As many companies are employing biometric technology like fingerprinting and retinal scans, the dangers for employees are increasing. Biometric technology is a risk for privacy, identity theft and discrimination. Learn how to protect your legal rights in the workplace.

1. Sensitivity: Confidential
YOUR
FINGERPRINTS,
YOUR IDENTITY,
YOUR PRIVACY
Presented By
PROTECTING YOURSELF IN
THE WORKPLACE

2. Almost every employee
has a strong expectation
of privacy at work, but
with the increased use of
biometric technology in
the workplace, our right
to privacy is being
threatened.
OUR EXPECTATION OF
PRIVACY AT WORK

3. Although the use of
biometric privacy is risky
for employees, most states
offer little to no protection.
There is no single federal
law protecting employees
from biometric privacy
risks in the workplace.
MINIMAL
PROTECTIONS

4. Discrimination: Employers accessing
information about you and using it to
discriminate
Insurance fraud: Insurance companies
accessing information about you and denying
coverage
Civil rights violations: Using your
information to discriminate in violation of
your civil rights
Identity theft: Poor handling of your private
information could result in identity theft
THE RISKS ARE REAL

5. Illinois and California are
leading the way for employee
biometric privacy protection.
In both of these states, it is
possible to bring claims against
employers.
You could receive compensation
if your biometric privacy rights
have been violated.
LEADING THE WAY

6. Were you compelled to use fingerprint or other biometric
identification at work?
Did you employer inform you of your rights in this regard?
Did your employer obtain your written consent to use this
technology?
HOW DO YOU KNOW IF YOU HAVE A CLAIM?

7. FREE WHITE PAPER
If the answer is “no” to any of
these questions, you could
have a claim.
Take some time to learn more
about the issue by reading
our white paper on the topic,
and call our firm to discuss
your rights and options with
an experienced lawyer.
© 2019 Law Offices of Todd M. Friedman, P.C. All rights reserved. Design and editorial services by FindLaw, part of Thomson Reuters.
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