The strongest example of excessive monitoring by the employer is C. An employer who installs video monitors in physical locations, such as a changing room, to reduce the risk of sexual harassment. This would be considered an unreasonable invasion of employees' privacy, as it would violate their legitimate expectation of privacy in a place where they change their clothes. Such monitoring would also likely violate the Electronic Communications Privacy Act (ECPA), which prohibits the interception of oral communications without consent or authorization. Moreover, such monitoring would not be justified by a legitimate business interest, as there are less intrusive ways to prevent or address sexual harassment, such as policies, training, and reporting mechanisms. References:
* [IAPP CIPP/US Study Guide], Chapter 4: Workplace Privacy, pp. 109-110.
* IAPP CIPP/US Body of Knowledge, Section IV: Workplace Privacy, Subsection A: Employee Privacy Expectations, Topic 1: Employee Monitoring.
* IAPP CIPP/US Practice Questions, Question 134.