{"id":5081,"date":"2025-10-20T19:50:17","date_gmt":"2025-10-20T19:50:17","guid":{"rendered":"https:\/\/shegerianconniff.com\/?p=5081"},"modified":"2025-10-20T19:50:17","modified_gmt":"2025-10-20T19:50:17","slug":"when-to-know-if-your-employer-is-overstepping-with-ai-surveillance-tools","status":"publish","type":"post","link":"https:\/\/shegerianconniff.com\/dev\/when-to-know-if-your-employer-is-overstepping-with-ai-surveillance-tools\/","title":{"rendered":"When to Know if Your Employer is Overstepping With AI Surveillance Tools"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">With the advent of AI comes a lot of data tracking. Artificial intelligence (AI) surveillance tools can track your keystrokes, analyze the emails you send, and track when you\u2019re at or away from your desk. It\u2019s a lot of information that companies can use to look at an employee\u2019s performance, at home or in the office.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Where does the line between your personal privacy and AI surveillance conflict? How much information is your employer allowed to gather and use to make managerial decisions? Take a closer look at the <a href=\"https:\/\/shegerianconniff.com\/dev\/\">workplace laws in California<\/a> and what they say about the use of AI surveillance.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Get to Know the Protections Provided by CCPA\/CPRA<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The CCPA\/CPRA Mandate went into effect in 2023, and the employee exemption ended. This entitles California workers to the same consumer privacy rights as others. Your workplace data is protected, and you have the right to opt-out of data collection.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If AI surveillance is used in your workplace, you must be issued a Notice of Collection. It details:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What data is being collected, including the type of data, such as keystrokes or geolocation.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Why is that data being collected?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How long the company plans to retain that data.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">You have the right to access this data, too. It\u2019s your right to request a copy of any personal information collected about you, including data that AI generates about you.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you\u2019re not told about new monitoring tools, it\u2019s wrong. It\u2019s also wrong to receive a partial report with redacted information or reports that are written to be deliberately confusing or hard to understand.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">AI Surveillance Cannot Monitor You Off-Duty or in Private Areas<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Your employer wants to make sure that all workers are in the bathroom for a reasonable time. It installs cameras in the bathrooms for that reason. That\u2019s illegal. Cameras cannot be used in private spaces, like a room where a breastfeeding mom pumps her milk or a bathroom. Cameras cannot invade privacy.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Monitoring cannot happen during off-duty hours. For instance, suppose you\u2019re a remote worker and use your home computer. Your employer logs your keystrokes. Once you log out of the company servers for the day, the surveillance software cannot still track your activity.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Security of Biometric Data and Personal Information<\/span><\/p>\n<p><span style=\"font-weight: 400;\">California laws do not allow biometric data that is sensitive personal information. If your employer uses AI to analyze your emails or phone calls to determine your engagement with others, emotional state, or mood, that\u2019s illegal unless you\u2019ve provided permission.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Understanding California\u2019s Civil Rights Department\u2019s Anti-Discrimination Regulations<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">California&#8217;s Civil Rights Department (CRD) bans any form of discrimination in relation to a business. Not only do these laws protect against discrimination in advertisements, but it also protects employees, applicants, apprentices, union workers, and other people who work for or apply for a job at a specific company.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The use of AI cannot discriminate against people due to their:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/shegerianconniff.com\/dev\/practice_areas\/age-discrimination\/\"><span style=\"font-weight: 400;\">Age (40 or older)<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ancestry (national origin)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Disability (mental or physical)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Gender identity<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Gender\/Sex<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Genetic information<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Marital status<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Medical condition<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Military or veteran status<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Pregnancy\/Childbirth<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Race (color)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Religion<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reproductive health decision-making<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Sexual orientation<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In 2025, the California Civil Rights Council added regulations that protect against employment discrimination due to automated-decision systems or AI. While employers can use AI, the system must not be biased. If AI rules out a person of a protected class, it\u2019s discriminatory behavior.