Watching/monitoring at work

minihaha

Blatchford wrote: »

That's entirely up to the employer. Your opinion about it isn't relevant. Provided they comply with regulation about notices for cameras, they can watch you as much as they like. If you object to their culture, the obvious thing is for you to go back to an employer whose culture you like better.

And you might want to be cautious about making allegations of years of abuse when you've apparently, by your own admission, been there two seconds. Speculating on a possible disciplinary is not wise. It's nothing to do with you what you believe is happening. If you have involved yourself by making a complaint or giving a statement, then confine yourself to having done that and then get on with your job. You appear to think that HR is on your side and now they have HR you will have some sort of champions. They aren't on your side and the only people HR champion are the employers whose interests they are employed to protect.

And, I am also a company person and very loyal and think there are good things happening for the company. And I'm hopeful I will get the chance to be involved at a higher level. But I've had to survive a lot of silliness along the way, and my company is on a journey to reform and improve.

My question was aim at understanding formal procedure for monitoring, in order to continue to survive. Please don't presume everybody posting is looking to avoid accountability or take their employer to the cleaners.

BrassicWoman

either the job is making you paranoid, or they're a dreadful employer.

the answer is the same both ways. Not a good match for you.

Blatchford

minihaha wrote: »

Actually, been there 5 years. And also was a major focus for the individual. And quite close to others who I saw victimised.

You described your time with the company as "shortish", so I took you at your word.

It remains the case that your managers are allowed to watch you. It doesn't matter if you want to make a case or not. It's perfectly legal to watch you. If you are so unhappy about company culture the option is to leave.

Undervalued

minihaha wrote: »

I realise I need to clarify:

I work in an environment that is very dated in its style of management. One of my Supervisors has been suspended and it is possible (very likely) the individual may be sacked soon. I believe the investigation has uncovered years of abuse by this individual and I have made a submission to the investigation, which could be considered as very telling about the whole environment and not just the individual.

I have looked on various websites and monitoring includes references to CCTV cameras, emails, phone logs, etc., which doesn’t apply to me, and I’ve understood that they may have to inform you that you are being monitored. What I have read, though, doesn’t include watching people- which can be quite extreme and intimidating where I work.

So, through my question I am trying to understand if they should be informing me that I am being monitored, so that it is formalised. And I do think they also use CCTV to keep a watch on people, when they see fit. But I don't think our HR department is aware of what goes on. They certainly weren't aware of the behaviour of the individual that has been suspended.

Just to add: I don’t consider myself to do anything wrong at work, but feel vulnerable because of what I have added to the investigation.

I think you have answered your own question in the second paragraph. What you describe isn't unlawful. It may well be irritating, you may feel it is unnecessary but ultimately if a firm wants to pay somebody to stand and closely watch what another employee is doing they can.

As I understand it, they only have to "inform" you if they are monitoring via CCTV, email etc. Even then they can still do it as long as they tell you. I assume that legal requirement doesn't extend to watching in person as it is generally obvious!

kanosam

You appear to think that HR is on your side and now they have HR you will have some sort of champions. They aren't on your side and the only people HR champion are the employers whose interests they are employed to protect.

..., I totally agree with that statement..

they can watch you and don't have to notify you.