Overview
As we work to gain some semblance of “normal business operations,” many employers are mobilizing to meet the myriad of challenges for providing safe environments for their workers, customers, students, patients, and visitors.
Among these challenges are screening for Covid-19 symptoms, observing social distancing, contact tracing, and wearing masks. Fortunately, innovators are rising to meet this need, developing a range of technologies - wearables, apps, devices, kiosks, AI, etc. - all designed to support these efforts. But, for many organizations, the question is what technologies are out there and what should they be thinking about in deciding to adopt one or more of them.
This webinar will review some of the kinds of technologies being developed and which may be available and will include some specific examples for social distancing, contract tracing, health screening and others.
Unfortunately, implementing, enforcing, and documenting extensive and sometimes conflicting federal, state, and local mandates and recommendations for screening, distancing, contact tracing, and mask wearing will require an on-going effort.
Using these technologies can create the potential of privacy and legal issues that we should address before utilizing these technologies.
By collecting data about worker location, wellness or health, it's important that we understand exactly what the technology is doing, what information is being collected, who has access to it, and how the privacy and security of that information is being maintained.
The Equal Employment Opportunity Commission (EEOC) recently said that organizations could take employees' temperatures in light of COVID-19 concerns, and some wearables gauge this metric in addition to registering workers' proximity to one another. Measuring body temperature is typically considered a medical exam though and the American with Disabilities Act (ADA) prohibits such examinations unless they're job-related and consistent with business necessity.
In addition, we need to ensure the technology is appropriately storing and protecting the data collected.
Some states have specific laws that define medical and health data as protected information that needs to be tightly secured and protected against data breaches. If that information is hacked or inadvertently disclosed, employers are responsible for quickly notifying employees, and there's potential for litigation.
In addition, laws like the California Consumer Privacy Act (CCPA) and the General Data Protection Regulation can apply when collecting data on employee health or location. The CCPA, in particular, requires precautions, especially with consent as well as why and how any collected data will be used.
Some of the features that the webinar will review include:
Apps that track the locations of individuals could automate otherwise laborious manual contact tracing activities.
The advantages of these technologies can be substantial, quickening the path to compliance and opening the organization’s doors to business. However, organizations should proceed carefully to examine not only whether the particular solution will have the desired effect, but whether it can be implemented in a compliant manner with minimal risk.
Why you should Attend
Everyone is planning to reopen, now that the vaccine is becoming available. At the same time, we know that the vaccine will not eliminate the spread of the coronavirus and we need to continue our vigilance with the wearing of masks, social distancing and contact tracing in the workplace.
One of the options available to us is the use of mobile tracking tools and apps to track compliance with our policies and procedures and, in the worst case, the spread of the Coronavirus. As with any technology used for surveillance, their use will likely shape how workplace surveillance technology will be used in the future.
Choosing the right technology, vetting the apps and the vendors you choose, reviewing the service agreements and negotiating the privacy and security provisions to ensure that personal information is protected and used appropriately and that the appropriate cyber breach protocols are in place are among the challenges facing us.
Since everything about the Coronavirus is new, we need to develop a communications plan for employees in order to address their concerns about utilizing these tools and apps, educate them on how their data is protected and cybersecurity best practices, and obtain any required consents.
Areas Covered in the Session
A number of questions will be addressed by this webinar:
As we work to gain some semblance of “normal business operations,” many employers are mobilizing to meet the myriad of challenges for providing safe environments for their workers, customers, students, patients, and visitors.
Among these challenges are screening for Covid-19 symptoms, observing social distancing, contact tracing, and wearing masks. Fortunately, innovators are rising to meet this need, developing a range of technologies - wearables, apps, devices, kiosks, AI, etc. - all designed to support these efforts. But, for many organizations, the question is what technologies are out there and what should they be thinking about in deciding to adopt one or more of them.
This webinar will review some of the kinds of technologies being developed and which may be available and will include some specific examples for social distancing, contract tracing, health screening and others.
Unfortunately, implementing, enforcing, and documenting extensive and sometimes conflicting federal, state, and local mandates and recommendations for screening, distancing, contact tracing, and mask wearing will require an on-going effort.
Using these technologies can create the potential of privacy and legal issues that we should address before utilizing these technologies.
By collecting data about worker location, wellness or health, it's important that we understand exactly what the technology is doing, what information is being collected, who has access to it, and how the privacy and security of that information is being maintained.
