Posted in Employment Law, Privacy

ARTICLE 29 WORKING PARTY PROVIDES GUIDANCE ON PROCESSING OF EMPLOYEES’ PERSONAL DATA AT WORK

Some guidance on activities that typical pose some threats to private people’s privacy rights:

  1. Recruitment – use of social media during the recruitment process to investigate candidates,
  2. In-employment (or post-employment) screening regarding employees and their private life through the use of social media,
  3. Monitoring Information and Communications Technologies (“ICT”) usage in the workplace – trhis hsould be addressed in a Data Protection Impact Assessment,
  4. Monitoring ICT usage outside the workplace – e.g. into the domestic sphere through homeworking, remote working, “bring-your-own-device” policiesand so forth,
  5. Monitoring time and attendance,
  6. Video monitoring systems – employers can still reduce camera sizes to avoid monitoring the worker’s facial expressions;
  7. Monitoring vehicle usage – (e.g. tracking data about the location and driver behaviour),
  8. Disclosure of employee data to third parties, and
  9. International transfer of HR and other employee data – beware of cloud-based applications and services.

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