This strikes me as an attempt to renege on employment agreements to allow WFH. I'd bet it's either to do soft layoffs, or get people back in the office to justify real estate.
She's got annual positive reviews 8 years running, and has been with the company for over a decade.
The question that really cuts to the chase is: Why does it require a photograph of the employee's face every 3 minutes in order to determine if they're completing their work? Why does that make any sense at all? What exactly is the employee doing that there are no metrics at all. There's nobody monitoring work loads or task completion? Nobody is checking for accuracy? There are no clients or customers or community members complaining about poor service? How were they able to determine positive reviews for almost a decade before? Why is your management so incompetent, and why is the price of that incompetence your employee's privacy?
In an odd sort of irony, I know that at least one WITCH in fact gives feedback to the employees about their monitoring directly, versus other 'solutions' where only the manager and/or HR gets access to the system's reporting.
I’ve never been an executive but I’ve worked as an Engineering Manager and a Senior EM of various levels at big shot software engineering companies and all the same rules always applied to me as literally every other employee I managed, directly or indirectly.
I know it's a joke, but you're not correct. While chatbots are very good at finding interesting data points they're not good at understanding what makes for interesting data points.
Good executives function in the background of the day to day work for most people. Good executives stand out when they set clear directions and can identify what information they need, at the top, to change direction or modify scope or whatever. They don't impact the actual work happening every single day so they just blend in. They impact the work at the entire organization, which will change the day to day, but usually for the better.
The problem is there are very, very, very few good executives. Most that I've interacted with are either narcissistic, lazy, incompetent, or a combination thereof.
In the decades and decades of my professional career, I've worked with one truly good executive leader. He was phenomenal, and guided the organization I was with through some very tough times (layoffs, then covid, then a restructure).
> The problem is there are very, very, very few good executives. Most that I've interacted with are either narcissistic, lazy, incompetent, or a combination thereof.
His point is that narcissistic, lazy, incompetent people are easy to replace with AI. In other words, most executives and grant writers. Why are you framing it like you disagree? He is correct.
Also a point about style for "someone who excels at technical writing": an LLM could help you come up with stronger, more evocative wording than very, very, and very. I try to use words like "very" zero times in a row, because there's always a better word that actually adds something more insightful to the description than a generic "very" or three. Using "very" three times in a row is like eating a whole box of unflavored starch packing peanuts.
I guess maybe I disagree in terms of the good executives and wish for a world where that was the norm, and those character traits were sought after by companies instead of narcissism, etc.
For your second paragraph: I'm not looking for a job on here and I'm not writing technically. I'm posting on an Internet forum and using repetition to emphasize a point. Sort of like changing the voice I use for the forum or audience. That sort of thing is very, very common.
You could try technically rewriting your profile to sound less pretentious, and remove the work solicitation if you're not actually looking for a job, or simply write better posts that live up to the self-aggrandizing promises you make in your profile. And when you violently agree with somebody, don't tell them they're incorrect.
Many traditional managers manage with their gut. They distrust metrics because they don't understand the work being done and because they suspect every worker is doing as little as possible. When workers are onsite, these managers gauge how to rank them largely based on their affect toward the manager. When workers are offsite, managers of this type are frustrated and suspicious and adopt naive monitoring measures as a grasp at control.
Yup, the most egregious one is the Morgan and Morgan injury lawyer leeches. Their CEO publicly said "We're going to put a camera up your ass". Yes he actually said this:
unfortunately keyboard and mouse tracking, screen tracking, "what apps are open" etc. are very common for remote work so I can totally see this being looked at in a similar way
It's to confirm the remote employee is behind the computer. It's not always necessary that they be doing work if there's no work at that particular moment for them to do, but in that case they're still being paid for their time and for some reason these companies don't want their employees doing something else, like going to a baseball game. It's basically no different from an onsite working being at their desk even if they have nothing to do.
It's also the logical corporate response to Younger Millenial remote workers bragging about "working" from paradise instead of actually working. As to why management wants it...this is literally something that management has wanted dating back to the rise of civilization. They have power and want to exercise it even if it's not necessary or efficient.
The logical labor response should be to not work for companies that require remote employees to submit to constant visual supervision.
It feels like the Covid lockdown WFH times where managers mandated everyone has their webcams on. Having been in some of these management conversations, it was purely to ensure no one is just chilling on their bed.
Pretty dumb, as at that time not everyone was had a home office set up, and one can work from their bed perfectly fine, especially when someone wants to put their feet up for a bit during a team meeting.
