 4. The Employer agrees that any and all “E-Mail” transmissions or correspondence are confidential and private between the sender and intended recipient. Any such correspondence or transmissions shall not be monitored, read or disclosed by the Employer or its representatives to any person or agency. Storing, processing, displaying, sending or otherwise transmitting offensive or obscene language or material is prohibited. This includes any material, which could be interpreted as racist, homophobic, sexist, pornographic or sexually harassing; or classified as hate material.

Electronic Monitoring, Surveillance, Employee Confidentiality. 1. Electronic monitoring and surveillance shall not be used for the purposes of individual work measurement of employees. 2. Surveillance cameras, any technology or systems capable of monitoring employees or their work and any other related equipment shall not be used in employee occupied areas without the knowledge of employees in the area. At no time shall video taping or any other form of electronic tracking or monitoring of employees, work output or attendance in or at a particular location be allowed for the purpose of random surveillance, audits or assessing discipline. At no time may such systems be used as a means to gather evidence in support of disciplinary measures. The Union shall be advised, in writing, of the location and purpose of all surveillance cameras and the reason for installation of such equipment. 3. The Employer shall not release any information to any person or agency about an Employee with regard to any personal or work-related matter without the express written permission of the Employee. In the event the Employer is required by law to disclose information of a personal or work related nature to a person or agency the Employer shall advise the Employee forthwith of all particulars of such disclosure. Notwithstanding the foregoing the Employer may however choose to disclose information due to concerns for employee(s) safety. When the Employer uses technology that can identify employee’s access, these records will not be released to any person or agency without the written permission of the Employees. 4. The Employer agrees that any and all “E-Mail” transmissions or correspondence are confidential and private between the sender and intended recipient. Any such correspondence or transmissions shall not be monitored, read or disclosed by the Employer or its representatives to any person or agency. Storing, processing, displaying, sending or otherwise transmitting offensive or obscene language or material is prohibited. This includes any material, which could be interpreted as racist, homophobic, sexist, pornographic or sexually harassing; or classified as hate material. 23.01 Wherever the singular is used in this Agreement, it shall be considered as if the plural has been used where the context of the party or parties hereto so requires. 24.01 The provisions of this Agreement shall be in force and effect from January 1, 2010, until December 31, 2013. (a) The notice shall state specifically the revisions requested and bargaining negotiations shall be restricted thereto, unless the parties otherwise mutually agree. (b) Both parties shall adhere fully to the terms of this Agreement during the period of bona fide collective bargaining, and if negotiations extend beyond the anniversary date of the Agreement all its provisions will continue in force until a new Agreement is executed. Any revision in terms mutually agreed upon shall, unless otherwise specified, apply retroactively to that date.

Electronic Monitoring, Surveillance, Employee Confidentiality. ‌ 1. Electronic monitoring and surveillance shall not be used for the purposes of individual work measurement of employeesEmployees. 2. Surveillance cameras, any technology or systems capable of monitoring employees Employees or their work and any other related equipment shall not be used in employee Employee occupied areas without the knowledge of employees Employees in the area. At no time shall video taping or any other form of electronic tracking or monitoring of employeesEmployees, work output or attendance in or at a particular location be allowed for the purpose of random surveillance, audits or assessing discipline. At no time may such systems be used as a means to gather evidence in support of disciplinary measures. The Union shall be advised, in writing, of the location and purpose of all surveillance cameras and the reason for installation of such equipment. 3. The Employer shall not release any information to any person or agency about an Employee with regard to any personal or work-related matter without the express written permission of the Employee. In the event the Employer is required by law to disclose information of a personal or work work-related nature to a person or agency the Employer shall advise the Employee forthwith of all particulars of such disclosure. Notwithstanding the foregoing the Employer may however choose to disclose information due to concerns for employee(sEmployee(s) safety. When the Employer uses technology that can identify employeeEmployee’s access, these records will not be released to any person or agency without the written permission of the Employees. 4. The Employer agrees that any and all “E-Mail” transmissions or correspondence are confidential and private between the sender and intended recipient. Any such correspondence or transmissions shall not be monitored, read or disclosed by the Employer or its representatives to any person or agency. Storing, processing, displaying, sending or otherwise transmitting offensive or obscene language or material is prohibited. This includes any material, which could be interpreted as racist, homophobic, sexist, pornographic or sexually harassing; or classified as hate material.

