{"id":35375,"date":"2024-12-11T14:43:17","date_gmt":"2024-12-11T14:43:17","guid":{"rendered":"https:\/\/www.pkf-attest.es\/noticias\/monitorizar-dispositivos-trabajador-2\/"},"modified":"2024-12-11T14:43:17","modified_gmt":"2024-12-11T14:43:17","slug":"monitorizar-dispositivos-trabajador-2","status":"publish","type":"noticias","link":"https:\/\/www.pkf-attest.es\/en\/noticias\/monitorizar-dispositivos-trabajador-2\/","title":{"rendered":"Is it legal to monitor corporate devices of working personnel?"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-1 wp-block-paragraph\" style=\"color:#000000\">Yes, the corporate devices of the working personnel can be monitored but with certain nuances. The Workers&#8217; Statute (article 20.3) recognizes the employer the power to establish labor controls. However, the control measures must be proportional and respect in any case the dignity and rights of the employee.<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-2 wp-block-paragraph\" style=\"color:#000000\">Therefore, the regulations require the employer to establish criteria for the use of devices in the workplace. For example, by drawing up a policy on the use of devices that includes, among others, the following aspects: authorized access to devices, permitted purposes (exclusively professional or also personal use), periodicity, manual or automated access, etc.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading has-text-color has-link-color wp-elements-3\" id=\"h-al-monitorizar-dispositivos-se-debe-comunicar\" style=\"color:#0f3780\">When monitoring devices, the following must be communicated<\/h2>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-4 wp-block-paragraph\" style=\"color:#000000\">This policy shall be implemented and communicated to the working personnel of the organization and evidence shall be collected to prove that this information has been effectively provided (for example, by signing the document).<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-5 wp-block-paragraph\" style=\"color:#000000\">In any case, it is essential that the organization has informed the worker about the control that is carried out through monitoring.<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-6 wp-block-paragraph\" style=\"color:#000000\">In this sense, the judgment of the High Court of Justice of the Basque Country declaring the nullity of a sanction against a worker and imposing a compensation of 7,501 euros for violation of fundamental rights is enlightening.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-7\" id=\"h-cuestiones-mas-relevantes-de-esta-sentencias\" style=\"color:#0f3780;font-size:20px\">Most relevant issues of this ruling:<\/h3>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-8 wp-block-paragraph\" style=\"color:#0f3780\">Key Facts:<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-9 wp-block-paragraph\" style=\"color:#000000\">&#8211; The plaintiff worked for a company, which informed him that a disciplinary case had been opened against him for using the company&#8217;s cell phone to access pornographic websites.<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-10 wp-block-paragraph\" style=\"color:#000000\">&#8211; Finally, a letter is sent to the employee describing the facts as very serious and proposing a public reprimand, a measure contemplated in the applicable collective bargaining agreement. Subsequently, a prior conciliation was held with the result of NO ADVANCE.<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-11 wp-block-paragraph\" style=\"color:#000000\">&#8211; The plaintiff filed an appeal before the Superior Court of Justice in which he alleges that the company: did not adequately detail the facts in the communications sent, generating a situation of defenselessness; that the infraction was already prescribed when the disciplinary file was resolved; that his right to privacy was violated since the company accessed the corporate cell phone without access protocol or authorization and without the presence of the plaintiff&#8217;s representative, which seriously affects his privacy.<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-12 wp-block-paragraph\" style=\"color:#0f3780\">Main Conclusions:<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-13 wp-block-paragraph\" style=\"color:#000000\">&#8211; Lack of specificity in the communication of the sanction: the company did not provide details on the exact dates or circumstances of the improper accesses to pornographic content, which generated defenselessness in the plaintiff.<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-14 wp-block-paragraph\" style=\"color:#000000\">&#8211; Lack of policies on the use of corporate devices: there was no policy or protocol prohibiting the use of company cell phones for private purposes.<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-15 wp-block-paragraph\" style=\"color:#000000\">&#8211; Expectation of privacy of working personnel: in relation to the above, i.e., in the absence of an express prohibition on the personal use of the corporate cell phone, working personnel may have a reasonable expectation of privacy with respect to its use.<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-16 wp-block-paragraph\" style=\"color:#000000\">&#8211; Infringement of the right to privacy (Article 18 EC): when an investigation is carried out on the employee&#8217;s browsing activities, the right to privacy enshrined in the EC is violated.<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-17 wp-block-paragraph\" style=\"color:#0f3780\">Resolution:<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-18 wp-block-paragraph\" style=\"color:#000000\">&#8211; Nullity of the penalty (Article 182.1.d) LRSJ).<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-19 wp-block-paragraph\" style=\"color:#000000\">&#8211; Compensation (article 183 LSJ): in the amount of 7501 euros.<\/p>\n","protected":false},"featured_media":12607,"template":"noticias-corporativa-single-post.php","categories":[],"tags":[214,212],"novedades_corporativa":[],"class_list":["post-35375","noticias","type-noticias","status-publish","has-post-thumbnail","tag-gdpr","tag-news","entry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.5 (Yoast SEO v28.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Can employee&#039;s corporate devices be monitored?<\/title>\n<meta name=\"description\" content=\"Yes, the corporate devices of working staff can be monitored but with certain nuances. 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