The polygraph, better known as a “lie detector”, consists of a highly sensitive instrument, capable of continuously recording on graph different variables given as responses from the body of the person being tested Those responses of the body are given by the expansion of the thoracic cavity (pneumograph), Galvanic skin changes and responses (GSR) and, blood pressure and cardiac pulse (cardiosphygmograph).
The foundation on which the lie detector works, are those physiological changes that accompany emotional states, impossible to control by the will. It is these changes that the polygraph registers and not the lie itself. In general, with the polygraph, changes in respiration, skin resistance and heart rate are detected by graphs.
There are currently three main examination formats used in polygraphy, the most common method is the TOC comparison question technique, then we have the Relevant-Irrelevant IT technique and finally we have the undercover information technique called CIT, which includes the POT stress point test, and the stimulation tests and the GKT knowledge guilt test. With the Lie detector test uk you can find the best options open now.
Regarding its historical origin, there is no agreement on the date and inventor of the polygraph: some authors speak of the origins of the polygraph in 1902 and attribute the invention to James Mackenzie, other authors state that Marston began using it in 1915 under Professor Munsterberg’s address at Harvard. Notwithstanding that, the enormous contribution made by Leonard Keeler, a policeman in Chicago, United States, who between 1930 and 1940 manufactured a compact polygraph called the “Keeler Compact Polygraph” that allowed him to carry out polygraph tests.
Using The Lie Detector In Labor Relations
In our country, the polygraph exam has become a lucrative business that benefits certain people. Many companies compulsorily submit their workers to this test, including requiring that the cost be borne by the worker himself, and the purpose for which these tests are carried out are of the most varied:
- to discover the author of an assumption unlawful against your employer
- to dismiss the worker for his lack of loyalty
- to force the workers to subscribe settlement certificates in which their rights are not recognized etc.
In short, the polygraph applied to labor relations has had a negative effect that greatly hurts the worker because he is being subjected to a non-legal, and therefore illegitimate, unconstitutional procedure, whose effectiveness and accuracy have been the basis for are discarded as evidence.
Another aspect that must be observed in labor matters, regarding this malicious application of the polygraph, is precisely that referred to the principle of good faith, existing in labor relations. This principle of good faith, which is general, requires observing an attitude of respect, loyalty and honesty, in the legal process both when a right is being exercised and when a duty is being fulfilled. In general, it is indicated that good faith translates into a state of mind, by which the illegality of conduct or legal position is ignored.
The UK Supreme Court defines good faith as a general principle of law that imposes behavior adjusted to ethical valuations, becoming a criterion for evaluating conduct to which compliance with obligations must comply, which also govern in labor law, so that employers and workers have the right to expect loyal action from the counterpart, trusting and trusting that their performance is socially and contractually correct.