It is becoming increasingly common for employees in the Netherlands to record the smartphone conversations they have with their employers in order to collect evidence, exert some pressure, or for use in court proceedings, including for dismissal.
While employers generally provide some form of notice of electronic monitoring, as a matter of practice, in their employee handbook, New York now requires transparency about workplace monitoring as a matter of law.
A discussion of steps employers can take in advance of the CRPA compliance deadline, including building a CPRA compliance team, data retention, vendor management and watching for other state law developments.
A discussion of new vendor contracting issues related to the CPRA, such as both requirements and recommendations for provisions to be included in the necessary addenda to vendor or service agreements.
Employers that want to rely on the app would do well to draw up a policy covering the measures for providing a safe workplace. If it is necessary to know who has been vaccinated, tested and/or who has recovered, the use of the app likely is justifiable.
The “Purge Rule,” retention schedules, and data breach risk. Kwabena Appenteng explains what could be the most burdensome compliance requirements for employers.
Companies that hire employees and engage independent contractors in California should brace for a significant slowdown in background checks that include criminal record searches in California state courts.
The California Privacy Rights Act, which goes into effect on January 1, 2023, grants six new rights to California residents in their roles as employees, applicants, independent contractors, and other human resources members.
