The case study was:
Electronic surveillance is not a black and white question but as certain laws inferred notice to the employee is important. A major issue in this debate is the type of electronic surveillance to be used in an employment setting.

However, and depending on the state law, generally an employer can monitor employees for related reasons. For example, employers may monitor calls with clients or customers for reasons of quality control. Some state law requires that employees be informed that the conversation is recorded or monitored by either putting a beep tone on the line or playing a recorded message.

There are valid reasons for recording calls and even monitoring employees. Legally, employers are permitted to do so within certain confines. There are both Federal and individual State laws that govern these types of monitoring.

The majority do permit voice recordings, so long as the parties involved are aware of it. Video monitoring is usually more stringent in that there must be a purpose; such as working around cash. This solution debates the “right and wrong” of surveillance.