During COVID times I witnessed the most absurd pissing match - our CTO (and founder) was taking calls from his boat at anchor (camera on, palm trees in the back drop) while was working from a coffee shop(!)
The CEO tried publicly dressing down the CTO on a large call because his workspace must be “too distracting to work from.”
Once I had an issue where I had to request access to a 3rd party vendor URL from my work machine. IT was telling me that I already had access, and that I had accessed the URL several times. Weird, because I was getting a dns resolve error. To prove that he wasn't making it up, the IT guy shared his screen with me.
Ever since I saw his screen and the level of details in my activity log on the work machine, I don't even access example.com on their device anymore.
I'm sure this workers already has invasive tracking software on her work machines. Now the company was just trying to fire her without it counting as a layoff.
If you're working remotely, the solution is to have a personal laptop next to your work laptop, and use the personal laptop for AI, email, apps etc., even if it is for work (unless you are using a service that costs money). Your employer should be fine with this arrangement because all they care about is that their data is not exfiltrated.
If they allow you to access email, work apps, etc off corporate network then they don’t care and you’re not exfiltrating anything against their wishes. To suggest otherwise is just goofy. They weren’t suggesting you move data via a usb drive or something. Even that your employer would disable if they cared.
Depends on what counts “employer data”. If you type a question into ChatGPT is that “employer data” even if it is a work related coding question? Probably not.
If an employer is using Zscaler and employees can still “pass employer data” anyway then Zscaler isn’t achieving anything. Get rid of it so employees won’t try to work around such intrusive monitoring.
That is almost textbook data exfiltration, with company data on a personally-owned device. This is almost certainly forbidden by policy, and if it isn’t, it should be.
Do work stuff on work hardware, do non-work stuff on non-work hardware.
If you are asking ChatGPT a coding question does it matter if it is done on a work machine or a personal machine?
A company that monitors every keystroke using Zscaler can be presumed to have restrictions on stuff that they care about, such as apps that should only be accessed from the corporate network.
And that's precisely the benefit of using the personal machine! Nobody wants every keystroke they make to be monitored. If you do that then it is going to backfire because people will find work arounds. Find another way.
Or you can do a Show HN once you get fired for not understanding what most people are willing to put up with, thereby risking your employer's data that way!
You may be surprised to discover that many WFH/remote jobs are BYOD!
I held a WFH and BYOD job in various roles for over 4 years. It began less than a month into the pandemic lockdowns. It would not have been WFH if not for COVID-19. In that regard, I was highly blessed.
The recruiting process was notably vague. I was asked if I had a computer that I could run software on. It turned out that they really wanted us to be running Windows (Apple Silicon was incompatible) but I was running Ubuntu and nobody really batted an eye, because I ensured it was interoperable.
We were never required to install MDM or any corporate software. They never spied on us or collected any data from our BYOD. Any metrics were collected server-side at their web apps. I felt highly trusted. But there was indeed no "work laptop" and we could either BYOD, or forget having a job at all.
This was also during a period of rapid, widespread MFA adoption. Our managers were keeping us in the loop whenever MFA was implemented for corporate systems. Late in the game, our 3rd-party payroll implemented MFA very poorly. I informed the management that they were on thin ice, because they had irrevocably encroached onto a device which was reserved for personal use only. I told them, it is unacceptable to require a smartphone for a role that neither provides a smartphone, nor notified us in advance that it's required for keeping our jobs.
I kept scrupulous separation of work-related data and activities. I had separate accounts on each device. For work, I logged out of my personal account and logged into a work-only account. Unix permissions handled the rest. Sometimes, it was darned inconvenient.
I came to understand that if my employer were ever sued or involved in criminal prosecution, my devices could've been subject to subpoena and confiscation. This was the really crazy part. I had often used personal devices, and accounts, and my phone, for volunteering at church. We had no choice there, either. But you can easily imagine church, or a publicly-traded company, to become embroiled in some legal action. And if my devices were deemed evidence, I'd forfeit them, possibly for good! Thankfully, this has not come to pass.
There is probably no guarantee, even if you're 100% using employer-dedicated hardware at home, that your personal devices wouldn't be swept up in a subpoena or search-and-seizure. But you should always consider long and hard, with any BYOD situation, that mingling your personal stuff with your employer's stuff is playing with fire. Don't get burned.
