biometric data for clocking in and out

tir21

is it acceptable for an employer to require employees to clock in and out by having their finger prints scanned

isnt it overly intrusive if there are no security issues?

should employees be consulted before it is introduced

is it just me or would anyone else feel uneasy about their fingerprints being stored by someone else

jacques_chirac

As long as they are storing this data securely, then yes, it is quite acceptable.

DigForVictory

As much to the point, what about emergency exits in case of powerouts etc? Can you get in or out if a circuit has blown?
Your thumbprint is (at present) of very limited value...

tir21

DigForVictory wrote: »

As much to the point, what about emergency exits in case of powerouts etc? Can you get in or out if a circuit has blown?
Your thumbprint is (at present) of very limited value...

it wont open and close doors in the building

jacques_chirac

DigForVictory wrote: »

As much to the point, what about emergency exits in case of powerouts etc? Can you get in or out if a circuit has blown?
Your thumbprint is (at present) of very limited value...

These systems have a manual override so the doors can be opened in case of a power outage or an emergency.

scooby088

Yes I have used the system requiring a thumb print, saves being asked to clock someone out.

paddyrg

Just to get technical for a second, it's not your fingerprint they're keeping, it's a HASH of your fingerprint. It's a numeric representation of certain key features of it, and your fingerprint is validated against that hash. There is no photo of your finger, just that hash.

What this means is that there's no way back from the hash to reproduce a fingerprint. It's one-way. There are no privacy issues.

On the plus side for you, it means more accurate time being kept, no colleagues punching out each others cards by accident or deliberately, and no requirement to carry an ID card to bleep in and out for shifts, less to forget. On the off chance you do lose a finger, that can be managed when it happens, but by and large it's a good solution.

tir21

jacques_chirac wrote: »

As long as they are storing this data securely, then yes, it is quite acceptable.

how would anyone know it would be stored security?

should they accept their employers assurances

if the data went missing would the employee be entitled to any recompense

Takeaway_Addict

tir21 wrote: »

how would anyone know it would be stored security?

should they accept their employers assurances

if the data went missing would the employee be entitled to any recompense

What data would that be? there is no copy of a fingerprint, it cannot be replicated or immitated as it is about a 200 digit number/letter combination.

Your employer will hold far more valuable information about you on file.

tir21

thanks for your reply takeaway

Takeaway_Addict wrote: »

What data would that be? there is no copy of a fingerprint, it cannot be replicated or immitated as it is about a 200 digit number/letter combination.

Your employer will hold far more valuable information about you on file.

yes it seems if a conpany uses just reference points of a print there is no problem.

im new to all this and none of it has been explained to me before unfortunately

if a company actualy keep a copy of a print i think it would not be unreasonable for an employee to object. criminals have their fingerprints on record but i don't see why employees should be treated similarly

Takeaway_Addict

tir21 wrote: »

thanks for your reply takeaway



yes it seems if a conpany uses just reference points of a print there is no problem.

im new to all this and none of it has been explained to me before unfortunately

if a company actualy keep a copy of a print i think it would not be unreasonable for an employee to object. criminals have their fingerprints on record but i don't see why employees should be treated similarly

I would tend to agree but all the systems I know of don't. But yes, you should expect the employer to provide as much information on this as possible.