Technologies such as artificial intelligence are already posing a threat to employees and transforming office environments, with algorithms capable of terminating employees without human intervention and software monitoring even restroom breaks.
In call centers, AI methods are utilized to track and assess employee responses to calls, often penalizing deviations from set guidelines. Additionally, certain business software monitors employee correspondence for the mention of specific terms like “union.”
Experts in the field argue that in the United States, organizations, labor unions, and regulatory bodies are not sufficiently addressing the need to protect employees from the negative impacts of advancing surveillance and accelerated work pace driven by technology.
Virginia Doellgast, a work relationships professor at Cornell, highlights that workers are under constant surveillance, with AI-powered monitoring tools prone to errors that could result in significant pay reductions or terminations. The lack of awareness among workers regarding the extent and implications of such monitoring tools further exacerbates the situation.
In contrast to the approach in the US and Canada, many European entities have been proactive in implementing safeguards against the more intrusive aspects of AI-driven employee monitoring and management practices. Valerio De Stefano, a labor law professor at York University, notes the disparity in focus between European unions, which prioritize technological oversight for security reasons, and their North American counterparts.
Labor researchers suggest that certain European companies have established protective measures that could serve as a model for US and Canadian workers. For instance, employees at Deutsche Telekom, Germany’s largest telecommunications company, successfully advocated for restrictions on using online monitoring data to target or dismiss individual employees, as well as preventing automated terminations without human involvement.
Workers in Europe generally have stronger rights to information and participation in decision-making processes compared to their US counterparts. The presence of unions in the US can provide some information rights regarding AI usage, but non-unionized workers often lack transparency on how technology impacts their roles.
Efforts are underway within US labor organizations to negotiate for rights and protections amidst the proliferation of AI and algorithmic control. For example, the Communications Workers of America coalition has mandated that call center management only utilize call data for training purposes rather than for punitive measures.
Concerns about the implications of AI on job tasks and workplace dynamics have prompted US labor unions to advocate for fair distribution of technological benefits. Dan Reynolds, associate research director at the Communications Workers, emphasizes the importance of ensuring that AI advancements do not solely focus on productivity gains but also consider the quality of work and its impact on employees.
German legislation mandates that companies inform their works councils about the adoption of AI and other new technologies. Work councils, common in European businesses, engage in discussions ranging from scheduling to the effects of AI on employees, advocating for safeguards such as group-based data collection to prevent individual targeting.
Involving employees in decision-making processes related to new technologies can mitigate potential negative impacts and enhance acceptance of these systems. Employee input often leads to a reduction in the intrusive nature of technologies and minimizes adverse effects on workers.
The AFL-CIO, a prominent US labor union, has established a tech academy to educate union leaders and managers on AI and other emerging technologies. By fostering knowledge-sharing and providing guidelines, the academy aims to empower unions to navigate the challenges posed by technological advancements.
Despite the productivity benefits AI offers, concerns persist about its impact on employee well-being and workplace dynamics. Proponents argue that AI tracking can enhance performance through targeted coaching and training, as well as contribute to workplace safety by monitoring unusual behaviors and potential hazards.
While acknowledging the advantages of AI, experts stress the importance of fostering trust and engaging in transparent discussions about technology implementation to address genuine concerns. Ensuring that employees are involved in the decision-making process from the outset can lead to more effective technology deployment and positive outcomes for both employees and organizations.
In conclusion, as technology continues to reshape the workplace landscape, it is imperative to strike a balance between leveraging AI for productivity gains and safeguarding employee rights and well-being through transparent and inclusive practices.