When COVID-19 hit, the only prep my employer had was that everyone had laptops and we had basic VPN infrastructure. The first week or two were chaotic. Everyone had to provide their own high-speed Internet. Eventually they let us come in small groups to the office to bring home monitors, keyboards, and mice.
Our company was never BYOD, but they were pretty loose about personal hardware. They didn't provide or require phones, but to get office mail, documents, etc. you had to have management software on your phone or tablet. You couldn't connect your own computer to the VPN.
We came back to work in mid-2021. In early 2022 we had a ransomware breach on a Sunday evening. If you happened to have your laptop with you (I did), you could eventually do some WFH stuff, after certain servers were certified clean (they never told us, but indications were someone succumbed to a phishing attack). Otherwise you were SOL until they either certified your machine had been turned off or was otherwise certified clean, or you got a brand new laptop.
Once we were back in the office (again), things were stricter...no USB drives allowed, for instance, and software installs were more tightly controlled. But the phone/tablet policy was the same -- even if you were on call, you had to provide your own phone. MFA could be on your phone or software on your laptop, and again you weren't required to have company software on your phone.
Fortunately all my employment contracts thus far have been "the company shall provide all necessary equipment for work" and prohibition of using personal devices, which I have cited a few times when asked to do otherwise. Few people seem to understand the legal implications or downplay them, but IMHO it's best to keep a strict "firewall" between company and personal.
As I just got done writing, in many BYOD jobs, you can either use your personal device for work, or you can file for unemployment.
> The timing seems a little off
I shouldn't have to explain myself to people who get suspicious that I'm lying, but here's how it went down: our students were 100% required to have an x86 notebook that ran Windows, and we were explicit about that in the enrollment and onboarding phases.
Some of the staff used MacOS and this was not an obstacle, until Apple Silicon became available, at which point we discovered that our virtualization software was incompatible, and that couldn't be changed. We had been at the forefront of testing and vetting this platform on its release. Therefore, the department instituted a ban on the Apple Silicon devices.
My use of Ubuntu and Fedora, however, flew under the radar for all four years, because none of the software was incompatible. There were instances of staff, and also students, who purchased Apples specifically, and they were real disappointed, to say the least.
Ultimately, the staff in my role and department were relieved of the requirement to install any software locally, at which point anyone running Apple Silicon could've also flown under the radar. But our students were prohibited, due to the unresolved technical barriers.
Never, ever, ever ever use your personal laptop for work. Never use your personal mobile for work unless you have MDM software.
No employer with a functional legal department would ever be okay with an employee using their personal devices for work (unless they have MDM software on the devices partition the work data).
Using your personal device(s) work for make them fair game for discovery in lawsuits, even after you have left the company. It is also generally a violation of state and federal laws and/or procurement contracts in multiple fields if you work in finance, health, or anything defense-related.
If an employer ever mandates that you use your own device for mandatory work-related functions, find a new job. It's the number one red flag that the company is a shit-show and indicates that there are a lot of other rules/regulations/etc that the company doesn't care about either.
At my job, it was encouraged to to enroll your personal phone with the company's configs to make it easier to do work things. After a few months I took it off, it creeped me out and wasn't necessary to do my job.
Good advice. But most work computers I’ve used were handed to me fresh from the Apple Store and they requested I wipe them before returning at the end of my employment. Not everyone works in places with an IT department, device management systems, etc.
While parent may have indeed been provided an ordinary stock Apple device, Apple's "Automated Device Enrollment" program can be used to administer/manage devices even when shipped directly from Apple to employees. I got a laptop replaced at a former company, shipped directly from Apple to me. I expected to have to reach out to IT to get it bootstrapped with their management tools, but the OS install process did this automatically.
I’m a programmer and tend to be relatively distant from the compliance and IT side of things.
That said, can someone who is in that side of things explain why having an archive of surveillance from employee’s home wouldn’t be a liability nightmare. The way a good company treats PII makes me think that anyone with brains would say “I don’t even want access to that data, and it probably should not be saved”. The chances of a leak or a camera capturing something that should not be on my server is high enough, and completely unnecessary to running the business, that I would not want anything to do with it. It takes one naked toddler and a CSAM filter to absolutely destroy a company. Let’s not even touch the idea of employees maliciously accessing webcams, and/or out of hours webcam access. Yikes. I’d rather have a person doing nothing sometimes than have any of that shit on my servers.
That is an insanely bad look for that employer. This kind of invasive employee monitoring is treating people like property rather than as human beings. The problem is that the power dynamic between employers and employees in many countries is such that they can make the most outrageous demands and people will have to comply because there is always another person ready to step into their shoes.
