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Employers’ wearable device policies should control and restrict use, Business Insurance ft. Christopher Nucifora

Posted Sep 14, 2014

By Judy Greenwald
(September 14, 2014)

Employer policies addressing wearable devices should be adapted to each workplace and incorporate who is permitted to use the devices, when they can and cannot be used, and where they can and cannot be used.

For instance, restrictions could be placed on who can access confidential information, and wearables can be forbidden in washrooms, locker rooms and meetings, experts say.

Employers “need to be very clear about the collection of data, and how they can utilize the data, including covering issues such as trade secrets and customer lists,” said Melissa K. Ventrone, a partner at Wilson Elser Moskowitz Edelman & Dicker L.L.P. in Chicago.

Policies should say specifically these devices should be used strictly for business, and not for personal use in the workplace, “because that will keep it business, and it will ensure the safety and privacy of the employee” and address issues that arise on the corporate side, said Christopher Nucifora, managing partner at Kaufman, Dolowich & Voluck L.L.P. in Hackensack, New Jersey.

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