The Equal Employment Opportunity Commission (EEOC) recently said that organizations could take employees' temperatures in light of COVID-19 concerns, and some wearables gauge this metric in addition to registering workers' proximity to one another. Measuring body temperature is typically considered a medical exam though and the American with Disabilities Act (ADA) prohibits such examinations unless they're job-related and consistent with business necessity.
In addition, we need to ensure the technology is appropriately storing and protecting the data collected.
Some states have specific laws that define medical and health data as protected information that needs to be tightly secured and protected against data breaches. If that information is hacked or inadvertently disclosed, employers are responsible for quickly notifying employees, and there's potential for litigation.
In addition, laws like the California Consumer Privacy Act (CCPA) and the General Data Protection Regulation can apply when collecting data on employee health or location. The CCPA, in particular, requires precautions, especially with consent as well as why and how any collected data will be used.
Some of the features that the webinar will review include:
- Wearables that alert the wearer that he or she is getting too close to a colleague may boost an organization’s efforts to adhere to distancing requirements.
- Kiosks with thermal scanning capabilities may facilitate temperature screening in a faster more efficient way while minimizing contact that might further spread of COVID19.
Apps that track the locations of individuals could automate otherwise laborious manual contact tracing activities.
The advantages of these technologies can be substantial, quickening the path to compliance and opening the organization’s doors to business. However, organizations should proceed carefully to examine not only whether the particular solution will have the desired effect, but whether it can be implemented in a compliant manner with minimal risk.
Why you should Attend
Everyone is planning to reopen, now that the vaccine is becoming available. At the same time, we know that the vaccine will not eliminate the spread of the coronavirus and we need to continue our vigilance with the wearing of masks, social distancing and contact tracing in the workplace.
One of the options available to us is the use of mobile tracking tools and apps to track compliance with our policies and procedures and, in the worst case, the spread of the Coronavirus. As with any technology used for surveillance, their use will likely shape how workplace surveillance technology will be used in the future.
Choosing the right technology, vetting the apps and the vendors you choose, reviewing the service agreements and negotiating the privacy and security provisions to ensure that personal information is protected and used appropriately and that the appropriate cyber breach protocols are in place are among the challenges facing us.
Since everything about the Coronavirus is new, we need to develop a communications plan for employees in order to address their concerns about utilizing these tools and apps, educate them on how their data is protected and cybersecurity best practices, and obtain any required consents.
Areas Covered in the Session
A number of questions will be addressed by this webinar:
- Are employers required to use HIPAA-compliant mobile tracking tools in the workplace for social distancing and contact tracing purposes?
- How can my organization implement mobile tracking tools without collecting medical information or PHI?
- How could a non-HIPAA compliant mobile tracking tool collect PHI (such as COVID-19 test results)?
- How can my organization vet mobile tracking tools?
- How can individuals protect their personal data when using mobile tracking tools for social distancing and contact tracing purposes?
- What is the best way for an employer to approach contact tracing in the workplace?
- Are state government apps that have been developed for contact tracing purposes required to be HIPAA-compliant?
- If employees work remotely, is contact tracing necessary?
Speaker
Greg Chartier is Principal of The Office of Gregory J Chartier, a Human Resources Consulting firm and is a well-known management consultant, educator and speaker and author of the recently published What Law Did You Break Today? His practice is based on the Business Partner Model of Human Resources, which places its’ emphasis on outsourcing, the use of technology to gain efficiencies and the improvement of managerial skills.Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce company mission, vision, values and culture and the content is practical for team leaders, managers, supervisors and executives. His philosophy is simple: management is a skill and you can be a better manager by developing your skills.
He has a Bachelors Degree from The Citadel, the Military College of South Carolina, an MBA from Rensselaer Polytechnic Institute and his Ph.D. in Human Resources Management from Madison University. Greg is certified by the Society for Human Resources Management (SHRM) as a Senior Professional in Human Resources (SCP) and as both a Senior Professional and a Global Professional in Human Resources (SPHR and GPHR) by HRCI, the Human Resource Certification Institute. He is a former Board Member of the Business Council of Westchester, where he was the Chair of the Human Resources Council and a member of the Executive Committee. He is a national member of SHRM and a local SHRM chapter, the Westchester Human Resources Management Association. He was also a member of the Board of the Child Care Council of Westchester.
Greg is involved in the Certification Program for Human Resources Management at Pace University, which includes the preparatory program for the Human Resources Professional Examinations and the Essentials in Human Resources Management Program and well as the Continuing Education Programs including HRCI and SHRM recertification. He is also a member of the faculty of the New York Medical College in Valhalla, NY.
Who Should Attend
- Human Resource Supervisor
- Human Resource Manager
- VP Human Resources
- Director of Human Resources
