May 8, 2009
Corporate use of new technologies has not been aimed exclusively at
productivity gains and economic development. Monitoring devices and data
collection processes have been routinely used in order to control, evaluate,
discipline and in some cases unlawfully discriminate against employees. In order
to protect workers’ rights in the workplace, various international,
institutional bodies have emphasized employees’ right to “respect for private
life.” In addition, jurisdictions all over Europe have since been trying to find
the correct balance between the rights of the employer and those of the
employee.
Article 8 of the European Convention on Human Rights grants everyone “the
right to respect for his private or family life, his home and his
correspondence”. However, in Niemietz v. Germany, the European Court of
Human Rights extended this fundamental right to privacy to activities of a
“professional or business nature”, and it has been used ever since as a legal
basis for privacy protection in the workplace.
General Principles Governing Privacy in the Workplace
Under European law, workers’ rights to privacy are balanced with the
functioning of the company that employs them. The right of an employer to
control his employees is a logical consequence of the hierarchical relationship
between them. It is the use of data-collection devices in order to exercise such
power that is strictly controlled.
European Directive 95/46 is a good example of the legislative framework
within which data collection can occur. In order to be lawful, control methods
must be used for “specified, explicit and legitimate purposes” and be “adequate,
relevant and not excessive in relation to the purposes” for which they are used.
Workers or workers’ representatives must also have knowledge of the methods used
and give explicit consent. In addition, when analyzing the scope of a potential
privacy intrusion, European courts typically analyze and weigh four key factors:
the lawfulness, purpose, proportionality and transparency of the action in
question.
This framework has been transposed into national laws and applied by national
judges in several notorious EU cases, among which claims concerning video
monitoring and internet use have been predominant.
Electronic Communications
Most jobs in developed countries require the use of an internet connection,
placed at the disposal of the employee by the employer. Even though it is a
working tool, limited private use is generally tolerated. However, excessive use
of the internet for private purposes can undoubtedly affect the quality of an
employee’s work, and the question of balance between the employer’s right to
control and the employee’s right to privacy may arise.
For example, in a May 2000 decision, the Tribunal du travail de Bruxelles
ruled that an employer has the right to control the use of electronic
communications by an employee if that control is within the general principles
governing data collection. However, the judge also found that the repeated use
of electronic communication for purely private purposes does not necessarily
constitute a serious cause for dismissal, even when the employee’s work is
seriously impacted.
French judges recently found differently in a case where, as part of a
security check-up of the company network, the employer realized that the
employee’s work was affected by the amount of her private correspondence. The
check-up was judged to be a lawful cause for reviewing the private
communications of the employee. The volume of private communication was likewise
held to be a lawful cause for dismissal.
In light of these issues, European-based (and other) employers are generally
advised to implement a strict code governing internet use. Such codes and all
the control measures attached to them must also generally be communicated to
workers in order to ensure transparency.
Video Monitoring
Like electronic communications, the use of video cameras in the workplace
must fall within the general principles that govern data collection, which must
be strictly implemented.
For example, Belgian law states that video monitoring can only be used for
the following purposes: health and safety, protection of company goods, control
of the production process, or control of the workforce. Moreover, a video camera
cannot target employees specifically. In France, it is not only the workers’
representatives that must be informed and give their consent – use of a video
monitoring device in a private place must be declared to an independent public
body when the images are stored in a database. In addition, use of the recorded
images is restricted, and the data must not be stored for a period exceeding one
month.
By way of contrast, video monitoring of company premises in which employees
do not work (e.g. storage facilities) does not amount to a control
measure and is not subject to the aforementioned principles.
Validity of Evidence Gathered Unlawfully
An employer who gathers information proving a worker’s misconduct may be
tempted to use it as justification for the employee’s dismissal and as evidence
in court. Problems, however, may arise when such evidence has been gathered via
means that constitute a breach of the worker’s right to privacy.
For example, French jurisdictions tend to reject evidence gathered by
data-collection devices used unlawfully. In a case heard in 1991 by the Cour de
Cassation, an employee sued her employer for unlawful dismissal. The lower
courts found that the dismissal was indeed lawful, based on evidence gathered
with a video-camera hidden in a till. The Cour de Cassation overruled the
decision and decreed that evidence unlawfully obtained could not be used against
the employee.
Belgian jurisdictions held a similar view until a recent decision taken by
the Cour de Cassation on March 10, 2008. Here, the judge found that unlawfully
gathered evidence should not be automatically rejected, but could be taken into
account when, for example, the infraction is more serious than the unlawfulness
of the data-collection. The judge must, therefore, find a balance between the
two infringing acts.
Conclusion
Under European law, the right of employers to control employees is strictly
limited when such control is implemented via data-collection devices. Use of
such devices must be done within the legal framework that protects workers’
rights to respect for their private lives, which requires extreme caution in
determining the purpose and extent of private and other information to be
collected.
For further information or assistance in complying with EU and other
international workplace privacy protections, please contact any member of the
McGuireWoods’
International or Labor
& Employment teams, including attorneys in our
Belgium,
United Kingdom,
Romania
and Kazakhstan
offices.