As long as "right to work" (anti-unionization) and "at-will" (immediately fired for no reason, or any reason listed as non-protected) states exist, those states will be free to implement whatever checks on employees.
And they will be free to make decisions on this data without ever disclosing it, hence the 'at-will' status of the state. And if they are put in a position of court, the company will have ample data to show cause, even if the employee never explicitly approved or knew.
The 'right-to-work' also protects companies since unions that are formed can't force employees to pay into the union... Yet the union must negotiate for all employees, including the ones who refuse. In this way, "right-to-work" is a way to drain and kill unions by attacking their solvency.
Perhaps through Europe, their governments care more for workers. In the US, I have no illusion that the local governments, the state government, the federal government, or the company I work for truly cares for us workers. The worse times shows just how little we workers are thought of.
(Edit: And I deal with, as a system administrator, that no demographic or monitoring shows how we are performance-wise. If you count closed tix/day, each job gets split into X tickets for number bloating. Time to close is also sad because some tickets are autogen'd or long term projects. And like plumbers, our jobs aren't noticed UNTIL the 'shit' is backing into the sink.
I've proposed only counting internal and external customers' time in our group, but that too encourages us to blame and bounce tickets to other groups to stop the clock.
Tl;Dr. Sysads are even more fucked than devs that can show feature/ticket over time. We can't show 'crisis averted/ticket/time'.)