Since the introduction of GDPR, organizations seeking or already implementing employee tracking in the EU have been seeking legitimate answers to questions such as:
Is employee monitoring software legal under GDPR, what are the GDPR requirements and how can I apply it to my employee monitoring process? This article from MonitUp experts answers the questions above and how MonitUp meets GDPR compliance goals.
What is GDPR?
In short, the General Data Protection Regulation (GDPR) came into force on May 25, 2018 to protect the data and privacy of all European Union citizens. GDPR, including but not limited to (names, photo, email address, bank information, social media posts, medical information or a computer IP address) from EU companies or organizations and those outside the EU that monitor or provide goods/services (paid or free) to EU individuals It sets guidelines for all businesses that collect and process all personal data, including but not limited to.
Penalties for any data breach can cost up to 4% of a company's worldwide annual revenue, or €20 million.
To avoid these penalties, a company must be able to demonstrate:
Is employee monitoring software legal under GDPR?
The quick answer to the question is yes. Using software to monitor employees is legal under GDPR laws. Employee monitoring software is a vital tool to ensure business efficiency, protect sensitive data and ensure the proper use of company assets. That said, any solution used to monitor employees will have to do with names, internet usage, email traffic, etc. They must be GDPR compliant as they collect data that is considered personally personal, including
GDPR principles to follow when using employee tracking software
Concerning employee monitoring, the General Data Protection Regulation (GDPR) requires that businesses dealing with personal data processing must abide by seven fundamental principles to ensure that their monitoring practices comply with national and EU data protection laws:
This principle requires transparency, fairness and legality in the processing and use of personal data. Employers have a duty to be transparent to their employees about why they collect data, how it is collected and what it will be used for.
Purpose limitation
The purpose of data collection must be legitimate, clear and unambiguous.
An employer must accurately determine the purpose of monitoring and the business interest that monitoring seeks to protect. Doing so puts them in a better position to justify the measures from a legal and practical perspective.
Data minimization
To minimize the collection and storage of personal data. Personal data collected should be as little as possible to avoid any privacy breach. The personal data to be collected must be "sufficient, relevant and limited only for the intended purpose".
Note that under GDPR, businesses must justify the amount of data collected.
Truth
Businesses must ensure that outdated and outdated data is not retained. Also, GDPR states that every false personal data must be deleted or corrected within 30 days. Personal data "must be accurate and kept up to date where necessary."
Storage limitation
This principle is about minimizing data and states that personal data should not be "kept longer than necessary in a form that allows identification of data subjects". Simply put, any personal data collected should only be retained for as long as necessary to achieve the purposes for which the data was collected.
Security, integrity and confidentiality
This policy is about security only. Businesses must ensure that all appropriate measures are taken to ensure the security of personal data. GDPR states that organizations treat personal data "in a way that [ensures] appropriate security", including "protection against unlawful processing or accidental loss, destruction or damage."
Responsibility
This policy requires organizations to be responsible for the information under their control and to ensure their adherence to GDPR principles. This means that all measures for the collection and processing of data must be comprehensively documented and comply with the law.
How does MonitUp meet GDPR requirements?
Employee monitoring software
It is imperative to ensure the confidentiality and security of the data obtained through MonitUp meets GDPR requirements without unduly violating employee privacy by:
MonitUp tracking process is completely transparent
Transparency is required under GDPR laws when processing personal data. Alongside the software package, MonitUp provides employee monitoring handbooks and detailed policies, providing transparency for employers who want to inform employees about the monitoring process that will be implemented within the organization. Also, MonitUp allows users to choose when to watch. Employees can be given access to their own reports to see what has been tracked.
MonitUp's tracking intent is focused on increasing productivity
Non-invasive, pure productivity monitoring is the focus of MonitUp employee monitoring software. MonitUp collects as little personal data as possible. The data collected relates to the intended business purpose and is limited. For example, MonitUp does not save or store any passwords to avoid security and privacy issues.
MonitUp takes appropriate measures to protect collected data
MonitUp has built-in data security features to prevent data leaks. All captured information is stored in an encrypted database with password protection. User records can also be deleted at any time.
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MonitUp helps organizations meet all the requirements of GDPR and guarantees full compliance as businesses meet their corporate goals.
Disclaimer
This article provides general information only. This information is for general understanding only and should not be used as legal advice. Please consult your attorney for professional legal advice.