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  #1  
Old 02-21-2008, 03:39 PM
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Gps

Pennsylvania

If an EMS agency has their ambulances outfitted with a GPS tracking system, can the employer use that system as a legal diciplinary tool?
Last edited by Dep63; 02-21-2008 at 03:50 PM. Reason: Location
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Old 02-21-2008, 03:48 PM
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US Law Only - WHEN POSTING A QUESTION, YOU MUST INCLUDE THE NAME OF YOUR STATE

Quote:
Originally Posted by Dep63 View Post
If an EMS agency has their ambulances outfitted with a GPS tracking system, can the employer use that system as a legal diciplinary tool?
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Old 02-21-2008, 03:52 PM
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Quote:
Originally Posted by Dep63 View Post
Pennsylvania

If an EMS agency has their ambulances outfitted with a GPS tracking system, can the employer use that system as a legal diciplinary tool?
what do you mean by legal tool?

you mean can they track you and discipline you if you are where you shouldn't be? if so, then yes.

oh and for just about anything else, yes.
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Old 02-21-2008, 03:58 PM
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more along the lines of speed regulation, can an employer use it as a speed control tool
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Old 02-21-2008, 04:01 PM
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Quote:
Originally Posted by Dep63 View Post
more along the lines of speed regulation, can an employer use it as a speed control tool
Do they need to?
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Old 02-21-2008, 04:05 PM
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re

not to my knowledge, I'm simply asking if it can be or not. Seems since more and more agencies are using these types of systems, the employees feel it to be violation of either privacy
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Old 02-21-2008, 04:06 PM
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Originally Posted by Dep63 View Post
the employees feel it to be violation of either privacy
I don't know the answer to your question, but I can tell you fer shur that ~~feelings~~ are not of import.

Is this for YOUR specific business, or is it a general q?
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Old 02-21-2008, 04:07 PM
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or another inaccurate tool used for diciplinary action.
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Old 02-21-2008, 04:09 PM
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general question. I have worked with these systems in the past and found them to be both a helping tool as well as a hinderance
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Old 02-21-2008, 04:14 PM
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Originally Posted by Dep63 View Post
general question. I have worked with these systems in the past and found them to be both a helping tool as well as a hinderance
Ah.
Well, we don't do homework. So you may want to google your answer in the laws of your state, or even consult with a local attorney.

Good luck to you.
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Old 02-21-2008, 04:21 PM
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reason I'm asking is...

A local company that uses this type of a system on their trucks had an accident last month and the director of the company pulled the driving records for the involved unit. The police report found neither of the involved parties to be at fault for the accident. However, the direct found the involved truck to be traveling 10 mph over the posted speed limit.

If the police found no fault and citations were not issued to either party,
how can the employer then find fault on his employee?

Biggest argument in the case was inaccuracy of the system
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Old 02-21-2008, 04:24 PM
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Quote:
Originally Posted by Dep63 View Post
reason I'm asking is...

A local company that uses this type of a system on their trucks had an accident last month and the director of the company pulled the driving records for the involved unit. The police report found neither of the involved parties to be at fault for the accident. However, the direct found the involved truck to be traveling 10 mph over the posted speed limit.

If the police found no fault and citations were not issued to either party,
how can the employer then find fault on his employee?

Biggest argument in the case was inaccuracy of the system
Still homework. But thanks.
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Old 02-21-2008, 04:26 PM
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Quote:
Originally Posted by Dep63 View Post
reason I'm asking is...

A local company that uses this type of a system on their trucks had an accident last month and the director of the company pulled the driving records for the involved unit. The police report found neither of the involved parties to be at fault for the accident. However, the direct found the involved truck to be traveling 10 mph over the posted speed limit.

If the police found no fault and citations were not issued to either party,
how can the employer then find fault on his employee?

Biggest argument in the case was inaccuracy of the system
Biggest argument is that you live in an employment at will state. barring that this is a union driving job, there is nothing to stop them from firing you, speeding or not.

Oh and as for your right to privacy. is none, not in a company vehicle. You would have to go to the company bathroom for that.
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Old 02-21-2008, 04:29 PM
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Originally Posted by fairisfair View Post
Oh and as for your right to privacy. is none, not in a company vehicle. You would have to go to the company bathroom for that.
How 'bout them Japanese Corporate Restrooms?!?

Take a whiz at work, get drug tested right then and there.
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Old 02-21-2008, 04:33 PM
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Originally Posted by Silverplum View Post
How 'bout them Japanese Corporate Restrooms?!?

Take a whiz at work, get drug tested right then and there.
OMG, I so have to send you something. . . .
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