What type of monitoring is typically prohibited for employers under employee privacy rights?

The proper interpretation of prohibited monitoring under employee privacy rights highlights that lie-detector tests, also known as polygraph tests, are typically restricted in the workplace. This prohibition stems from federal legislation, specifically the Employee Polygraph Protection Act (EPPA), which forbids most private employers from using lie-detector tests for pre-employment screening or during the course of employment. The law aims to protect employees from potential invasions of privacy and discrimination, ensuring that their rights are safeguarded.

By contrast, other forms of monitoring, such as video surveillance, performance evaluations, and software usage tracking, can often be permissible as long as employers provide appropriate notice to employees and comply with state laws regarding employee monitoring. It is important for employers to remain transparent about their monitoring practices while navigating the balance between operational needs and employee rights.