|
|
The Data Protection Act 1998 ("the Act") is intended to protect personal data in both manual and electronic form.
Data Protection HR Resources | Last updated: 06/02/2012 16:09:00
|
The Data Protection Act 1998 ("the DPA") is intended to protect personal data in both manual and electronic form. It gives effect to the EU Data Protection Directive ("the Directive"), which aims to protect personal privacy during an era when p
Data Protection HR Resources | Last updated: 06/02/2012 11:46:00
|
When does the Data Protection Act apply?
Within the workplace, the Data Protection Act 1998 (the DPA) is concerned with information (or data) which an employer collects and keeps on any individual who works for them or who wants to do so or has
Data Protection HR Resources | Last updated: 16/01/2012 14:29:00
|
Introduction
The following guidance is to assist you to comprehend and comply with the Data Protection Act 1998 ("the Act"). Within the workplace, the Act is concerned with information (or data) that an employer collects and keeps on any individ
Data Protection HR Resources | Last updated: 16/01/2012 14:08:00
|
The use of social media can be a minefield, creating many issues for employers which are increasingly being seen in Tribunals. Employers who ignore the rise of this medium do so at their peril.
News Article | Last updated: 07/10/2011 13:38:00
|
Purpose and scope
This Policy gives detailed guidance on how the Company will process information about you, as its employee, and explains your rights to access the information we hold about you.
The Data Protection Act 1998 ("the Act") is de
Data Protection HR Resources | Last updated: 12/09/2011 11:40:00
|
DUE DILIGENCE QUESTIONNAIRE ON STAFF ISSUES
Please answer the following questions as fully as possible. In doing so, we appreciate that you will need to be mindful of the Data Protection Act 1998 implications of disclosing personal data and/or sensitive personal data. We, therefore, suggest that you use employee numbers instead of the names of your employees/workers in the early stages of this due diligence exercise. If you disclose information about a particular employee/worker on more than one occasion, please ensure that the same employee number is used.
?
1. Schedules of Employees, Directors and Workers
1.1 EMPLOYEES
Please produce a schedule containing the following information about every employee (including part-time employees) affected by the impending transfer (‘the Employees') to the extent that it is applicable to each employee (‘the Employee Schedule'):
TUPE HR Resources | Last updated: 03/08/2011 11:46:00
|
Legal background
The rights and responsibilities contained in the Policy arise from various pieces of legislation.
The Data Protection Act 1998 ("the Act") gives employees the right to know if their employer is processing data about them and the right to view that data. Employers are under an obligation to treat all data protected by the Act in accordance with the data protection principles, including ensuring that the data is relevant and not excessive.
Any employer who is monitoring email and internet use or recording telephone calls will fall within the scope of the Act. To process the data, the employer will either have to obtain the consent of the employee or fulfil one of the stringent conditions of the Act, for example, that such monitoring is necessary to ‘protect the vital interests' of the Company. However, although this will be sufficient when you are monitoring for reasons of security, it is unlikely to be so if you are simply monitoring employees' activities.
The Human Rights Act 1998 goes some way to implementing the articles contained in the European Convention of Human Rights into UK law. This includes the right to respect for private and family life, home and correspondence (essentially the right to privacy) and the right to freedom of expression.
The Courts must interpret all legislation (both past and future) consistently with the rights enshrined in the HRA 1998, as far as this is possible. Employees may therefore be able to rely on the Act if monitoring and surveillance appear to interfere with those rights.
Data Protection HR Resources | Last updated: 27/07/2011 11:01:00
|
[COMPANY NAME]
EQUAL OPPORTUNITIES MONITORING QUESTIONNAIRE
We are committed to providing equal opportunities and our policy is to ensure that no job applicant or employee receives less favourable treatment because of sex, pregnancy and maternity, race, colour, national or ethnic origin, marital status and civil partnership, disability, sexual orientation, gender reassignment, religion or belief, age or trade union membership.
To help us to monitor our policy please provide details below. This information will only be used for this purpose and will be kept in accordance with the Data Protection Act 1998.
Discrimination HR Resources | Last updated: 20/07/2011 15:02:00
|
The case of BSkyB Limited v EDS (now HP Enterprise Services UK Limited) was not under the radar of employment lawyers or HR professionals as, on the face of it, it seemed to have no relevance in the employment sphere. However, the judgment released
News Article | Last updated: 01/04/2010 15:11:00
|
|
|