Jason Edward Harrington spent six years working the luggage-screening checkpoint at O’Hare International Airport in Chicago. A college graduate and freelance writer, he initially took the job as a stopgap, but found that he enjoyed meeting passengers from all over the world, some of whom showed a real interest in him. But while working for the TSA, Harrington noticed that his bosses were following and video-recording his every move, a practice they said was at least in part for his protection: If, perchance, a traveler’s iPad went missing, the videotapes would prove that Harrington was not to blame. Harrington was on board with that. His problem, he told me, was that supervisors would also view the tapes to search for the slightest infraction—anything from gum chewing to unauthorized trips to the bathroom. Eventually, these intrusions led him to quit. “If they trusted us, respected us, you could really enjoy the job,” Harrington told me. “But they didn’t.”
A TSA spokesman, Michael McCarthy, acknowledged the agency’s use of surveillance, though he attributed the “fairly rapid” turnover rate of TSA baggage screeners to other factors—in particular, to “low pay and high stress.” In fact, electronic surveillance of employees, through technologies including not just video cameras but also monitoring software, has grown rapidly across all industries. Randolph Lewis, a professor of American studies at the University of Texas at Austin and the author of Under Surveillance: Being Watched in Modern America, pointed to software that makes it possible for employers to monitor employee facial expressions and tone of voice to gauge their emotional states, such as rage or frustration. Among more conventional surveillance methods, employers can track employees’ website visits and keep tabs on their employees’ keystrokes. Employers can also monitor employees’ personal blogs and read their social-networking profiles. In one case in California, a sales executive at a money-transfer firm sued her employer, claiming she had been fired for disabling an app that used employer-issued cell phones to track workers via GPS, even when they were off the clock. (The suit was later settled out of court.)