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Arbitration courts have defined the range and limits of employee surveillance.

Reasonable grounds

1. The decision to place an employee under surveillance must not be done on arbitrary basis neither randomly.
2. The employer must have prior reasonable grounds to place his employee under surveillance. Those reasonable grounds cannot appear a posteriori, that is following the results of the surveillance.
3. Measures taken must be in proportion with the seriousness of the misbehavior.
4. The employer has tried other ways to get explanations from his employee.

Is the measure adopted fair?

1. Surveillance must be carried out in such a way to be as much non intrusive as possible and not harm employee's dignity.
2. Surveillance is carried in public, not private premises.
3. Surveillance is occasional, limited in time never carried on continuous basis.