Best Practices for Collecting Employees’ Biometric Data

As more and more employers seek to promote a healthier workplace and technology allows for more tracking of biometric data, employers find themselves charting new territory with the wealth of information provided on their employees. Currently only Illinois and Texas have actually defined biometric data and only a few other states have proposed legislation on the issue. Using the information for legitimate purposes like security verification or insurance discounts may not cause many problems, however, employers who use the collected information to make employment decisions may open themselves up to claims of disability or discrimination. Taken from the laws in Texas and Illinois, these best practices may offer some guidelines and protection for employers.