Other workplace technology provisions

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This final section highlights additional areas of collective bargaining where unions have addressed the growing presence of digital technologies in the workplace. While these provisions may not directly govern specific tools, they shape how technology-mediated practices affect worker rights, conditions, and access to resources.

As digital systems increasingly rely on data, longstanding provisions on employee data have gained new relevance. Originally aimed at regulating personnel records and limiting invasive data collection, these agreements now serve as essential tools for protecting workers in a data-driven work environment.

The provisions compiled here cover a range of data governance issues, including limits on data collection methods (e.g., personality tests, polygraphs, surveys), requirements for privacy and security, and rights to access, correct, or delete personal information. While some provisions appear in other sections, such as those related to electronic monitoring or HR systems, this section focuses on broader data rights across contracts. Many agreements also establish safeguards against unauthorized access, require compliance with privacy laws, and mandate transparency around data use and breaches. In some cases, unions have secured access to employee data as a tool for enforcement and oversight.

This section also includes provisions on remote and telework arrangements—practices made possible by technology. These provisions address access to tools, connectivity, support, and equitable treatment, reflecting union efforts to ensure fairness and transparency in the digital workplace. Taken together, these provisions show how unions are negotiating over the digital foundations and management practices shaping today’s work environments.

The provisions are grouped into the following two categories:

• 6.1 Data collection, rights, and security
  Provisions addressing limits on employer data collection practices, protections for personal data, employee data rights (access, correction, deletion), and union oversight of data use.
• 6.2 Remote work and telework
  Contractual language covering employer obligations related to remote work, including provision of equipment, technical support, compensation and stipends, guidelines for technical disruptions, and protections against discrimination.

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