Employee monitoring policy
This page has two parts. Part 1 states exactly what OBMr records. Part 2 is a template notice your organization can adapt for its staff. In Ontario, employers with 25 or more employees must have a written electronic monitoring policy under the Employment Standards Act, 2000; other provinces and states have their own rules. Your organization is responsible for its own policy and should have it reviewed.
Part 1: what OBMr records
| What | Recorded by | How |
|---|---|---|
| Performance records: the behaviours your organization tracks, observations, diagnostics, interventions, feedback | People: your supervisor or other authorized staff, who enter them | Typed into the app. OBMr does not watch or measure anyone automatically |
| Workplace profile and personnel record | Your organization's HR, and you | Typed into the app |
| Sign-in activity: times, success or failure, browser type | The app, automatically | Needed for security |
| Changes to records: who changed what, and when | The app, automatically | So mistakes can be found and corrected |
| Views of personnel records | The app, automatically | So people can see who looked at the restricted part of their file |
OBMr does not record keystrokes, screens, webcams, microphones, location, device activity outside the app, email or chat content, or emotions. It does not score people automatically or rank them, and it makes no decisions about anyone.
Part 2: template notice for staff
[Organization name] electronic monitoring and performance records policy
Date prepared: [date]. Date of any change: [date].
- What we use. We use OBMr to set clear work expectations, record observations of work performance, give feedback and plan support.
- What is recorded. [List the behaviours and records you track.] Records are entered by [supervisors / clinical leads / HR]. OBMr also records sign-in activity and changes to records for security.
- What is not recorded. We do not use OBMr to monitor keystrokes, screens, cameras, microphones, location or private communications.
- Why. [Describe the purposes, for example supervision, professional development, service quality, credential requirements.]
- Who can see it. You can see your own records. Your supervisors and [roles] can see records about the people they supervise. HR and administrators can see personnel records.
- How it is used. Records inform conversations and support. Decisions about employment are made by people, who consider the full context, and never by the software alone. [Describe whether and how records are considered in performance reviews.]
- Your rights. You may see your records, add your own response, and ask for a correction by contacting [name or role]. You may raise a concern about a decision with [name or role] for review by someone not involved.
- How long records are kept. [Your retention period.]
- Questions. Contact [name, email].