The advancement of biometric technology offers a streamlined and secure alternative to traditional password systems, simplifying access to secure data. Biometrics involves the measurement and statistical analysis of unique physical and behavioral characteristics, primarily used for identification and access control. This technology enhances security for computers, phones, and restricted areas, replacing or augmenting traditional passwords with traits like fingerprints, facial structure, or voice patterns.
However, integrating biometric technology in the workplace, while beneficial, brings forth significant legal and ethical challenges. As HR professionals, it is crucial to navigate these complexities carefully to ensure compliance and avoid potential legal issues.
Three Essential Steps HR Professionals Should Take When Implementing Biometric Technology
Transparency and Consent: Always be transparent with employees about the use of biometrics. Obtain explicit consent for collecting and using biometric identifiers. For example, in June 2021, TopGolf faced allegations for not securing written consent from its workers before requiring fingerprint scans for timekeeping. Despite denying the claims, TopGolf settled for $2.6 million with 2,600 plaintiffs, underscoring the importance of obtaining consent.
Clear Policies for Data Management: Develop and implement robust policies for the preservation and disposal of biometric information. Failure to secure this data can be costly. In 2015, the U.S. Office of Personnel Management experienced a breach compromising the fingerprints of 5.6 million government employees, highlighting the severe risks associated with inadequate data protection.
Respect Religious Beliefs: Be prepared for employees who may feel that biometric data collection violates their religious beliefs. In the 2015 case of U.S. Equal Employment Opportunity Commission v. Consol Energy Inc., an evangelical Christian employee objected to using a biometric hand scanner, citing religious grounds. Ensuring accommodation for such beliefs is crucial to avoid legal repercussions.
In conclusion, while biometric technology can enhance workplace security and efficiency, HR professionals must approach its implementation with caution. By prioritizing transparency, consent, clear data management policies, and respect for individual beliefs, organizations can successfully use the benefits of biometrics while supporting compliance and protecting employee rights. If you’re thinking of implementing biometric technology, do so confidently with the support of our HR Advice Line.
