Workplace surveillance tools.

Assembly Member Bryan's workplace surveillance legislation establishes comprehensive regulations governing how California employers collect and use worker data through electronic monitoring tools. The measure requires employers to provide 30-day advance written notice before implementing any surveillance technology, detailing the specific data collected, monitoring locations, storage methods, and intended uses in employment decisions.

The bill prohibits employers from using surveillance tools that incorporate facial recognition (except for security access), emotion detection, or gait analysis technologies. It also bars using these systems to infer workers' immigration status, religious beliefs, health conditions, or other protected characteristics. When surveillance data contributes to disciplinary decisions, employers must conduct independent human reviews and allow workers to access and correct any inaccurate information within 24 hours of a request.

Under the measure's data protection provisions, employers cannot share worker information with vendors unless contracts include specific security requirements and joint liability terms for data breaches. The Labor Commissioner would enforce these regulations through investigations and citations, with violations subject to $500 civil penalties. Workers could also pursue civil actions for damages, while public prosecutors retain separate enforcement authority. Local jurisdictions could enact stronger worker protections beyond the state requirements.