For that employer, it's going to be normal, and employees won't be looking. In the USA, managment dictates all terms of employment, take it or leave it.
Omg, covid years brought such unimaginable seethe from management class that as a result I never bought into the conspiracy theories on it. The weird amount of anger on not being able to among other bright ideas 'manage by walking' drove some to the edge of madness. They are still angry and were all too happy when Musk declared that the wfh vacation is over.
And from that point, many companies sink like a rock as they can not retain the people able to work unsupervised and only keep the meek that need instructions for even going to the bathroom.
If the people fired had years of experience in the job and the new people hired don't, the company lose talent. Is bleeding money in an endless loop of training people just to let them go soon after that, has trained somebody to nurture their competitors, and some of this people could even make new companies out of spite and compete with their former boss.
I think times have changed. I spent almost 27 years in a sort of "silo," and, when I came out into the modern tech world, I realized that the world had changed, very much, for the worse.
I guess the saddest thing, is that everyone just accepts this.
Fortunately, I had the means to retire, and I did.
I think it's about to happen again, but a lot faster, this time.
It's the normalization of deviance thing all over again. The only reason I notice the deviation is extreme is because I haven't seen all the little steps in between.
There's been a lawsuit about this in Europe, couple years back. Employee won, breach of privacy according to Article 8 the European Convention of Human Rights. See https://www.bbc.com/news/technology-63203945
I had this funny thought the other day when I was in a Teams meeting and someone wanted to record it. Sure, we all had to consent, accept agreements, and then gain the ability to turn our cameras and mics on, but it was a standard status meeting, nothing special. So, I thought to myself, what if we were doing this in-person? Would we have someone break out a camera and record our meeting? Something seems off with the WFH approach.
I don't know the specifics of what her work involves, but why do companies still think what matters is how long their employees are sitting in front of a screen? I can't think of any jobs where that's directly correlated with productivity.[1] They could easily measure other metrics.
[1] Perhaps with the exception of adult webcam models, but that's an extreme edge-case where the lack of privacy is the job.
Companies usually pay you for your time and have an expectation that your butt is in a seat for a certain number of hours. Completing your work early generally does not mean that you can fuck off for the rest of the day or week.
No. Your employment is most likely at-will, and if you are a salaried employee it's because you're evaluated on your output and not the time you spend in your seat.
This is a constructive dismissal. If she was hourly, sure, being on camera makes sense. But if you are salaried and some clown in HR decides that they want to make sure you're working 40 hours but WON'T pay you any overtime or judge you on your output, they're trying to have their cake and eat it too.
The outrage is justified. If it mattered for her job then no AI monitoring would be needed.
Your company can't just suddenly drastically change them on you without it being a constructive dismissal. This is not a new concept. Companies have been trying to dodge unemployment claims by making people's jobs so bad that they quit since forever. It's very easy to prove and will be seen as a firing by the courts.
Obviously there is no minimum number of hours you must work when salaried, but it’s obviously the expectation. You likely know this which is why you are against them tracking how much time you actually spend working. If they knew the work only took you 10 hours, would they still want to pay such an inflated salary?
Maybe they wouldn't! But OTOH the profit margin on an iPhone is still like 50% and people buy them all the time. Salaries keep going up.
I negotiated my salary with competing offers. If my company decides, after negotiating from a position of strength with their eyes open, that my salary is too high... that's a "them" problem. Doubly so if I had been employed for eight years and they've never complained.
The courts will treat it like a firing done for no reason at all (i.e. at-will employment). I personally shudder to think of staffing a company with the kinds of people who would put up with this nonsense, but the beauty of capitalism is that companies face financial consequences for driving off good employees.
That's a problem with how companies see employment, rather than a description of how it should work. This leads to employees basically pretending to work, like in school how a teacher would assign us useless task sheets and call it "busy work".
I wonder how many employer-provided laptops are secretly recording video or audio for WFH staff. You can tape over a webcam, but what do you do about a microphone you don't trust?
The problem with microphones is that unlike cameras they are absolutely impossible to detect. And then there are all these devices that look and act like another thing but they're also microphones. Microphony is so pervasive that it is harder to make something that does not record soundwaves than it is to make something that does.
Probably not many. I would not want to be recording the off-the-cuff conversations of my employees should those recordings be part of discovery in a lawsuit.
