摘要
在信息安全问题频发的互联网时代,个人信息保护在职场中呈现出一定的特殊性。但由于我国现行法律并未对职场中的个人信息保护进行专门规定,劳动者个人信息保护制度尚不健全,导致劳动者个人信息保护在行为处理边界、不当处理行为界定以及用人单位责任承担等方面存在诸多实务困境。因此有必要通过确定“负面清单”和“时间上限”明确劳动者个人信息的处理范围,并通过完善告知同意规则防止处理范围的扩大。通过强化比例原则对处理目的、处理行为和处理方式的限制实现单位不当处理行为的界定。通过健全保护规则和完善责任认定明确用人单位的相关责任,实现对劳动者个人信息的充分保护和救济。
In the internet era,where information security problems are frequent,the protection of personal information presents certain particularities in the workplace.However,due to the fact that China’s current laws do not specifically stipulate the protection of personal information in the workplace and the personal information protection system of employees is not yet perfect,resulting in many practical difficulties in the protection of employees’personal information in terms of the boundaries of behavior handling,the definition of improper handling behaviors,and the responsibility of employers.Therefore,it is necessary to clarify the scope of processing of employees’personal information by establishing a“negative list”and a“time limit”,and to prevent the expansion of the scope of processing by refining a notification and consent rule.By strengthening the restrictions on the purpose,behavior and method of processing under the principle of proportionality,the definition of improper handling behavior by the unit is realized.By establishing protection rules and improving the determination of responsibility,the relevant responsibilities of employers are clarified,so as to achieve adequate protection and relief for employees’personal information.
作者
石文慧
张朝霞
SHI Wenhui;ZHANG Zhaoxia(Law School,Qingdao University,Qingdao,Shandong Province,266071)
出处
《山东工会论坛》
2024年第2期69-78,共10页
Shandong Trade Unions＇ Tribune
基金
山东省社科规划一般项目“山东省公益诉讼惩罚性赔偿适用效果评价研究”(项目编号:RZ2000003876)的阶段性研究成果。
关键词
劳动者个人信息
劳动关系
信息处理过度
劳动基准法
employeespersonal information
labor relations
excessive processing of information
Labor Standards Act
