The Data Protection Act 1998 requires that employers follow various data protection principles when handling employees’ personal data.
An employee has the right to request access information kept about him or her by the employer, including personnel files, sickness records, disciplinary or training records, appraisal or performance review notes, and emails or documents in which the employee is the focus. Such requests are known as “data subject access requests”.
Sarah-Marie Williams, solicitor at Clyde & Co, answers questions about keeping sickness absence records
A public sector user group has produced guidance for complying with the Freedom of Information Act.
Failing to ensure that temporary staff sign IT policy and procedure statements could cost organisations dear.
Beverley Whittaker, commercial lawyer at law firm Stevens & Bolton, explains what the Freedom of Information Act will mean for employers
Guidance on obtaining and handling information about workers’ health has been published by the Information Commissioner’s Office (ICO). The fourth...
Sue Weekes helps simplify the principles of the data protection minefield
Research into security threats from the CBI and security technology company QinetiQ rated danger to IT infrastructure as the biggest fear of UK managers. Using technology to protect company information is clearly important, but what role does HR have to play? Daniel Thomas investigates
The European Union’s first dedicated anti-fraud commissioner has promised to deal speedily with future cases of whistleblowing in Brussels, as...
The Information Commissioner’s Office (ICO) has published a guide to data protection for small businesses, in a bid to make...
The Information Commissioner’s Office (ICO) has published a guide to data protection for small businesses in a bid to make...
It pays to know the difference between data protection and the protection of data.
Sherlock
Holmes and a whole pack of sniffer dogs would be little use in the fight
against ‘cyber-crime’. But fortunately,...
Company e-mails are increasingly turning up in court as evidence in litigation cases. To help employers protect themselves, HR must ensure that company e-mail policies are watertight.