"and if your employees try to obfuscate and turn on disrupting noise in the background, our proprietary AI helps filter that so you always know how productive your employees are being"
It’s why I used to wipe out the whole OS and install linux plus the bootloader too, and justify it with my own set of toolset and custom settings for my work.
This is gross. It says a lot about a company that they feel like they have to spy on people. Also, I’d be ashamed to work for a company that creates spyware like this in the e first place.
Yeah. and when I worked at capital one last year, the auto navigator division - my manager after not liking me tried to also fire me with a PIP and it started by asking me to come into the office in a specific work window.
after that, it changed to talking and speaking in a particular way in MRs and PRs (and "not" pushing back so much in them and being more agreeable). of course later the manager turned everything into "appease me" because whenever I would do my work and check off the boxes on the PIP he would say he couldn't see it because he didn't receive notice of it in the way he liked. Of course sharing in the pip review meetings weekly did not meet his needs to confirm "I did the things".
Employers will do anything to discriminate against you, legally or illegally, if it meets their leadership agendas. I especially have felt indian-pakistani hate and abuse during this process and was just so exhausted I never bothered to lawyer up.
Sounds about right for Capital One. Their low level managers (my title was Master Software Engineer, so "manager" but I was an IC) are called Senior Managers are mostly terrible people. But it's a rotten culture all the way to the top.
Our SVP of Enterprise/Software was a serial sexual harrasment case. File in HR was as thick as a Websters. Women would constantly ask trusted male coworkers to sit next to him so that they would not be forced to sit next to him.
Another VP was a large build southern lady who forced an Indian colleague to harassment and sensitivity training after she said "yuck, McDonalds" and the white coworker was hurt. While the original complaint from her was that she was getting harassed for being Indian.
Both were subsequently fired after it became public (blog post) and the news picked up on it. The rumor is that the CEO and his chief of staff knew about these issues and didn't do anything about it until they got external pressure. Card is extremely toxic. Bank I guess less so, but still pretty bad.
We had senior managers once file a PIP/firing procedures because he saw no Github commit activity (those little green squares) FROM A PERSON ON GOVERNMENT PROTECTED SICK LEAVE.
Having some low or middle manager PIPing and fire people based on BS personalities and whims type stuff is rarely the "leadership agenda" though. The company sees trained employees like any other asset. They don't want your manager being hard on equipment for no good reason.
That said, it drives me up the wall that it seems like all the bad managers are exactly like the one you're experienced.
There’s a possibility that enough people ruin this for all the people doing it honestly. If it’s the case, there’s probably no fault of the employee.
It can be hard to remember, but companies are usually giving money in exchange for a time that they measure by outcomes and results and feeling that, they might wonder what’s going on.
What I am going to write next is written with absolutely zero attempt to overstate anything. Not one person knows what is going on; very few consider wondering; most barely know how to put pants on the right way. Again, zero exaggeration based on real life experience in corporate america.
Just few hours ago I commented about how some companies pretend to have remote work while they technically are not, and personally, I remember a couple years ago one company was demanding (in the contract) to have a continuous non interrupted camera access for at least six hours a day, and that was before AI tools so I imagine this company is far worse and I feel sorry for whoever is working there now, I obviously rejected it and they got even more offended how dare I reject it! Crazy stuff
No this is more like having someone standing over your cubicle, and every other person's cubicle, taking notes of every time you go to the bathroom or get a drink of water or stretch.
The steel man argument is that WFO means a manager can screen glance as they are walking the floor. That can catch the worst slacking or possible contract violations like outsourcing the work.
If slacking risks randomly getting caught and fired or takes too much work to hide, then folks are more likely to just do the work or quit.
Seeing the screen, or even an activity log, is far less invasive than nearly constant monitoring of the worker's face. That steelman is built for a different debate.
I agree! I'm going to spend a buttload of personal time to write software that generates fake images of me and fake KB/M data and fake system traffic just so I keep my job at $BAD_EMPLOYER, which I love like a family.
I know finding work can be hellish now at days, but seem like it would still be easier to get another job.
She's got annual positive reviews 8 years running, and has been with the company for over a decade.
The question that really cuts to the chase is: Why does it require a photograph of the employee's face every 3 minutes in order to determine if they're completing their work? Why does that make any sense at all? What exactly is the employee doing that there are no metrics at all. There's nobody monitoring work loads or task completion? Nobody is checking for accuracy? There are no clients or customers or community members complaining about poor service? How were they able to determine positive reviews for almost a decade before? Why is your management so incompetent, and why is the price of that incompetence your employee's privacy?
