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Protection of Privacy in Working life

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by

Teemu Uurinmäki

on 12 November 2014

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Transcript of Protection of Privacy in Working life

Protection of Privacy in Working life
HRM and Career development *E0058
PRIVACY.
GENERAL REQUIREMENTS FOR PROCESSING PERSONAL DATA
Personal data can only be used for employment connected matters
NO EXCEPTIONS!
Personal data firstly from him / herself
Collected data is for establishing reliability
HEALTH INFORMATION
The employer has the right to process information regarding the employees state of health
Information regarding employees health must be separate from other information
Employer can request a drug certificate from the employee if use of drugs is suspected
With the employees consent, the employer can request personality and aptitude tests for the employee.
CONFIDENTIALITY BETWEEN EMPLOYEE & EMPLOYER

The employee can open work related electronic messages forwarded to the employer
If the employee is restricted from working
(dead or worse)
, the employer has the right to retrieve emails that are meant for the employer from the employees care
The employee can't open messages that are meant solely for the employer
SCENARIO no. 1
CAMERA SURVEILLANCE IN THE WORKPLACE
For ensuring the personal security of the employees, the protection of property and the observation and investigation of insidents that endanger the employees and production process.
Cannot be installed in rest-rooms, changing-rooms etc.
Employees must be informed of the fact that they are observed.
Most of the surveillance data must be destroyed within one year from recording.
It's a sunny day in the wonderful city of Korso.
Poor Elina got sick and informed her employer of her sickness. She did not go to the doctor.
Elina didn't remember that her employer is one nosy bugger,
so the employer called Elina's husband, Jyrki, to confirm that Elina was actually sick.

Did the employer act correctly? If not, how should the employer proceed?
What about Elina, did she act correctly? Is her husband required to tell the employer?
SCENARIO no. 2
Employer suspected that his worker Janne was under influence of drugs while working in a supermarket as a cashier. The Employer immediately requested Janne to go to do the drug test and bring the drug certificate. Janne strictly refused and denied that he has used any drugs. (Janne was using drugs, because he is an idiot.)

What should the employer do?
What should Janne do?
SCENARIO no. 3
Situation is when the employer asks about the information of the employee, they would like to ask some questions about family plans, and health conditions.

Is it legal based on law of protection of privacy of working life in Finland?
THANK YOU.
Full transcript