Connecticut regulates the collection of information on employee activities or communications by computer, telephone, wire, radio, camera, electromagnetic, photoelectronic, or photo-optical systems. Employers that wish to do such monitoring must inform affected employees of the types of monitoring that may occur. It is sufficient to post a conspicuous notice where employees can see it. The law does not prevent employers from monitoring common areas that are for public use. Furthermore, if an employer has reasonable grounds to believe that employees are violating the law, violating the legal rights of the employer or of other employees, or creating a hostile work environment, the employer may monitor without notice (CT Gen. Stat. Sec. 31-48d).
Employees may not bring a lawsuit against their employers for violating this statute. The Connecticut Supreme Court has ruled that instead, they must bring their cases to the state labor commissioner (Gerardi v. City of Bridgeport, 985 A.2d 328 (Conn. 2010)). If the labor commissioner finds that the employer violated the statute, he or she can impose a fine of $500 for the first offense, $1,000 for the second offense, and $3,000 for the third offense. This is far less than the damages an employer could face if found liable by a court.
Rest areas. Monitoring employee activities in areas such as restrooms, locker rooms, or lounges designated for their “health or personal comfort,” whether by sound or video equipment, is prohibited (CT Gen. Stat. Sec. 31-48b(b)).
Negotiations. Secretive overhearing or recording of collective bargaining negotiations is prohibited. The consent of all parties to the negotiations is required for such monitoring to be ...