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Can you install security cameras without your employee's knowing?

by , 15 June 2016
Can you install security cameras without your employee's knowing?Just because you only have 30 or 40 employees, doesn't mean you don't need to worry about theft.

The sad reality is that you do...

Simple items go missing: A bit of coffee here, a litre of milk there - and even other employees' lunches.

And while I know you don't want to think your employees would steal from you, it's only a matter of time before someone's wallet or phone is nicked - right off their desk.

But before you start installing cameras all over the place, you need to know the answer to one simple question...

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Have you covered security cameras in your HR policy?

If your answer is no. Then you need to add it… Here's what you need to do:
Include a clause in your interception and monitoring policy, or employment contracts. Say that cameras are situated in the office to monitor employees and the footage may be used as evidence if you take disciplinary action or open a criminal case against the employee.
Here's what you need to say…
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You want to dismiss an employee but do you know how to go about it?
How do you actually write 'Mr … was lazy and unreliable' in a legally correct way when giving a reference? And in such a way that the employee cannot sue you later! Believe it or not: Even a '!' in the wrong place may be the reason that you lose a case at the CCMA. The frustrating thing is, it's exactly such petty errors and similar loopholes in the labour law that mean employers lose 51% of all CCMA cases.
These technicalities don't apply to references only, but also to written warnings and dismissals.
But how do you dismiss correctly? How do you make a dismissal stick, even if it goes to the CCMA?
Simply read on….

Sample clause to add to your policy
'You have also been made aware of the fact the premises are being monitored to protect the company's legitimate business interests as well as the health and safety of employees. Any camera footage of theft or misconduct, can be used as evidence in a disciplinary hearing.
So just make sure your employees know you can, and will, use the footage and you'll be covered. There are another 50 policies and procedures you need to be implementing in your workplace – but we've done all the legwork for you… Get all the sample templates you need today!
P.S. There are 25 rules to manage employees' behaviour when using social media. Find out what they are here…

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