Would you ever pay your employee in ether? If yes, here you will find the right template(s).
Some guidance on activities that typical pose some threats to private people’s privacy rights:
- Recruitment – use of social media during the recruitment process to investigate candidates,
- In-employment (or post-employment) screening regarding employees and their private life through the use of social media,
- Monitoring Information and Communications Technologies (“ICT”) usage in the workplace – trhis hsould be addressed in a Data Protection Impact Assessment,
- Monitoring ICT usage outside the workplace – e.g. into the domestic sphere through homeworking, remote working, “bring-your-own-device” policiesand so forth,
- Monitoring time and attendance,
- Video monitoring systems – employers can still reduce camera sizes to avoid monitoring the worker’s facial expressions;
- Monitoring vehicle usage – (e.g. tracking data about the location and driver behaviour),
- Disclosure of employee data to third parties, and
- International transfer of HR and other employee data – beware of cloud-based applications and services.
French employment law: yes, it is possible but you need a bespoke proxy.
The Netherlands: all new contracts will be subjects to the following (while already pre-existing ones will have one year -1/7/2017 to 1/7/2018- to adapt-):
- each company shall have a company GP
- employees shall be able to demand (and obtain) a second comment from a different ocmpany-GP at the expenses of the employer
- each GP must have a complain form available in case employees asks for one
- upon breach –> penalties for the employer
- employees shall be able to demand a GP visit even without the permission of the employer.
Minimum gross salary in the Netherlands updated for employees aged 22 (instead of 23) at least:
€ 1565.40 per month;
€ 361.25 per week;
€ 72.25 per day.
Insult in addition to injury: despite the critics for low payment to taxi drivers, Uber just found out it mispaid them (and rounded -guess- down their “salaries”). 2 and a half years in the whole NYC will cost roughly $900m.
What a pity employees cannot apply to an employemnt law court!
Germany is reaching the standards of the EU GDPR quite soon. The topics being ruled are:
– Processing of employee’s data
– automated decision thinking
– Rating agencie and scoring
– Data subject rights
– Data protection officer
Utrecht, the Netherlands: a citizen on social security benefits denies request to unwear the niqab (hiding the whole face) when offered a training to find employment. Her benefits are therefore reduced for 2 months.
Finally a good news for fair employment in Europe! Uber is declared as a service equal to taxis and, therefore, subject to the same requirements and licenses, according to Maciej Szpunar, AG at the EUCJ after a lawsuit against Uber in Spain.
Once and for all, Uber is not a Tech commpany at all! It’s a transport commpany, therfore subject to its authorities and regulation.
How do you tell if an employee has illegally accessed an IT system to extract data to be sent out by e-mail later on?
Answer: ifthe company prohibits it by means of a policy.
The marvels of Italian law.