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Individual, Social and Legal Considerations

Monitoring of personal behaviour

  • 3 things to know
  • A2 Unit 1

Overview

Monitoring of personal behaviour, five ways an employer may monitor staff and main ethical objection to collecting data about a whole population.

What you need to know

Answer each one before you reveal it.

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Numbers

Which legislation governs the interception of communications?

Key term

What does proportionality mean when judging whether monitoring is acceptable?

Evaluation

Why is consent to commercial tracking often criticised as meaningless?

Questions from this subtopic

Each one with the model answer underneath.

  1. 1

    What is meant by the monitoring of personal behaviour?

    Model answer

    Monitoring of personal behaviour is the systematic recording of what people do, including the sites they visit, the messages they send, the places they travel and the purchases they make, so that it can be examined afterwards.

  2. 2

    Name five ways an employer may monitor staff.

    Model answer

    Employers monitor by logging internet use, scanning or recording email, recording telephone calls, using closed-circuit television and tracking company vehicles.

  3. 3

    What reasons do employers give for monitoring?

    Model answer

    Employers justify monitoring as necessary to protect the security of their systems, to meet obligations to keep records of business dealings, to protect staff and property and to establish the facts when a complaint is made.

  4. 4

    Which legislation governs the interception of communications?

    Model answer

    Intercepting a communication in transmission without lawful authority is an offence under the Investigatory Powers Act 2016, which replaced the interception provisions of the Regulation of Investigatory Powers Act 2000. Regulations made in 2018 let an employer monitor or record business communications for limited purposes. Establishing facts and preventing crime are among those purposes, and reasonable efforts must be made to tell users.

  5. 5

    Why must an employer also consider data protection law before monitoring?

    Model answer

    Monitoring produces personal data about identifiable employees, so the employer needs a lawful basis, must tell staff what is monitored and why, and must keep the recordings no longer than necessary.

  6. 6

    What does proportionality mean when judging whether monitoring is acceptable?

    Model answer

    Proportionality means the intrusion must be no greater than the problem requires. Continuous recording of everyone against a rare risk is much harder to defend than a targeted check. A targeted check follows a specific concern and intrudes on far fewer people.

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