As the COVID-19 pandemic evolves, companies should not lose sight of the privacy, data protection and cybersecurity implications of the new and sudden digital reality. This Action Plan sets out some key issues and recommendations to consider as your business manages this rapidly developing dynamic and considers protocols to support the workforce and mitigate risk in a transition back to work. (more…)
The novel COVID-19 global pandemic continues to raise numerous issues for employers and consequences for employees across all industries. This situation is without precedent in modern times and is extremely dynamic with rapidly occurring new developments, guidance and issues that will impact employers. In this webinar, we consider the privacy and employment law issues for employees returning to work, and discuss strategies to deal with this situation in a holistic and coordinated manner.
The COVID-19 pandemic poses unprecedented challenges for employers. Businesses must walk the line between keeping workers safe and respecting their privacy. How do employers ensure a safe and healthy workplace? And how do they manage layoffs, furloughs and benefits in this rapidly deteriorating economic environment? Our latest episode of The Sidley Podcast grapples with those questions and many others. Join host and Sidley partner Sam Gandhi as he speaks with two of Sidley’s thought leaders on the critical issues that employers face—Wendy Lazerson, co-chair of Sidley’s Labor and Employment practice, and Kate Heinzelman, who advises clients on privacy and cybersecurity issues.
A discussion on the latest European and U.S. privacy and employment law issues with COVID-19 and strategies to deal with this situation in a holistic and coordinated manner. In particular, we consider the latest guidance from Data Protection Authorities, how to develop a privacy protocol that deals with the GDPR and U.S. privacy issues and UK and U.S. employment law issues and latest developments related to COVID-19.
In light of the ongoing Coronavirus (COVID-19) pandemic, the ICO has today issued guidance on “Data protection and coronavirus: what you need to know” for data controllers. The ICO has also published advice for healthcare practitioners. Guidance has also been issued by many other Data Protection Authorities in other European countries. (more…)
This post seeks to help parties navigate issues arising from COVID-19 risks from an employment and privacy law perspective in both the United States and Europe.
Novel coronavirus (COVID-19) presents significant issues for employers to navigate and significant consequences for employees across industries as COVID-19 reduces consumer spending, disrupts supply chains and presents challenges for managing workforces globally. Employers should be aware of their responsibilities and proactively put in place action plans to address this growing problem. Designing these plans, and addressing requested or mandated leaves and other restrictions on employee work, presents myriad employment law issues that may vary by jurisdiction. Employers are also likely to confront privacy questions as they seek information on employees’ and others’ health and travel across jurisdictions. In developing a plan, employers will want to consider these issues in a holistic and coordinated manner.
With less than three months to go before amendments to California’s far reaching data privacy law need to be signed into law, the CCPA landscape may be changing yet again, as several amendments debated in the state Senate Judiciary Committee on July 9th underwent significant modifications. Eight proposed CCPA amendments were on the committee’s agenda, and several were hotly debated in an hours-long session that extended late into the night. In the end, two of the bills had substantive modifications, another was stalled, one was defeated, and the rest made it out of the committee, with limited changes. Here we summarize the highlights.
On 5 September 2017, the Grand Chamber of the European Court of Human Rights (the “ECHR”) overturned the previous decision of the ECHR (sitting as a Chamber) and ruled that the Romanian courts had failed to strike a fair balance between the interest of an employer to monitor its employees’ electronic communications to ensure the smooth operation of the company and the employee’s right to respect for his private life and correspondence under Article 8 of the European Convention on Human Rights. However, in a question and answer section on its website the EHCR made it clear that the ruling does not mean that employers cannot monitor employee’s communications at work. Employers may still monitor their employee’s communications as long as such a measure is accompanied by “adequate and sufficient safeguards against abuse.” (more…)