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Some employers use visual surveillance devices (such as video cameras) to monitor:

  • compliance with the organisation’s policies (such as occupational health and safety);
  • performance of employees (such as customer service and productivity); and
  • workplace security (such as in building foyers and customer service areas).

Employers should develop a surveillance policy that clearly states when and why surveillance will be used, who has access to surveillance records, and any consequences that may follow from the surveillance. 

Please note that the the use of visual surveillance is regulated by legislation in some states and territories and may include the requirement that cameras used for surveillance by an employer be cleary visible and that signs are placed within the workplace where cameras exist. 

This policy is a sample only.  Employers should seek advice from Ai Group in tailoring this policy to the particular needs of the organisation.  

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Date Update
21/07/2020 This policy has undergone a periodic review and has been updated to include more information in the 'Policy' and 'Purpose' sections.

This policy has undergone a periodic review and has been updated to include specific guidance for NSW and ACT employers regarding the introduction of surveillance.


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