An organization's Chief Executive Officer (CEO) wants to expand surveillance technology at their main distribution...

When implementing surveillance technology, especially in workplace settings, organizations must carefully balance security needs with employee privacy rights to avoid legal and ethical violations. Surveillance must adhere to the principle of reasonable expectation of privacy under labor laws and constitutional frameworks.

Reasonable Expectation of Privacy:

Employees have a reasonable expectation of privacy in specific areas such as restrooms, locker rooms, and designated break rooms.

Surveillance in these areas can result in legal action, regulatory penalties, or damage to employee trust.

Legal Consultation:

The security team must consult with legal counsel to ensure the surveillance policy complies with applicable laws (e.g., GDPR, CCPA, or labor laws).

Laws may also mandate notification and consent from employees regarding monitoring practices.

Coordination with HR:

HR can assist in developing policies that clarify where and how surveillance will occur, ensuring transparency.

Training and communication with employees about the surveillance purpose (reducing theft and misconduct) help mitigate concerns.

Transparency:

Cameras should not be hidden; clear signage indicating the presence of surveillance ensures employees are aware and serves as a deterrent.

Transparent policies protect the organization from claims of covert surveillance.

A: Hidden cameras create distrust among employees and may lead to legal challenges.

B: While other technologies may supplement security, surveillance is a valid and widely accepted measure for theft prevention.

C: Audio recording introduces additional privacy concerns and legal complexities, as recording conversations without consent is often restricted.

Key Considerations:Why Other Options Are Incorrect:ASIS CPP® References:

Domain 2: Risk ManagementDiscusses the importance of privacy and legal compliance in implementing security measures.

Domain 5: Physical SecurityCovers the effective and lawful deployment of surveillance technologies.

Domain 8: Legal AspectsHighlights considerations for balancing security initiatives with employee rights and privacy laws.