Whether an employee's alleged privacy “rights” are grounded in a constitutional or statutory provision or simply in corporate culture expectations, employers should always weigh their “need to know” with the employee's reasonable expectation of privacy. In doing so, not only will a more respectful and productive working relationship naturally result, but costly and needless litigation.
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Human Resources data for operating business functions – from payroll and benefits to global staffing and management development – because non-compliance with the requirements can subject the enterprise to financial penalties or even to data embargoes.
Accuracy and Retention of Employment-related Data Use of Employment-related Data of Existing Employees Disclosure or Transfer of Employment-related Data Transfer to Outside Professional Services Outsourcing of Human Resource Data Processing Sub-contracting out Employees’ Service to Other Organisations.