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I don't think this is correct - even under the GDPR. If the company has good reason to look inside someone's mailbox (I don't think the bar for that is particu

I don't think this is correct - even under the GDPR. If the company has good reason to look inside someone's mailbox (I don't think the bar for that is particularly high for a company email account) then any personal data they encounter would be being processed under "legitimate interest" as long as they don't do anything unnecessary with it in order to achieve whatever it was they were doing.

hef19898 3y ago
Tue bar is actually quite high. Teo things can block it: if there is a workers council, it has to approve surveillance of an employees use of IT systems. That surveillance can only be target to specific, named users and for specific purposes, almost like a mini search warrant. If there is no workers council, at the latest stage a court will have a very, very close look at what isbpresented as evidence. The middle ground is an affected employee's lawyer and the employer. Result being, that kind of comms / IT surveillance is basically never happeneing. Which is a very, very good thing!
- bennyelv 3y ago
  You need to be specific about what legal jurisdiction you're talking about here then - the world is a very big place and different laws apply. I'm not aware of any EU wide laws that prevent what you're talking about here. In the UK an employment contract will state that the employer can monitor your activity if they need to and this is completely legal. Source: https://www.gov.uk/monitoring-work-workers-rights https://www.gov.uk/monitoring-work-workers-rights In some countries (Germany springs to mind) there are much stricter rules. A blanket statement like the one you've made here is not correct unless you're being very specific about where you're talking about.
  - hef19898 3y ago
    Germany it is, should have mentioned that.
abwizz 3y ago
this was way before gdpr. more like employee rights. employer cant just come by and snoop throu your drawers either.

hef19898 3y ago

Tue bar is actually quite high. Teo things can block it: if there is a workers council, it has to approve surveillance of an employees use of IT systems. That surveillance can only be target to specific, named users and for specific purposes, almost like a mini search warrant. If there is no workers council, at the latest stage a court will have a very, very close look at what isbpresented as evidence. The middle ground is an affected employee's lawyer and the employer. Result being, that kind of comms / IT surveillance is basically never happeneing. Which is a very, very good thing!

bennyelv 3y ago
You need to be specific about what legal jurisdiction you're talking about here then - the world is a very big place and different laws apply. I'm not aware of any EU wide laws that prevent what you're talking about here. In the UK an employment contract will state that the employer can monitor your activity if they need to and this is completely legal. Source: https://www.gov.uk/monitoring-work-workers-rights https://www.gov.uk/monitoring-work-workers-rights In some countries (Germany springs to mind) there are much stricter rules. A blanket statement like the one you've made here is not correct unless you're being very specific about where you're talking about.
- hef19898 3y ago
  Germany it is, should have mentioned that.

abwizz 3y ago

this was way before gdpr. more like employee rights. employer cant just come by and snoop throu your drawers either.