HF 4451

As introduced: - Requires employers to provide prior notice to and obtain consent from workers before using electronic monitoring tools. - Limits employers’ use of electronic monitoring tools to specific purposes, such as performing job functions, ensuring quality, evaluating performance, complying with laws, maintaining safety and security, and administering pay and benefits. - Prohibits employers from using electronic monitoring tools to violate laws, collect sensitive personal information, or make inferences about workers unrelated to their job duties. - Prohibits monitoring that targets off-duty activity, private spaces, or personal environments, and prohibits use of technologies like facial, gait, or emotion recognition. - Prohibits monitoring used to retaliate against workers for exercising legal rights or to collect data for undisclosed purposes. - Prohibits employers from requiring workers to implant devices, install tracking apps on personal devices, or wear tracking devices, with limited exceptions. - Prohibits making an employment decision based solely on electronically monitored data and establishes a right for workers to appeal such decisions to a human reviewer. - Grants workers the right to access, correct, and request a copy of their data collected through electronic monitoring. - Prohibits employers from selling or licensing worker data collected through electronic monitoring.