Corporate Video Suveillance | What You Need to Know

Both large and small businesses recognize the importance of implementing video surveillance to protect employees, prevent theft and reduce risk of criminal break-ins. Video surveillance systems are relatively easy to install, however, you must consider privacy legislation to prevent potential litigation and ensure you’re following legislative privacy requirements such as those implemented under PIPEDA.

One of the first steps in protecting your business from litigation is implementing a Video Surveillance Policy and ensuring that all employees are aware of the system and its purpose.

 

Within your video surveillance policy, you should include:

· Purpose of the video surveillance system

· Where cameras will be used or not used

· Where the videos will be monitored

· Who will have access to the recordings and for what purpose

· Privacy procedures for requesting recordings

· Details and policies for archiving video footage

If your business is in the private sector, the privacy commission requires that your "… need to conduct video surveillance must be balanced with the individuals’ right to privacy, which includes the right lead their lives free from scrutiny. Given its inherent intrusiveness, organizations should consider all less privacy-invasive means of achieving the  same end before resorting to video surveillance."


Based on this requirement, the Privacy Commission has released a series of questions to help you decide whether or not you should implement corporate video surveillance. Check out their list below or view the entire article here.

10 things to do when considering, planning and using video surveillance

1. Determine whether a less privacy-invasive alternative to video surveillance would meet your needs. 
2. Establish the business reason for conducting video surveillance and use video surveillance only for that reason. 
3. Develop a policy on the use of video surveillance. 
4. Limit the use and viewing range of cameras as much as possible. 
5. Inform the public that video surveillance is taking place. 
6. Store any recorded images in a secure location, with limited access, and destroy them when they are no longer required for business purposes. 
7. Be ready to answer questions from the public. Individuals have the right to know who is watching them and why, what information is being captured, and what is being done with recorded images. 
8. Give individuals access to information about themselves. This includes video images. 
9. Educate camera operators on the obligation to protect the privacy of individuals. 
10. Periodically evaluate the need for video surveillance. 

We offer a variety of corporate surveillance services that will allow us to discreetly gather information and assist you in presenting unbiased facts and circumstances. We have a strict privacy policy in place, and can assist you in navigating your own privacy-related legislative requirements.


The Renwick Group has experience working with many different types of businesses and organizations providing skip-tracing, fraud investigations, WSIB support, legal team assistance, evidence gathering, employee background checks, and more. We also work with individuals who need help with personal matters. Call us at 1 (888) 722-9807 or visit our website for information.

Tips on Hiring a Private Investigator

People love detective stories and there have been many dramatic portrayals of Private Investigators in popular media. So when you find yourself needing to talk with someone about investigation services, you might think it's all cloak and dagger, but in reality it's a very professional, regulated, and customizable service.

Private investigators provide a broad range of services to personal and corporate clients.

Private Investigators are highly trained professionals with unique skill sets that assist you in gathering information for specific reasons. They are licensed and insured. They work closely with law enforcement and the legal community.

They know how to gather and protect evidence so that it is admissible in court. They are an independent third party professional not emotionally attached to your case.

There is a reason to hire lawyers, accountants and doctors. Private Investigators are professionals in the same right and in the proper circumstance they can be a valuable asset to your legal team.

 How do you hire a Private Investigator?

 So how do you go about choosing a private investigation agency that is right for your project? The following is a hiring guide published by the Council of Private Investigators - Ontario and you can download the full report here www.therenwickgroup.ca

