Updated to take account of the General Data Protection Regulation, in force from 25 May 2018, including a new section to explain how personal data will be handled when monitoring the workforce's use of the organisation's hand-held or portable electronic devices.
Updated to take account of the General Data Protection Regulation, in force from 25 May 2018, including a new section to explain how personal data will be handled during monitoring of email and internet use.
In Barbulescu v Romania  IRLR 1032 ECHR, the Grand Chamber of the European Court of Human Rights held that the Romanian courts failed to afford adequate protection to the art.8 rights of an employee who sought to challenge his dismissal following a monitoring exercise by his employer.
In this Romanian case, the Grand Chamber of the European Court of Human Rights (ECHR) has held that monitoring the employee's private use of a business messaging account amounted to a breach of his right to private life and correspondence under art.8.
This tribunal decision concerns a long-serving employee who was dismissed for making derogatory comments about his colleagues and his employer that he had posted on Twitter up to three years previously.
The Employment Appeal Tribunal (EAT) has considered the fairness of a dismissal for uploading obscene material onto a work cloud storage account, when the employee argued that password sharing was "widespread" in his workplace.
In Barbulescu v Romania  IRLR 235 ECHR, the European Court of Human Rights held that an employer did not breach its employee's human rights when it monitored his private use of a business messaging account.
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