In a recent decision (deliberation CNIL May 30, 2013 n°2013-139), the French Data Protection Agency (CNIL) sanctioned a company for implementing a CCTV system without informing employees and because the CCTV enabled the constant monitoring of one employee making the recording disproportionate to the goal pursued. The CNIL also sanctioned the company because it failed to implement an adequate level of security of the data housed on its systems.
employment
NY Court of Appeals Permits Warrantless GPS Tracking of Government Employees
Posted on
On June 27, 2013, the NY Court of Appeals held that the state can use GPS tracking to monitor its employees during working hours without a warrant. Click here to read Proskauer’s Employment Law Counseling & Training Group’s discussion of the recent case.
Katharine Parker Discusses Employer Access to Employee Social Media Accounts with the Christian Science Monitor
By Proskauer Rose on
On April 11, 2012, Katharine Parker, a partner in Proskauer’s Labor & Employment Law Department, discussed privacy concerns that arise when an employer demands access to its employees’ social media accounts.
…
Wrath of Quon?
By Proskauer Rose on
The June 18, 2008 Ninth Circuit panel decision in Quon et al. v. Arch Wireless et al., No. 07-55282 (9th Cir. June 18, 2008) has sparked a flurry of news reports and speculation regarding employers’ ability to monitor employees’ e-mails and text messages. In fact, the decision appears to change very little for private employers who wish to review employee communications stored on, or sent through, their own servers and computers. However, Quon does limit employers’ ability to request from third-party providers the contents of employees’ electronic communications.
Ninth Circuit Upholds NLRB Test for Unlawful Employer Surveillance of Union Activities
By Proskauer Rose on
In a unanimous panel opinion issued on January 28, 2008, the Ninth Circuit upheld the National Labor Relations Board’s (NLRB) newly-announced three-factor test for determining whether employer surveillance activity of potential union members is coercive and therefore in violation of the National Labor Relations Act (NLRA). The case, Local Joint Executive Board of Las Vegas et al. v. NLRB, No. 05-75515, — F.3d –, 2008 WL 216935 (January 8, 2008), involved two incidents of alleged surveillance of union activities at Aladdin Gaming, LLC, in which Aladdin officials conferred with employees in the cafeteria who had been presented with union cards.