Wearable technologies, such as fitness trackers, smartwatches, and health-monitoring devices, are increasingly used in workplaces to promote wellness and track productivity. While these devices can offer benefits, their use raises important legal considerations under federal anti-discrimination laws. The Americans with Disabilities Act (ADA) prohibits discrimination based on disability and restricts employer access to employee medical information. Similarly, the Genetic Information Nondiscrimination Act (GINA) forbids the collection or misuse of genetic data. Employers leveraging wearable technology must ensure compliance with these laws by maintaining confidentiality, obtaining informed consent, and avoiding practices that could inadvertently discriminate against employees. Transparent policies and adherence to legal standards are critical to balancing the benefits of wearables with employees’ rights.
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