Anything that needs managers to actually go and check.
It's not that they trust the employee to work with zero supervision, it's just that most managers and execs don't want to do any kind of work.
The webcam checks are pure projection.
In an odd sort of irony, I know that at least one WITCH in fact gives feedback to the employees about their monitoring directly, versus other 'solutions' where only the manager and/or HR gets access to the system's reporting.
Even like Facebook: the AI training stuff was applied to software engineers and staff but definitely not executives.
Good executives function in the background of the day to day work for most people. Good executives stand out when they set clear directions and can identify what information they need, at the top, to change direction or modify scope or whatever. They don't impact the actual work happening every single day so they just blend in. They impact the work at the entire organization, which will change the day to day, but usually for the better.
The problem is there are very, very, very few good executives. Most that I've interacted with are either narcissistic, lazy, incompetent, or a combination thereof.
In the decades and decades of my professional career, I've worked with one truly good executive leader. He was phenomenal, and guided the organization I was with through some very tough times (layoffs, then covid, then a restructure).
That's one of several hundred.
His point is that narcissistic, lazy, incompetent people are easy to replace with AI. In other words, most executives and grant writers. Why are you framing it like you disagree? He is correct.
Also a point about style for "someone who excels at technical writing": an LLM could help you come up with stronger, more evocative wording than very, very, and very. I try to use words like "very" zero times in a row, because there's always a better word that actually adds something more insightful to the description than a generic "very" or three. Using "very" three times in a row is like eating a whole box of unflavored starch packing peanuts.
For your second paragraph: I'm not looking for a job on here and I'm not writing technically. I'm posting on an Internet forum and using repetition to emphasize a point. Sort of like changing the voice I use for the forum or audience. That sort of thing is very, very common.
https://www.youtube.com/shorts/1IswwPHArJA
It's also the logical corporate response to Younger Millenial remote workers bragging about "working" from paradise instead of actually working. As to why management wants it...this is literally something that management has wanted dating back to the rise of civilization. They have power and want to exercise it even if it's not necessary or efficient.
The logical labor response should be to not work for companies that require remote employees to submit to constant visual supervision.
Pretty dumb, as at that time not everyone was had a home office set up, and one can work from their bed perfectly fine, especially when someone wants to put their feet up for a bit during a team meeting.
The CEO tried publicly dressing down the CTO on a large call because his workspace must be “too distracting to work from.”
I do that because I believe in the mission and work is assessed by outcome.
The flip side too — I learned well before COVID that the Kanban principle of “make work visible” applies to WFH
Ever since I saw his screen and the level of details in my activity log on the work machine, I don't even access example.com on their device anymore.
I'm sure this workers already has invasive tracking software on her work machines. Now the company was just trying to fire her without it counting as a layoff.
Is that using Zscaler? What level of detail did it have?
> Your employer should be fine with this
> all they care about is that their data is not exfiltrated.
Your suggestion for dealing with an employer that only cares if data is exfiltrated, is to... exfiltrate their data?
If an employer is using Zscaler and employees can still “pass employer data” anyway then Zscaler isn’t achieving anything. Get rid of it so employees won’t try to work around such intrusive monitoring.
Do work stuff on work hardware, do non-work stuff on non-work hardware.
A company that monitors every keystroke using Zscaler can be presumed to have restrictions on stuff that they care about, such as apps that should only be accessed from the corporate network.
And that's precisely the benefit of using the personal machine! Nobody wants every keystroke they make to be monitored. If you do that then it is going to backfire because people will find work arounds. Find another way.
I held a WFH and BYOD job in various roles for over 4 years. It began less than a month into the pandemic lockdowns. It would not have been WFH if not for COVID-19. In that regard, I was highly blessed.
The recruiting process was notably vague. I was asked if I had a computer that I could run software on. It turned out that they really wanted us to be running Windows (Apple Silicon was incompatible) but I was running Ubuntu and nobody really batted an eye, because I ensured it was interoperable.
We were never required to install MDM or any corporate software. They never spied on us or collected any data from our BYOD. Any metrics were collected server-side at their web apps. I felt highly trusted. But there was indeed no "work laptop" and we could either BYOD, or forget having a job at all.
This was also during a period of rapid, widespread MFA adoption. Our managers were keeping us in the loop whenever MFA was implemented for corporate systems. Late in the game, our 3rd-party payroll implemented MFA very poorly. I informed the management that they were on thin ice, because they had irrevocably encroached onto a device which was reserved for personal use only. I told them, it is unacceptable to require a smartphone for a role that neither provides a smartphone, nor notified us in advance that it's required for keeping our jobs.
