Module 8 - Compliance Considerations Flashcards

1
Q

What are the four bases upon which an employer can legitimise processing of employee data?

A

Personal data:
- Legitimate interests.
- Performance of employment contract.
- Performance of an employment law obligation.
- Consent.

Special category data:
- Explicit consent.
- Employment law.

Consider local MS law for employment data storage considerations.

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2
Q

What considerations are relevant to bring-your-own-device arrangements?

A
  • Provide employees notice of BYOD requirements.
  • Implement a BYOD policy.
  • Assess, identify and overseee storage of data and attendant security consideration.
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3
Q

What four considerations are relevant to employee monitoring?

A
  • NECESSITY - Is a less intrusive method available?
  • LEGITIMACY - Are there lawful grounds for monitoring?
  • PROPORTIONALITY of monitoring measures.
  • TRANSPARENCY of monitoring measures.

Generally, where surveillance is lawful, the rights and freedoms of the DS should still be respect (article 23, GDPR).

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4
Q

What considerations are relevant to the usage of CCTV?

A
  • Local law details specific CCTV requirements.
  • If there is large scale processing of data then a DPIA is likely to be required.
  • Consider the proportionality of CCTV monitoring.
  • CCTV-related processing must also be transparent - consider signposting of CCTV.
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5
Q

Under the Electronic Privacy Directive, how must direct marketing be legitimised?

A

B2B direct marketing:
- Postal - Opt-out must be available;
- Phone - Opt-out must be available;
- Digital - Opt-out must be available,

B2C direct marketing:
- Postal - Opt-out must be available;
- Phone - Opt-out must be available (subject to checking TPS);
- Digital - Opt-in (or ‘soft opt-in’) must be secured.

Cookies - Opt-in required (except where necessary - developer determines what is necessary).

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