The world is a changing place with the present and breathtaking changes in technology. Miniature video cameras, cellphone cameras, server mining, phishing, e-mail monitoring, and let’s not forget crafty investigative services. Employers and employees have a lot to think about in how they wish to use and respond to these ever expanding technologies.

And what’s next: Biometrics.

• The cell phone that learns your walking pattern. It becomes unhappy when someone else walks away with it.
• Radar doppler shift measurement to identify persons walking.
• Some European countries will adopt biometric passports within the next 18 months.
• UK employers and businesses moving towards adopting biometric security/identification methods.
• Electronic finger printing services available to Michigan State employers.

And to some extent it’s happenning here. Look at these two case:

• Commissioner’s Findings PIPEDA Case Summary #281: Voice recognition technology used to identify employees on a telephone login.
• Cascadia Terminal v. Grain Workers’ Union, Local 333, [2004] C.L.A.D. No. 43: Hand imprint reader used for timekeeping and work attendance purposes.

Can you say “hello HAL”?

It’s obvious that the real and perceived security issues faced by the US and the UK are factors behind their move towards biometrics. Employers in these countries are riding on that wave. It will be interesting to watch over the next decade or so how the Canadian labour community approaches and responds to the availabiltiy of these technologies in comparison.