NCJ Number
145292
Journal
Security Management Volume: 37 Issue: 10 Dated: (October 1993) Pages: 73-77
Date Published
1993
Length
5 pages
Annotation
This article provides an overview of U.S. House and Senate bills on electronic monitoring currently in committees; it presents some arguments for and against these bills, particularly regarding business security interests.
Abstract
Since its congressional debut in 1987, electronic monitoring legislation has been an issue on Capitol Hill. The most recent versions are H.R. 1900, introduced in April by Rep. Pat Williams (D-MT), and its companion bill, S.984, introduced in May by Sen Paul Simon (D-IL). The House Subcommittee on Labor-Management Relations chaired by Williams, and the Senate Subcommittee on Labor and Human Resources, chaired by Simon, both held hearings in late June. Advocates for the bills include the Communications Workers of America, the American Civil Liberties Union, and Computer professionals for Social Responsibility. Opponents include the Security Companies Organized for Legislative Action (SCOLA) and representatives from specific companies. Both bills, as introduced, require employers to notify staff and customers about when monitoring will occur and what type of electronic monitoring will be used. The extent to which the bills allow electronic monitoring of employees depends primarily on the length of employment. The bills allow random electronic monitoring of those employed for under 60 days without notice. Employers can monitor other employees if the employees receive at least 24 hours notice but no more than 72 hours notice. Employees who have been with a company more than 5 years are exempt from monitoring. The bills also specify restrictions on the use of electronic monitoring data. SCOLA has petitioned Simon to consider a total security exemption from the Senate bill. Such an exemption would allow all monitoring practices that aim to protect employees and property. SCOLA's suggested amendment would allow for the prohibition of electronic surveillance in company areas where employees and customers expect privacy, such as dressing rooms, bathrooms, and locker rooms.