I kept scrupulous separation of work-related data and activities. I had separate accounts on each device. For work, I logged out of my personal account and logged into a work-only account. Unix permissions handled the rest. Sometimes, it was darned inconvenient.
I came to understand that if my employer were ever sued or involved in criminal prosecution, my devices could've been subject to subpoena and confiscation. This was the really crazy part. I had often used personal devices, and accounts, and my phone, for volunteering at church. We had no choice there, either. But you can easily imagine church, or a publicly-traded company, to become embroiled in some legal action. And if my devices were deemed evidence, I'd forfeit them, possibly for good! Thankfully, this has not come to pass.
There is probably no guarantee, even if you're 100% using employer-dedicated hardware at home, that your personal devices wouldn't be swept up in a subpoena or search-and-seizure. But you should always consider long and hard, with any BYOD situation, that mingling your personal stuff with your employer's stuff is playing with fire. Don't get burned.
Our company was never BYOD, but they were pretty loose about personal hardware. They didn't provide or require phones, but to get office mail, documents, etc. you had to have management software on your phone or tablet. You couldn't connect your own computer to the VPN.
We came back to work in mid-2021. In early 2022 we had a ransomware breach on a Sunday evening. If you happened to have your laptop with you (I did), you could eventually do some WFH stuff, after certain servers were certified clean (they never told us, but indications were someone succumbed to a phishing attack). Otherwise you were SOL until they either certified your machine had been turned off or was otherwise certified clean, or you got a brand new laptop.
Once we were back in the office (again), things were stricter...no USB drives allowed, for instance, and software installs were more tightly controlled. But the phone/tablet policy was the same -- even if you were on call, you had to provide your own phone. MFA could be on your phone or software on your laptop, and again you weren't required to have company software on your phone.
Overall the point stands: the separation of personal vs work devices must be absolute.
As I just got done writing, in many BYOD jobs, you can either use your personal device for work, or you can file for unemployment.
> The timing seems a little off
I shouldn't have to explain myself to people who get suspicious that I'm lying, but here's how it went down: our students were 100% required to have an x86 notebook that ran Windows, and we were explicit about that in the enrollment and onboarding phases.
Some of the staff used MacOS and this was not an obstacle, until Apple Silicon became available, at which point we discovered that our virtualization software was incompatible, and that couldn't be changed. We had been at the forefront of testing and vetting this platform on its release. Therefore, the department instituted a ban on the Apple Silicon devices.
My use of Ubuntu and Fedora, however, flew under the radar for all four years, because none of the software was incompatible. There were instances of staff, and also students, who purchased Apples specifically, and they were real disappointed, to say the least.
Ultimately, the staff in my role and department were relieved of the requirement to install any software locally, at which point anyone running Apple Silicon could've also flown under the radar. But our students were prohibited, due to the unresolved technical barriers.
No employer with a functional legal department would ever be okay with an employee using their personal devices for work (unless they have MDM software on the devices partition the work data).
Using your personal device(s) work for make them fair game for discovery in lawsuits, even after you have left the company. It is also generally a violation of state and federal laws and/or procurement contracts in multiple fields if you work in finance, health, or anything defense-related.
If an employer ever mandates that you use your own device for mandatory work-related functions, find a new job. It's the number one red flag that the company is a shit-show and indicates that there are a lot of other rules/regulations/etc that the company doesn't care about either.
If you don't know the difference you're absolutely in the population of people who should not be using their personal laptop for work.
My philosophy: if the hardware doesn't belong to me I'm not doing anything personal on it, no exceptions.
That said, can someone who is in that side of things explain why having an archive of surveillance from employee’s home wouldn’t be a liability nightmare. The way a good company treats PII makes me think that anyone with brains would say “I don’t even want access to that data, and it probably should not be saved”. The chances of a leak or a camera capturing something that should not be on my server is high enough, and completely unnecessary to running the business, that I would not want anything to do with it. It takes one naked toddler and a CSAM filter to absolutely destroy a company. Let’s not even touch the idea of employees maliciously accessing webcams, and/or out of hours webcam access. Yikes. I’d rather have a person doing nothing sometimes than have any of that shit on my servers.
Exposing employment for what it is.
If the people fired had years of experience in the job and the new people hired don't, the company lose talent. Is bleeding money in an endless loop of training people just to let them go soon after that, has trained somebody to nurture their competitors, and some of this people could even make new companies out of spite and compete with their former boss.
