![]() ![]() Microsoft subsequently pared back the tool by removing the ability for admins to view data on named employees. The outcry mainly stemmed from the fact that Productivity Score showed analytics for individual employees that could potentially be used by managers to judge their performance. The tool analysed how users within an organization used Microsoft 365 products and then assigned them an overall "productivity score" based on how often they engaged with things like meetings, email and messaging apps. Microsoft faced criticism from privacy advocates who took issue with its Productivity Score feature for Microsoft 365. Employees not readyĬertainly not all staff are comfortable with such monitoring. Generally speaking, you cannot use the consent mechanism in an employment context, because it's seen as being an unfair balance of power," she adds. "There is a big issue with using consent in the employment context. Pearce also finds that companies are increasingly seeking to justify remote monitoring tools under the grounds of 'legitimate interest', which can be difficult for employers, as can using the consent mechanism. "When it pushes into the border of special category and sensitive data, then there is more of an issue, because there are certain additional conditions in Article 9 of GDPR that need to be satisfied," she tells ZDNet.
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