Electronic Monitoring, Surveillance, Employee Confidentiality. 1. Electronic monitoring and surveillance shall not be used for the purposes of individual work measurement of employees. 2. Surveillance cameras, any technology or systems capable of monitoring employees or their work and any other related equipment shall not be used in employee occupied areas without the knowledge of employees in the area. At no time shall video taping or any other form of electronic tracking or monitoring of employees, work output or attendance in or at a particular location be allowed for the purpose of random surveillance, audits or assessing discipline. At no time may such systems be used as a means to gather evidence in support of disciplinary measures. The Union shall be advised, in writing, of the location and purpose of all surveillance cameras and the reason for installation of such equipment. 3. The Employer shall not release any information to any person or agency about an Employee with regard to any personal or work-related matter without the express written permission of the Employee. In the event the Employer is required by law to disclose information of a personal or work related nature to a person or agency the Employer shall advise the Employee forthwith of all particulars of such disclosure. Notwithstanding the foregoing the Employer may however choose to disclose information due to concerns for employee(s) safety. When the Employer uses technology that can identify employee’s access, these records will not be released to any person or agency without the written permission of the Employees. 4. The Employer agrees that any and all “E-Mail” transmissions or correspondence are confidential and private between the sender and intended recipient. Any such correspondence or transmissions shall not be monitored, read or disclosed by the Employer or its representatives to any person or agency. Storing, processing, displaying, sending or otherwise transmitting offensive or obscene language or material is prohibited. This includes any material, which could be interpreted as racist, homophobic, sexist, pornographic or sexually harassing; or classified as hate material. 26.01 An employee with five (5) or more years of service will be entitled to severance pay upon ceasing to be an employee of the Canadian Union of Public Employees, equal to

Electronic Monitoring, Surveillance, Employee Confidentiality. 1. (a) Electronic monitoring and surveillance shall not be used for the purposes of individual work measurement of employees. 2. (b) Surveillance cameras, any technology or systems capable of monitoring employees or their work and any other related equipment shall not be used in employee occupied areas without the knowledge of employees in the area. At no time shall video taping or any other form of electronic tracking or monitoring of employees, work output or attendance in or at a particular location be allowed for the purpose of random surveillance, audits or assessing discipline. At no time may such systems be used as a means to gather evidence in support of disciplinary measures. The Union shall be advised, in writing, of the location and purpose of all surveillance cameras camera and the reason for installation of such equipment. 3. (c) The Employer shall not release any information to any person or agency about an Employee employee with regard to any personal or work-related matter without the express written permission of the Employeeemployee. In the event the Employer is required by law to disclose information of a personal or work work-related nature to a person or agency agency, the Employer shall advise the Employee employee forthwith of all particulars of such disclosure. Notwithstanding the foregoing foregoing, the Employer may however choose to disclose information due to concerns for employee(s) )’ safety. When the Employer uses technology that can identify employee’s access, or use of the internet, these records will not be released to any person or agency without the written permission of the Employeesemployee(s). 4. (d) The Employer agrees that any and all “Ee-Mailmail/internet” transmissions or correspondence are confidential and private between the sender and intended recipient. Any such correspondence or transmissions shall not be monitoredNotwithstanding the foregoing, read or disclosed by it is understood that the Employer or its representatives has the capacity to any person or agencymonitor the internet sites visited by employees. StoringIt is further understood that storing, processing, displaying, sending or otherwise transmitting known offensive or obscene language or material is prohibited, unless work-related. This includes any material, which material that could be interpreted as racist, homophobic, sexist, pornographic pornographic, or sexually harassing; , or classified as hate material. The Employer shall not monitor the internet sites visited by employees on CUPW computers for any other reason that that stated in the paragraph above.