 1. Go to the Council of Private Investigators - Ontario website, the yellow pages or search online for Agencies or Investigators who specialize in the type of investigation you require.
 2. Call your lawyer and ask for recommendations.
 3. Consult with a friend or acquaintance that may have been in similar circumstances.
 4. Identify three agencies local to you that provide the type of investigation services you require.
 5. Prepare a written list of questions you are going to ask each company.
 6. Confirm that the Private Investigation Companies or Private Investigators are licensed and insured.
 7. Check the company name and individual license number on the Ministry of Community Safety and Correctional Services.
a. Licensed Agencies
 b. Licensed Individuals
 8. Visit the agency office. It is required by law that all Private Investigation Agencies have a physical office address with a public entrance.
 9. The business licence to provide private investigation services should be clearly displayed in their office.  Request to see a copy of their certificate of insurance.
 10. Request to see a sample report format.
 11. Make an inquiry to the Better Business Bureau.
 12. Inquire about experience, education, training and length of time in the industry. What is their level of expertise in the areas of investigation you require?
 13. Ask for client references or letters of recommendation.
 14. If you retain a Private Investigation Agency insist on having a written receipt for any retainer/deposit you have provided and ask for the companies HST number.
 15. In most cases a Private Investigation Agency will require you to sign a contract or agreement. The agreement should clearly state what the investigation will entail, provide an estimated budget, identify a breakdown of the costs associated with the investigation and include a proposed timeline for completion. If progress payments are required clearly define the deliverables prior to signing the contract.
 16. Establish specific times when you will be updated about the investigation. Define if the updates are to be written or verbal.
17. Define the deliverables you will receive after the investigation is completed. Reputable Private Investigation.  Agencies will provide a full written report with details of the investigation, the time spent on investigation tasks (such as surveillance), and a detailed invoice itemizing costs associated with all phases of the investigation.

The Renwick Group is a private investigation firm founded in 1997 and is based in Barrie, Ontario. We excel in delivering our core Private Investigation Services in the most efficient, secure, and professional manner.​

 Source: http://www.cpi-ontario.com/default.asp

The Renwick Group has the knowledge and experience to help you or your business solve problems such as fraud, skip tracing, locating people, litigation support, labour dispute management, and more..  Please call us at 1 (888) 722-9807 to discuss your situation.

The Canadian Perspective on Workplace Monitoring and Employee Surveillance

As a continuation of our series about employee surveillance, I would like to share with you this interesting pdf downloadable paper from the Canadian Law Firm - McCarthy Tetrault - Titled - "Workplace Monitoring and Employee Surveillance" by Christopher McHardy, Tina Giesbrecht & Peter Brady. 

We get a good overview from a top law firm and a Canadian perspective.  Although may I note that this is paper was authored in Western Canada and therefore regional differences in legislation may exist.

This paper looks at the way in which Canadian privacy legislation is influencing the way courts and arbitrators are balancing the right of employers to know and manage, versus privacy rights employees may have in the workplace.

You can download the McCarthy Document here as a pdf document

Workplace Monitoring and Employee Surveillance Extract / Summary

In the last decade, new technologies in the workplace have changed the way we do work and the way we manage employees. Beyond the production and cost benefits, these technologies have both increased employer risks relating to employee misconduct and improved employer tools to manage and address such misconduct.

The increased risks and improved tools have resulted in increased use of surveillance and monitoring and an increase in the tension between management rights and employee privacy. The introduction of privacy legislation in Canada has further increased this tension.

You can download the McCarthy Document here as a pdf document

A New Era

Since the implementation of the federal Personal Information Protection and Electronic Documents Act (“PIPEDA”)2 in January 2001, issues of privacy and protection of personal information have become a regular concern for human resources managers. PIPEDA now applies to all commercial activity in Canada except in those provinces which have substantially similar legislation and where the federal government has registered an exemption order. Personal information which flows across provincial or national borders will be subject to PIPEDA and PIPEDA will continue to apply, within provinces, to the activities of federal works, undertakings and businesses such as broadcasting, telecommunications, banking and transportation.

You can download the McCarthy Document here as a pdf document

This Article is brought to you by The Renwick Group - www.therenwickgroup.ca - The Renwick Group is a private investigation firm founded in 1997 and is based in Barrie, Ontario. We excel in delivering our core Private Investigation Services in the most efficient, secure, and professional manner.​