Sat. Dec 3rd, 2022

From today’s New York Times:

A FEW YEARS AGO, Carol Kraemer, a longtime finance executive, took a new job. Her title, senior vice president, was impressive. The compensation was excellent: $200 an hour.

But her first paychecks seemed low. Her new employer, which used extensive monitoring software on its all-remote workers, paid them only for the minutes when the system detected active work. Worse, Ms. Kraemer noticed that the software did not come

IN LOWER-PAYING JOBS, the monitoring is already ubiquitous: not just at Amazon, where the second-by-second measurements became notorious, but also for Kroger cashiers, UPS drivers and millions of others. Eight of the 10 largest private U.S. employers track the productivity metrics of individual workers, many in real time, according to an examination by The New York Times.

Now digital productivity monitoring is also spreading among white-collar jobs and roles that require graduate degrees. Many employees, whether working remotely or in person, are subject to trackers, scores, “idle” buttons, or just quiet, constantly accumulating records. Pauses can lead to penalties, from lost pay to lost jobs.

close to capturing her labor. Offline work — doing math problems on paper, reading printouts, thinking — didn’t register and required approval as “manual time.” In managing the organization’s finances, Ms. Kraemer oversaw more than a dozen people, but mentoring them didn’t always leave a digital impression. If she forgot to turn on her time tracker, she had to appeal to be paid at all.

“You’re supposed to be a trusted member of your team, but there was never any trust that you were working for the team,” she said.

Since the dawn of modern offices, workers have orchestrated their actions by watching the clock. Now, more and more, the clock is watching them.

Read the complete story here.

By Editor