In today’s rapidly evolving technological landscape, smartwatches and other wearable technology devices have progressed past being a great holiday gift for your family member with the perennial New Year’s resolution to hit the gym and are increasingly prevalent in the workplace. These devices, ranging from smartwatches to powered gloves, can enhance employee productivity and improve workplace safety. Still, the use of wearable technologies raises important legal considerations under federal equal employment opportunity (EEO) laws. To address some of these considerations, the U.S. Equal Employment Opportunity Commission (EEOC) has gifted employers with a fact sheet explaining how federal equal employment opportunity laws may apply to employers’ use of wearable technologies.
Latest Post
More Posts
Deja Brew All Over Again: NLRB Overturns Decades of Precedent, Further Restricting Employer Speech (US)
Post-Election Flash Update (US): What Employers Need to Know Today
Mental Health Parity and Addiction Equity Act Final Rules (“Final Rules”) Are Released: Plans and Issuers Must Prepare for January 1, 2025 Effective Date (US)
Illinois Enacts New AI Legislation, Joining Colorado as the Only States Regulating Algorithmic Discrimination in Private Sector Use of AI Systems (US)
Illinois Bans Mandatory Captive Audience Meetings with Employees (US)
What You Post on Facebook Can and Will Be Used Against You (US)
Could Artificial Intelligence Create Real Liability for Employers? Colorado Just Passed the First U.S. Law Addressing Algorithmic Discrimination in Private Sector Use of AI Systems (US)
U.S. Supreme Court Holds SOX Whistleblowers Not Required to Show Retaliatory Intent (US)
D.C. Employers Need to Prepare for More Than Humidity This Summer: New Wage Transparency Law Effective in June (US)
Subscribe: Subscribe via RSS
Firm/Org