法律的界线也还没有确定。律师们表示,企业通过可穿戴设备收集个人数据前,应该在员工知情的情况下取得员工的明确同意——在将这些数据与工作表现指标等其他数据进行关联前,还要进一步取得员工的同意。
Even then, there is a risk employees would feel implicit pressure to agree, says Daniel Cooper,head of the data privacy team at the law firm Covington.
科文顿•柏灵律师事务所(Covington and Burling)数据隐私小组主管丹尼尔•库珀(Daniel Cooper)表示,即使如此,还存在员工因感到隐性压力而勉强同意的可能性。
“Historically European regulators in the data protection area have been very sceptical you canever get a valid employee consent — they feel that for existing employees, [the relationship] isalmost inherently coercive.
“欧洲在数据保护领域的监管机构历来对此抱着非常怀疑的态度,认为你根本得不到切实的员工同意——他们觉得对于现有员工来说,(雇佣关系)几乎有一种固有的强制性。
How many workers would say yes, uncoerced, and under what conditions? PwC asked 2,000people recently: 40 per cent said they would wear a workplace wearable, rising to just over halfif they knew it would be used to improve their wellbeing at work.
在不强制的情况下,有多少员工会同意,又需要什么条件呢?普华永道(PwC)最近询问了2000人:有40%的人表示他们会佩戴工作场所可穿戴设备。如果他们知道这将用于改善他们的工作状况,这个比例会提高到略高于一半。
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