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Ever since it emerged on a widespread basis in the 1990s, electronic performance monitoring of employees has received significant scrutiny in the literature. This particular research examined the relationship among casino electronic performance monitoring characteristics, procedural justice, and service performance. In a sample of 237 casino employees, results are found to be consistent with the stated hypotheses. Feedback tone, whether the feedback was timely, specific, and constructive, opportunities to challenge, whether the company allows employees to appeal, and amount of monitoring, whether amount of monitoring is sufficient, were all positively related to perceptions of procedural justice. And perceptions of procedural justice were positively related to employee service performance.