My personal red line is when the employer insists a camera has to always be on in the working area. That's when I tell 'em, as nicely as possible, with an "aw shucks I'm terribly sorry", that they're gonna have to pay rent.
Florida company got sued for doing it, not because they were doing it, but because they were doing it to someone who was in the Netherlands. NE law overrides right-to-work, even for a US employee, because it's in NE territory.
<Redacted_Name_of_Defense_Prime> subsidiary had a department that did it - "do not turn off computer, do not block camera, if camera inoperative get one from IT" - but it was only for full time WFH staff. Supposedly the machine wouldn't boot up all the way without the camera coming on.
US employees in right to work states probably don't have a legal argument against this. And as always, if you do bring legal action, you're blacklisting yourself pretty badly. Whistleblowing, ethics complains, lawsuits are first filter passes for HR; hell, even for current employees, central "Ethics Hotlines" fire back caller IDs right back to local HR. So the troublemakers can get on the pink slip short list; doesn't hurt that the typical "troublemaker" is mid-late career, so it saves more money too.
Sure, that's a shambling pile of DFARS violations, but that doesn't keep it from happening.
