US Consumer Watchdog Cautions Businesses on Surveillance of Workers (msn.com) 22
The top U.S. consumer finance watchdog warned businesses about potential legal problems they could face from using new technology such as artificial intelligence or algorithmic scores to snoop on and evaluate their employees. From a report: The Consumer Financial Protection Bureau on Thursday said "invasive" new tools to monitor workers are governed by a law designed to ensure fairness in credit reporting, giving employees specific rights. Employees have the right to consent to the collection of personal information, to receive detailed information and to dispute inaccurate information, the CFPB said in the newly released guidance.
"Workers shouldn't be subject to unchecked surveillance or have their careers determined by opaque third-party reports without basic protections," CFPB Director Rohit Chopra said. More companies are leaning on AI and other powerful tools throughout the employment process, using software that can, for example, interview candidates and surveillance tools that can look for unsafe behavior. Americans have expressed concerns about Big Brother-style surveillance while they are on the job.
"Workers shouldn't be subject to unchecked surveillance or have their careers determined by opaque third-party reports without basic protections," CFPB Director Rohit Chopra said. More companies are leaning on AI and other powerful tools throughout the employment process, using software that can, for example, interview candidates and surveillance tools that can look for unsafe behavior. Americans have expressed concerns about Big Brother-style surveillance while they are on the job.
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Seems like people are forgetting the idea of a "contract" [...] and maybe set tiers to filter out those who "do their eight and evacuate".
I'm confused. Do you like when both parties adhere to the terms of a contract or not?
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Maybe if you want people to abide by them, you should respect and honor the other side prior to negotiations with them. Instead of making those contracts of adhesion [wikipedia.org] you're so fond of.
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You're forgetting that some contract terms are unenforceable as a matter of law. Then there are unconscionable contract terms that a judge will feel free to toss out. Those include terms that would run counter to the public good.
Management's dystopian surveillance wet dream falls under both.
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A judge has to decide that a contract clause is so oppressive, that it will never be a fair trade. That hasn't happened recently: It's more a case of, US law doesn't ban the clause you already agreed to, so sucks to be you. There, "sign it or you're fired" is the way of the ruling class.
The ruling class in turn, argues they have the right to threaten ^H^H^H persuade the working class into compliance and obedience: We see this in in their anti-union propaganda. Union-busting continues in the USA even tho
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There, "sign it or you're fired" is the way of the ruling class.
I suspect that if someone can prove this, then the contract would be ruled invalid, due to duress.
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Most won't be in a position to obtain evidence of duress, as many of these "sign it or you're fired" things are sprung on employees at a moments notice. Specifically to reduce the chances of evidence gathering and to offer little time for the employees to do any reading of the terms. Let alone have time to properly consider and negotiate them. (Which the company clearly doesn't desire when doing it this way.)
Another problem is that most of these contrac
Blacklisting by AI in Marshall Brain's Manna story (Score:2)
https://marshallbrain.com/mann... [marshallbrain.com]
"As these communication networks between all the different Manna [business management AI] systems built up, things started to get uncomfortable for every worker. For example, the Manna software in each store knew about employee performance in microscopic detail -- how often the employee was on time or early, how quickly the employee did tasks, how quickly the employee answered the phone and responded to email, how the customers rated the employee and so on. When an employee
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How about a database where unemployed people can see which employers; play golf on company time, consistently leave early, take other time off, have multiple harassment claims, contact employees outside their work shift, discredit or belittle professional employees, advertise many jobs but the employee count doesn't increase.
You don't object to employers being monitored and judged, right?
About that (Score:1)
Office Space: The Ayn Rand Cut (Score:2)
LAWRENCE: What would you do if you had [complete control of the government]?
PETER: I would [allow powerful interests to exploit the less powerful with no interference].
LAWRENCE: Well, you don't need [complete control of the government] if that's all you want. [Wild animals] do that, and they [don't govern] shit!
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Also that if you put in money, the hard labor of thousands means nothing, YOU alone did X great thing. As if you even have the strength to swing one of those big hammers used to drive railroad spikes even one time.
Of course, nothing will come of this (Score:2)
Because under Loper Bright, Congress had to have said that the CFPB could do this; and at the time the authorizing act was written, AI was just a gleam in HAL-9000's eye.
Good... and bad. (Score:2)
Employees have the right to consent to the collection of personal information, to receive detailed information, and to dispute inaccurate information
These are very good rights for employees to have.
Unfortunately, I think it is a stretch to apply consumer credit reporting laws to employee - employer relations. I don't think this will hold up in court when the inevitable challenge arises.