WorkTime

There are estimates that vary from [37%](https://pmc.ncbi.nlm.nih.gov/articles/PMC7346841/) to well over [50%](https://www.worktime.com/blog/statistics/remote-work-statistics) of jobs across industries and sectors that *could* be performed remotely. Of course, there are some that cannot and/or shouldn't be performed remotely, but allowing more remote work gives people more freedom to choose where they live, and really lets the market chips fall where they may. More remote work would incentivize communities to improve and become more appealing through increased competition.

[https://www.worktime.com/blog/statistics/remote-work-productivity-statistics-trends-data](https://www.worktime.com/blog/statistics/remote-work-productivity-statistics-trends-data) [https://www.greatplacetowork.com/resources/blog/remote-work-productivity-study-finds-surprising-reality-2-year-study](https://www.greatplacetowork.com/resources/blog/remote-work-productivity-study-finds-surprising-reality-2-year-study) [https://www.chanty.com/blog/remote-work-statistics/](https://www.chanty.com/blog/remote-work-statistics/) To nie produktywność była problemem, bo w biurze też można się opierdalać.

[https://www.kcl.ac.uk/news/study-shows-working-from-home-has-potential-to-significantly-boost-productivity](https://www.kcl.ac.uk/news/study-shows-working-from-home-has-potential-to-significantly-boost-productivity) [https://www.greatplacetowork.com/resources/blog/remote-work-productivity-study-finds-surprising-reality-2-year-study](https://www.greatplacetowork.com/resources/blog/remote-work-productivity-study-finds-surprising-reality-2-year-study) [https://www.worktime.com/blog/statistics/remote-work-productivity-statistics-trends-data](https://www.worktime.com/blog/statistics/remote-work-productivity-statistics-trends-data) jeg synes mange undersøgelser, både store og små viser at det netop øger produktiviteten

Please do not out yourself by location. PII, PCI, and PHI each have considerations. Depending on local laws installing software without employee notification could be illegal. As an example, in some US states, it is illegal to monitor employee computers without notifying them. There are other considerations at the state and federal levels. New York, Delaware, Texas, California, and Connecticut each have laws restricting employee monitoring that surpass federal laws. This article goes into many of the considerations in detail: https://www.worktime.com/blog/legal-aspects/most-asked-questions-on-us-employee-monitoring-laws#C4

Yeah, this definitely falls into the grey zone. If they need folks to sign something, and people haven't signed it yet... There is clearly a reason it is going into the handbook. Imagine if this company was a third party - what if Meta, Apple, or Google was "accidentally" collecting these pictures. Now imagine they ask a random employee to delete the images they accidentally collected. Next, imagine it comes up in a federal court, and they summon the employee, and ask them what happened to the evidence of collected images? Now, imagine that employee is you. In this scenario - Are you glad you listened to your manager that told you to "just be quiet and make it disappear" Also, fyi, this Reddit post can be used towards buildinh a case against your employer. ---- Anyways, I asked AI, and I do think a case exists that this may be illegal in both Texas and federally: Prompt: can an employer monitor employees off hours at home without consent in the us Generally, employers in the U.S. cannot legally monitor employees' private, off-hour activities at home without consent, as this violates reasonable privacy expectations. While companies can track company-issued devices/networks during work hours, persistent surveillance, camera monitoring, or accessing personal devices off-hours without permission is illegal and considered a privacy violation. Brandon J. Broderick, Attorney At Law Brandon J. Broderick, Attorney At Law +4 Key Takeaways on Off-Hour Monitoring: Expectation of Privacy: Employees have a high expectation of privacy in their homes, making unauthorized monitoring (especially cameras) a potential violation of privacy laws. Off-Hours Behavior: Employers cannot monitor personal activities or personal devices during non-work hours. State-Specific Consent: Certain states, including Connecticut, New York, Delaware, and Texas, have strict notice and consent requirements. Company Equipment: Monitoring is generally limited to company-provided devices and must usually relate to business purposes, even if that device is at home. Legal Protections: Federal laws like the Electronic Communications Privacy Act (ECPA) (18 U.S.C. § 2510) and various state privacy laws restrict unauthorized interception of communications. WorkTime WorkTime +7 In short, while workplace monitoring is allowed for legitimate business reasons during work hours, "spying" on employees at home during their free time without consent is unlawful. WorkTime WorkTime