Employee data use and collection has become a major topic of concern for employers, particularly in Illinois where the Biometric Information Privacy Act (BIPA) and Genetic Information Privacy Act (GIPA) govern the collection, use, and handling of biometric and genetic identifiers. To avoid potentially costly litigation or fines, private employers should use extreme caution when collecting or using employee data, whether in the hiring process or day-to-day operations.

Constangy partner Laura Balson, who heads the firm's Chicago office, recently joined Mountain Leverage's 'Heads Up' podcast to discuss BIPA, GIPA, and employee monitoring challenges. Laura and host Alex Reneman discussed compliance with genetic and biometric privacy laws, legal concerns regarding employee monitoring and data collection, and legislation on artificial intelligence.

To listen to the full podcast, click here.

Laura is a partner and co-chair of Constangy's Whistleblower and Retaliation Practice Group. Her practice includes advising employers on a range of employment law matters, including compliance with the Illinois Biometric Information Privacy Act (BIPA). She is also a zealous litigator who regularly represents employers in front of the Equal Employment Opportunity Commission, Illinois Department of Human Rights, Cook County Commission on Human Rights, the Chicago Commission on Human Relations, and other state and local administrative agencies. 


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