![]() In an amicus brief in a case before a federal court of appeals, a group of privacy advocates, including the ACLU and the EFF, wrote that “the immutability of biometric information” puts people “at risk of irreparable harm in the form of identity theft and/or tracking.” In addition to these health concerns, critics argue that biometric devices pose massive personal security issues, exposing workers to potential identity theft and subjecting them to possible surveillance from corporations and law enforcement. And you should wash your hands for 20 seconds or use alcohol-based hand sanitizer immediately after using one. The Centers for Disease Control says that coronavirus can remain on surfaces for hours, so screens and scanners should be regularly disinfected with cleaning spray or wipes. With the global o utbreak of COVID-19, your personal health could be at risk when using frequently touched screens and fingerprint scanners. Professional advice on specific issues should be sought from a lawyer, HR consultant or other professional.Because it turns out moving fast and breaking things broke some super important things. This information is provided with the understanding that Payroll Partners is not rendering legal, human resources, or other professional advice or service. If you decide to implement a biometric timekeeping system, make sure you’re on legally sound ground. For example, the penalty in Illinois ranges from $1,000 to $5,000 per violation plus attorney fees. The state may impose penalties on employers that violate biometric data laws. Moreover, they can use a biometric time clock that does not scan the surface of the hand or fingers. Employers can, however, use a fingerprint biometric time clock on a voluntary basis. Employers in New York cannot require employees to use their fingerprint to clock in and out, nor can they take adverse action against employees who refuse to do so. New York’s biometric provision focuses primarily on fingerprinting. As noted by the law firm Littler, Washington’s “law does not apply to an employer’s use of a biometric time clock as part of a timekeeping system.” While employers in Washington are free to use biometric time clocks, they cannot sell or profit from the biometric data or include hand or face geometry scans as biometric identifiers. Whereas the statutes for Illinois and Texas are broadly applicable to employers, Washington’s protections are limited to data stored for commercial (rather than employment) purposes.
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