The advancement of technology has improved our lives so much! Some would argue that it's complicated our lives as well. I think the truth is somewhere in the middle. Either way we can't live without it and can benefit from its use.
What are wearable technologies? They are digital devices worn on the body that track movement, collect biometric data and monitor location. They vary in size, shape and function. Examples include smart watches or rings, smart glasses, GPS devices, and even exoskeletons.
Workplace wearables have opened many new possibilities for employers. For example, some of the benefits include improving employee safety, increasing employee productivity and efficiency, recognizing signs of fatigue, notification of nearby hazards, and much more.
And of course, these wearables may also be a cause for concern. As we know, the ADA cautions employers about conducting medical examinations without reason. Or making unnecessary disability-related inquiries. Generally, these actions can only be performed if they are "job-related and consistent with business necessity." Gathering and collecting health data should never be used to make assumptions or to make adverse employment decisions.
Examples of things to think about for employers include data collection limitations, data privacy and confidentiality, and appropriate use of collected data. Also remember that a request for reasonable accommodation to not use a wearable technology must be considered on a case-by-case basis, just like any accommodation request. This can be for disability, but also for religious beliefs, or pregnancy related accommodation requests.
The Equal Employment Opportunity Commission (EEOC) has recently provided a new fact sheet on wearables in the workplace: EEOC Highlights How Wearable Technologies May Implicate Employment Discrimination Laws | U.S. Equal Employment Opportunity Commission. In addition, the EEOC has this companion resource for employers with a wellness program in the workplace.
These concerns address an employer-required use of wearable technologies, and do not affect an individual who chooses to use them for private reasons.