Conclusion

Employers and employees both have rights and needs for privacy. While employed by a company, an employee needs to work with the employer to safeguard both parties' privacy. To assist in safeguarding this privacy, biometrics are used. The use of biometrics helps to solve many privacy issues, but the use of biometrics could potentially create new privacy concerns. To prevent biometrics from creating new privacy concerns, a positive biometric policy needs to be created. This policy needs to address the concerns and issues of the employees . At the same time, the policy needs to clearly lay out the goals that the company has in using biometric technology. Armed with the privacy information he/she may need, the employee should now feel more informed and may be less likely to fight the use of biometric technology.

In preparing a positive biometric policy statement, an employer commits to the employee to follow through on its statements. Conversely, the employee needs to be made aware of his/her responsibilities. The employee will provide authentications and moments of recognition to discharge his/her duties for the employer.

Both the employer and the employee are considered individual entities that are entering into this strong factor of authentication together. The employer will collect and manage the data, and the employee will authenticate when appropriate.

Having a positive biometric policy is not enough, however. The employer must be willing to be measured against the policy and be held accountable for shortcomings. For a biometric project to be a success, the employer needs to keep to the straight and narrow path and use biometrics only for true business reasons.