Biometric Technology and Payroll Management

In June 2021, Baltimore, Maryland, passed an ordinance concerning the technology of biometric surveillance. Ordinance 21-0001 prohibits the implementation of biometric surveillance technology except in specific cases.

The ordinance specifically prohibits the use of facial recognition systems by private individuals or entities unless they provide security against unauthorized access to a specific location or device or a biometric security system. An individual or entity who violates this ordinance can face a fine, no more than 12 months imprisonment, or both.

The ordinance stops at the system or technology and prohibits using the information obtained from the facial surveillance system.

Biometric technology has been around for quite some time, and many states have passed or adopted laws and ordinances to regulate the data collected by these systems. Since each state is different, a company must be careful when implementing a biometric system for employees. This means that companies must have clear guidelines and handbooks when integrating a biometric system into the workplace if allowed.

Many employers have moved to biometric surveillance because of the benefits it provides a company. From lower business costs to easier payroll, biometrics has proven to be a positive for businesses, especially payroll.

Instead of manually entering employee data and depending on the employee for data, the system will keep an accurate record of each employee’s time, absences, overtime, and much more. This data is then seamlessly sent to the employer for approval, then to payroll management for salaries and reports.

According to the Indian Manufacturer of Biometric Solutions, installing payroll software into a biometric system can help set up automatic allowances and elements to streamline the payroll process, such as bonus wage limits, leave encashments, and H.R. reports, and much more.

As more companies look to adopt biometric clocks and software into their businesses, more states and companies could pass laws and ordinances to regulate these systems and the data used to collect them. Still, they could also find themselves with lighter payroll management duties and more accurate and efficient payroll.