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I’ll admit this law is a bit unclear, here’s the definition from the Ontario Gov., “electronic monitoring includes all forms of monitoring of employees that is done electronically throughout the workplace, directly or indirectly, whether continuously, episodically, or on an as needed basis”.

Your three examples would be considered electronic monitoring based on this broad definition. The safe bet is to include any possible way an employees actions could be monitored, whether you/your company actively checks these records or not.

Remember, regardless if you use electronic monitoring or not, it is required to have a policy.

 

Here’s a few more articles that might help clear it up for you:

The Legal Risks of Digitally Monitoring Employees

Avoid Privacy Pitfalls When Monitoring Productivity

Electronic Monitoring Policy