Some of the questions addressed:

• How do arbitrators balance the right of employers to protect their workplace against theft and vandalism and the employees' expectations of privacy?
  
  
• What kinds of searches or surveillance are permitted? (Use of video cameras? Palm scanners? Personal searches? Searches of clothes, lockers or vehicles?) What limits will arbitrators impose on the scope of personal searches?
  
  
• Do security guards have additional enforcement powers?
  
  
• Can an employer require new job applicants to undergo police background checks? Can employers reject an applicant, or dismiss an incumbent employee, if a police check reveals a criminal record?
  
  
• Can employers monitor employees' internet and e-mail usage? What constitutes internet/e-mail abuse, and when does it warrant discipline? What provisions should be included in a valid and effective internet/e-mail policy?
  
  
• What are valid/invalid methods of monitoring employees at work? Does it make a difference whether the monitoring is designed for the purposes of productivity or discipline?
  
  
• When can employers subject employees to surveillance outside the workplace? What kinds of surveillance can be conducted? Does it make a difference if surveillance is overt or surreptitious? Or whether it takes place on private or public property?
  
  
• What impact does privacy legislation have on monitoring and surveillance inside and outside the workplace?