I guess the saddest thing, is that everyone just accepts this.
Fortunately, I had the means to retire, and I did.
I think it's about to happen again, but a lot faster, this time.
The whole point of corporate capitalism is to do exactly that. The corporation is a machine whose most-optimized purpose is to turn people into money.
Human dignity is not a concern for it.
Not that I think the broader practice for monitoring remote workers is something I think is a good idea.
[1] Perhaps with the exception of adult webcam models, but that's an extreme edge-case where the lack of privacy is the job.
This is a constructive dismissal. If she was hourly, sure, being on camera makes sense. But if you are salaried and some clown in HR decides that they want to make sure you're working 40 hours but WON'T pay you any overtime or judge you on your output, they're trying to have their cake and eat it too.
The outrage is justified. If it mattered for her job then no AI monitoring would be needed.
This is just patiently false, it's common for salaried employees to have required hours.
https://www.inc.com/alison-green/my-employee-says-i-cant-sto...
Your company can't just suddenly drastically change them on you without it being a constructive dismissal. This is not a new concept. Companies have been trying to dodge unemployment claims by making people's jobs so bad that they quit since forever. It's very easy to prove and will be seen as a firing by the courts.
Obviously there is no minimum number of hours you must work when salaried, but it’s obviously the expectation. You likely know this which is why you are against them tracking how much time you actually spend working. If they knew the work only took you 10 hours, would they still want to pay such an inflated salary?
I negotiated my salary with competing offers. If my company decides, after negotiating from a position of strength with their eyes open, that my salary is too high... that's a "them" problem. Doubly so if I had been employed for eight years and they've never complained.
The courts will treat it like a firing done for no reason at all (i.e. at-will employment). I personally shudder to think of staffing a company with the kinds of people who would put up with this nonsense, but the beauty of capitalism is that companies face financial consequences for driving off good employees.
Your work-specific WiFi network can also be shut off at the same time.
Devices go in a sleeve or drawer in your desk, which is usually in a separate room.
You can also close the door.
If you need more work and personal life separation than this, you might need a new job.
Wonder if that helps.
the webcam tool in question, looks likra corporate internal rollout
after that, it changed to talking and speaking in a particular way in MRs and PRs (and "not" pushing back so much in them and being more agreeable). of course later the manager turned everything into "appease me" because whenever I would do my work and check off the boxes on the PIP he would say he couldn't see it because he didn't receive notice of it in the way he liked. Of course sharing in the pip review meetings weekly did not meet his needs to confirm "I did the things".
Employers will do anything to discriminate against you, legally or illegally, if it meets their leadership agendas. I especially have felt indian-pakistani hate and abuse during this process and was just so exhausted I never bothered to lawyer up.
Our SVP of Enterprise/Software was a serial sexual harrasment case. File in HR was as thick as a Websters. Women would constantly ask trusted male coworkers to sit next to him so that they would not be forced to sit next to him.
Another VP was a large build southern lady who forced an Indian colleague to harassment and sensitivity training after she said "yuck, McDonalds" and the white coworker was hurt. While the original complaint from her was that she was getting harassed for being Indian.
Both were subsequently fired after it became public (blog post) and the news picked up on it. The rumor is that the CEO and his chief of staff knew about these issues and didn't do anything about it until they got external pressure. Card is extremely toxic. Bank I guess less so, but still pretty bad.
We had senior managers once file a PIP/firing procedures because he saw no Github commit activity (those little green squares) FROM A PERSON ON GOVERNMENT PROTECTED SICK LEAVE.
Glad I left that hell hole years ago.
That said, it drives me up the wall that it seems like all the bad managers are exactly like the one you're experienced.
It can be hard to remember, but companies are usually giving money in exchange for a time that they measure by outcomes and results and feeling that, they might wonder what’s going on.
What I am going to write next is written with absolutely zero attempt to overstate anything. Not one person knows what is going on; very few consider wondering; most barely know how to put pants on the right way. Again, zero exaggeration based on real life experience in corporate america.
What does this mean?
This is not different from seeing you at the office from a CCTV camera. If you are an honest worker - you should not worry.
my 2c
Watching you.
All day.
every day.
Also there shouldn't be a monitoring program hooked into office CCTV either.
If slacking risks randomly getting caught and fired or takes too much work to hide, then folks are more likely to just do the work or quit.
I know finding work can be hellish now at days, but seem like it would still be easier to get another job.