Employment law support on
following best practice for data protection for employers
Most of the principles should be adopted by employers as they are no more than best practice. Data Protection is provided under the Data Protection Act 1998 (DPA).The Employment Practice Data Protection Code was designed to develop a culture in which privacy, data protection security and maintaining the confidentiality of personal information are all taken seriously by employers. The code applies to all businesses large or small which employ staff.The employer has an obligation to protect information they have and the employee has the right to know what information is being held and why.
At Q&A Law we understand the data protection act and with our comprehensive services you'll find the answers to your questions along with a law guide, a step-by-step process guide, letter templates and policy documents to enable you to deal with all your data protection requirements. This is supported by your own solicitor available on the telephone or by email. We are so confident that we will be able to help your business, that you can call us today for your free introductory advice session on 0845 686 8480.
We can help answer questions such as:
Do the regulations apply to all people on fixed term contracts?
What is the maximum duration of fixed term contracts?
What can an employee do if they feel they are being treated less favourably?
How do you dismiss somebody on a fixed term contract?
Who and what is involved in data protection?
When do the data principles apply?
What is personal data?
What are an employer's obligations?
What are the employee's rights in this process?
Do I need to notify the Information Commissioner?
What happens if the employer fails to notify the Commissioner when they should?
What can an employee do if the employer fails to process data in accordance with the data protection principles?
Who do I deal with, with a request that also concerns the third party?
An employee has requested to see all information held which names him. Do we have to disclose this?
How do we deal with police requests for further information about an employee?
How do we manage the data?
Do we need the workers consent to keep general employment records?
What does the Data Protection Code set out as good practice?
We outsource the processing of information to third parties. What do we need to be careful of?
Who can access the information?
How should we retain records?
Can the worker apply to the commissioner?
Can a worker apply to the civil courts?
Can an employer make checks on the quantity and quality of work produced by the workers before performance monitoring?
Should we have a policy on monitoring surveillance?
Does this apply to emails and internet use?
Does the code of practice set out any core principles?
Do we need to carry out impact assessments?
What does monitoring include?
Are there any implications under the European Convention on Human Rights?
Will it be a good idea to have written policies?
How do we avoid the risk of computer viruses?
Can contracts be entered into by email?
Can jokes or pornographic images give rise to complaints for harassment?
Can I allow personal use of the internet?
Can we discipline for unauthorised access?
Can we open mail?
Can we use cctv monitoring?
Does in-vehicle monitoring need to comply with the Data Protection Act?
Can we obtain records of an employee if they have a criminal record or ascertain whether they have a criminal record?
Call Iain or one of his team of solicitors today to discuss how we could help you.
01707 444 450 or email us here
