职场监控技术扩展，专家建议员工了解自身权益

美国职场监控技术在疫情期间广泛普及后持续增长，雇主通过位置追踪、任务完成率监测和通讯记录等手段对员工进行监视1。范德比尔特大学、东北大学和加州伯克利大学的调查发现，常见的职场监控程序与数百家外部数据经纪公司和科技公司共享了员工个人数据，但未能充分披露这一做法1。人工智能和数据科学的应用使雇主能够建立详细的员工数据档案，其中劳动力中权力最弱的群体面临更具侵入式的数据收集1。

多个州已采取法律行动规范职场监控。纽约、康州、特拉华州和缅因州要求雇主在监控员工时进行通知，其中缅因州法律进一步禁止在员工家中或个人车辆中进行视觉监控，除非该监控属于工作职责所必需1。然而，缅因州法律中"工作职责"的定义存在模糊之处——远程医疗护士需要的摄像头被认为是工作需要，但绑定在普通办公桌工作上的生产率监控摄像头可能不符合该要求1。

电子前沿基金会国家事务主任Hayley Tsukayama指出："如果你在由工作场所发放的机器上工作，你应该预料到存在某种类型的监控"1。专家建议员工采取保护措施，包括与同事联合倡导、了解监控技术的具体类型、查阅所在州的相关法律要求以及与管理层进行沟通1。

Employer monitoring in the United States has grown significantly following widespread adoption during the pandemic, with companies now using sophisticated tools to track employee locations, task completion rates, and communications.1 Artificial intelligence and data science capabilities have enabled employers to build detailed personal profiles on their workforce, with surveillance practices falling most heavily on vulnerable workers.1

A joint investigation by researchers at Vanderbilt University, Northeastern University, and UC Berkeley found that common workplace monitoring programs share employee personal data with hundreds of external data brokers and technology companies without adequate disclosure to workers.1 Hayley Tsukayama, national affairs director at the Electronic Frontier Foundation, noted that workers using employer-issued devices should expect some form of monitoring.1 Wilneida Negrón, research and policy director at the nonprofit Coworker, observed that "workers with the least power in the labor market often become test subjects for more invasive data collection."1

Several states have begun establishing legal safeguards for employees. New York, Connecticut, Delaware, and Maine require employers to notify workers when surveillance occurs, while Maine's law additionally prohibits visual monitoring in employees' homes or personal vehicles unless such monitoring is necessary for job duties.1 The definition of job necessity, however, remains contested—Maine's framework distinguishes between cases like a telemedicine nurse requiring a camera for work functions versus productivity cameras affixed to standard office desks, which may not meet legal requirements.1 Experts recommend that employees take protective measures including collectively advocating with coworkers, learning what types of monitoring are in place, reviewing state legal requirements, and communicating directly with management.1