In Schindler Elevator Corporation, the employer installed GPS and engine monitoring technology in all service vehicles used by its field mechanics to travel to and from their homes and work sites. The vehicles are kept at the mechanics' homes while not in use for work purposes, and the mechanics do not report to a centralized office as part of their usual routine. The employer's purposes for collecting and using the information collected included managing employee performance, productivity, hours of work, and to ensure safe and lawful driving.
The Information and Privacy Commissioner for British Columbia (the Commissioner) ultimately found that the employer's actions were reasonable and authorized under B.C.'s private-sector legislation, the Personal Information Protection Act (PIPA). In coming to this conclusion, the Commissioner took an expansive view of what constitutes "personal information". She also took and expansive and practical view of the circumstances in which employers will be authorized to collect and use employee personal information. The Commissioner emphasized the collection and use has to be reasonable and the assessment of what is reasonable in these types of cases includes: "whether the personal information is of a sensitive nature", "how much employee personal information is being collected and used", "whether the collection, use or disclosure in question is likely to be effective in fulfilling the organization's objectives", "whether there are alternatives", and "whether the personal information has been collected covertly".
Two months after the release of Schindler, the Commissioner released her decision in University of British Columbia, where the employer installed similar technology to the technology in Schindler for the purposes of monitoring its on-campus security patrol vehicles. UBC was decided under the B.C. Freedom of Information and Protection of Privacy Act (FIPPA), which applies to public bodies (public schools, Crown corporations, government ministries, etc.) in B.C.