Worker Monitoring Notice Template

This is a template for Joby customers to adapt with their own legal counsel. It is not legal advice and may not satisfy every state, country, union, contractor, industry, or workplace requirement. Before using live location, GPS proof, call recording, time tracking, device monitoring, or similar features, customers should have counsel review this template with their employee handbook, contractor agreements, BYOD policy, privacy notices, wage/hour practices, and local monitoring laws.

[Company Legal Name] Worker Monitoring, Time Tracking, and Location Notice Effective date: [Month Day, Year] This notice explains how [Company Legal Name] uses Joby and related tools for business operations, time tracking, job dispatch, customer service, safety, payroll review, route verification, and workforce management. Who this applies to: This notice applies to employees, contractors, subcontractors, technicians, dispatchers, managers, and other authorized users who use Joby or company-approved devices, apps, accounts, phone numbers, or systems. Systems that may be monitored: [Company Legal Name] may collect or review information from Joby and related systems, including: - Clock-in and clock-out times - Break times and shift records - Job, lead, customer, and route assignments - GPS proof collected at clock-in, clock-out, job events, or related time entries - Live location while the user is clocked in and live tracking is enabled - Route history during clocked-in work time - Device/app metadata such as timestamps, accuracy, app version, and network/device status - Calls, SMS, voicemails, emails, notes, recordings, and transcriptions where those features are enabled - Login, audit, and security records Purpose of monitoring: [Company Legal Name] uses this information for legitimate business purposes, including: - Dispatching work and coordinating routes - Confirming job attendance and customer service activity - Reviewing time entries and payroll-related records - Verifying work activity, safety, and service quality - Investigating disputes, complaints, fraud, policy violations, or security issues - Maintaining business records and complying with law Live location: If live location tracking is enabled for your account, location may be collected while you are clocked in, including when the app is in the background or not visible on screen. Live tracking is intended for work-related use only while you are on duty. It should not be used to track you while off duty. Your responsibilities: You are responsible for clocking in and out accurately, taking breaks according to company policy, keeping your device permissions set as required for your job role, and reporting any incorrect time or location record promptly. Bring-your-own-device: If you use a personal device for work, Joby and related systems may process work-related app data from that device as described in this notice. [Company Legal Name] does not intend to access your personal photos, personal messages, personal apps, or non-work content unless required by law, investigation, device management policy, or your separate written agreement. Who can access the information: Authorized managers, dispatchers, administrators, payroll reviewers, HR/legal personnel, support personnel, and service providers may access information as needed for business, support, security, compliance, and legal purposes. Retention: Raw live location route points are retained according to company settings, currently [7/14/30] days unless exported, attached to another record, or retained for legal/compliance reasons. Time records, GPS proof attached to time entries, payroll reports, audit logs, call records, and customer records may be retained longer according to company policy and legal requirements. Questions or corrections: If you believe a time, location, payroll, or monitoring record is incorrect, contact [Manager/HR Contact] at [email/phone] as soon as possible. Acknowledgment: By signing below or continuing to use Joby after receiving this notice, I acknowledge that I received and reviewed this notice. I understand that [Company Legal Name] may use Joby and related systems as described above, subject to applicable law and company policy. Worker name: __________________________ Signature: ____________________________ Date: _________________________________

Before enabling live tracking or expanded monitoring, Customer should: - Add the final notice to onboarding packets and employee/contractor handbooks - Obtain written or electronic acknowledgments where required - Post the notice where required by local law - Train managers not to use monitoring data for unlawful discrimination, retaliation, or off-duty tracking - Confirm BYOD rules if workers use personal phones - Confirm union, contractor, franchise, and state-specific requirements - Set a raw route retention window that matches business need - Document who can access reports and exports - Provide a correction process for disputed time/location records

Ask counsel to review: - Whether the template satisfies states where workers are located - Whether separate consent is needed for GPS, call recording, transcription, AI voice, or BYOD - Whether off-duty tracking controls are sufficient - Whether record retention aligns with payroll, tax, employment, and litigation hold duties - Whether contractor/subcontractor language should differ from employee language - Whether union, collective bargaining, or works council obligations apply - Whether payroll decisions require extra review before relying on Joby records