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This leads to the disparate impact laws: This legal standard holds an employer liable for discriminatory outcomes, even if it was never intended. An employer may not realize the data is biased when setting up an AI system. They\u2019re still responsible, however. Before using AI, they needed to run anti-bias testing.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, the HR team at a home building company decides to save time using an AI screener. The employee adds a simple description of the company\u2019s dream worker, starting with \u201cMy ideal employee will\u2026\u201d but down the paragraph the HR person says, \u201cI want workmen who.\u201d While the employer wasn\u2019t even thinking of bias when adding that word, AI now searches for male applicants.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Another example is a system that automatically directs women to jobs like nurses, daycare providers, and restaurant waitstaff while Hispanic men are directed to cab driving. It\u2019s biased and discriminatory.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">AI Works Best With Human Oversight:<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">For AI systems to be fair, they must have human oversight. A company cannot implement AI surveillance and leave it to make all decisions. There must be human involvement, but that\u2019s not always what happens.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Many companies read the analysis and take it at its core, without taking a closer look. That often leads to discrimination and unfair workplace treatment.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Say an AI system looks at production times in a factory and sees one worker had substantially lower output than the other workers in that department. Management uses that data to terminate the employee.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Had they taken a closer look, they could have seen that the worker is <a href=\"https:\/\/shegerianconniff.com\/dev\/practice_areas\/breast-feeding-violations\/\">breastfeeding<\/a> and needs to pump milk twice a shift. That job termination is unfair and could be grounds for an employment discrimination lawsuit.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Automated-decision systems (ADS) need to have accurate data. Someone needs to make sure that the correct information is given to the AI software and that another person is verifying the data before decisions are made. It\u2019s also important that employees are allowed to see the data used and provide corrections when needed.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The CRD\u2019s regulations took effect on October 1, 2025. They:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Clarify that ADS violates California laws if it harms job applicants or employees based on protected characteristics.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ensure that ADS assessment tools that ask about disabilities are unlawful medical inquiries.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Require employees to maintain ADS data for at least four years.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">What to Do If You Suspect Your Employee Is Going Too Far<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">You suspect your employer or potential employer has taken the use of AI too far. What do you do?<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Contact the HR department and request a Notice of Collection and a copy of data AI collected about you.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Formally Request Information: Contact HR or your designated Privacy Officer and formally request the current Notice of Collection and a copy of your Personal Information and any AI-generated inferences about you. (Note the 45-day response requirement).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Document everything you experienced, including dates and times.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">File a complaint with the CPPA or CRD if you believe you\u2019ve been a victim of discrimination, or, even better, talk to an attorney specializing in employment discrimination.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">With California\u2019s pairing of CCPA\/CPRA privacy rights and the anti-discrimination rules from CRD, you are protected from management overreach. If you suspect AI surveillance is infringing on your employee rights and privacy, talk to an employment law attorney.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Shegerian Conniff specializes in unfair workplace behaviors, including inappropriate AI surveillance. <a href=\"https:\/\/shegerianconniff.com\/dev\/contact-our-employment-law-firm-shegerian-conniff\/\">Schedule<\/a> a free consultation to discuss your situation and see what next steps are appropriate.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>With the advent of AI comes a lot of data tracking. Artificial intelligence (AI) surveillance tools can track your keystrokes, analyze the emails you send, and track when you\u2019re at or away from your desk. It\u2019s a lot of information &hellip; <a href=\"https:\/\/shegerianconniff.com\/dev\/when-to-know-if-your-employer-is-overstepping-with-ai-surveillance-tools\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":5082,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[15],"tags":[],"class_list":["post-5081","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>When to Know if Your Employer is Overstepping With AI Surveillance Tools - Shegerian Conniff<\/title>\n<meta name=\"description\" content=\"Shegerian Conniff specializes in unfair workplace behaviors, including inappropriate AI surveillance. 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