Dandi’s Post

Trust Through Transparency: Employee Data Protection with the DPDP Act Summary of my recent read from The Economic Times - ETHRWorld 🔒 Introduction of DPDP Act 2023: Aims to ensure ethical and legal data management practices, requiring companies to obtain consent before processing personal data, promoting transparency and accountability. 🛠 Impact on HR Practices: The Act may challenge traditional HR data utilization but is expected to enhance trust and accountability between HR and employees over time. 👥 Employee Privacy vs. Organizational Needs: Balances the privacy rights of employees with the legitimate data processing needs of organizations. 📋 Compliance Requirements: Companies need to train HR teams, adopt secure technology, and recalibrate compliance strategies to adhere to the new law. 💡 Role of Data in Business: Highlights the critical role of data in driving business success and the potential risks associated with its mishandling. 🔏 Data Fiduciary and Data Principal Definitions: Introduces concepts of data fiduciary (businesses) and data principal (individuals) and mandates secure processing of personal data. 🚫 Exemptions for Certain Legitimate Uses: Identifies scenarios where consent for data processing might not be necessary, like employment-related purposes. 📈 HR's Adaptation and Compliance: Discusses the need for HR departments to adjust practices, emphasizing training and the adoption of a company-wide approach to data privacy. 🖥 Technological Solutions for Compliance: Describes how companies are leveraging technology to protect employee data and ensure compliance with the DPDP Act. 🌐 Future Outlook and Evolving Compliance Landscape: Encourages ongoing education and adaptation to regulatory changes, highlighting the importance of internal and external compliance discussions and industry forums for staying informed. My recent article on DPDP: https://lnkd.in/d9SX6hFs #dpdpa #dpdpact #cisa #system #informationsecurityawareness #dataprotection #dataprotectionlaw #hr #hranalytics #hrcommunity #hrcompliance #hrconsulting #hrconsultants #dpdp #employeeengagement #employer #humanresourcesmanagement

In our previous post, we discussed the possible impacts that the APRA 2024 might have. Now let's take a look at the possible steps that HR departments can take to prepare for the American Privacy Rights Act 2024: 𝐑𝐞𝐯𝐢𝐞𝐰 𝐚𝐧𝐝 𝐔𝐩𝐝𝐚𝐭𝐞 𝐏𝐨𝐥𝐢𝐜𝐢𝐞𝐬: Ensure your policies align with APRA requirements, including provisions related to automated HR decision-making. 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐭𝐡𝐞 𝐈𝐦𝐩𝐚𝐜𝐭 𝐨𝐧 𝐀𝐈 𝐔𝐬𝐞: The law would require businesses to audit algorithms used for making decisions on hiring, performance evaluation, promotion, demotion, and termination. HR would need to ensure these algorithms are fair and non-discriminatory. 𝐏𝐫𝐨𝐯𝐢𝐝𝐞 𝐂𝐥𝐞𝐚𝐫 𝐍𝐨𝐭𝐢𝐜𝐞: You’d have to notify applicants and employees when AI is being used in HR matters, and allow them to opt out of the use of AI. The notice needs to be clear, conspicuous, and not misleading. 𝐏𝐫𝐞𝐩𝐚𝐫𝐞 𝐟𝐨𝐫 𝐎𝐩𝐭-𝐎𝐮𝐭𝐬: The law doesn’t spell out the acceptable workarounds for HR decision-making if an employee opts out. HR departments should prepare strategies for such scenarios. 𝐄𝐧𝐡𝐚𝐧𝐜𝐞 𝐃𝐚𝐭𝐚 𝐒𝐞𝐜𝐮𝐫𝐢𝐭𝐲 𝐒𝐚𝐟𝐞𝐠𝐮𝐚𝐫𝐝𝐬: This is an opportunity to review, test, and enhance the physical, technical, and administrative safeguards in place to secure company information, including personal data. These steps can help HR departments prepare for the potential changes that the American Privacy Rights Act 2024 may bring. It’s always a good idea to consult a legal expert to ensure full compliance with new laws. Please let us know if you need more information: https://lnkd.in/dXpyBdJw #BeyondBordersHR #BBHR #HR #HRConsulting #HRservices #HRAdvisory #GlobalHR #HROutsource #HumanResources #HRlaw #GlobalTeam #USA #USWorkforce #AmericanEmployees #APRA #Agreement #PrivacyAct #AmericanPrivacyRightsAct #GDPR #EU

🔷 Ensuring Data Integrity and Privacy in the HR space is imperative🔷 In today's digital landscape, where HR technology plays an integral role in talent management, prioritising data integrity and privacy is paramount. Here's why it matters 🔽 ▪ Protecting Confidentiality: HR tech houses a treasure trove of confidential information, from resumes to performance reviews. Upholding data privacy safeguards this information from unauthorised access, protecting individuals' privacy rights. ▪ Trust is Non-Negotiable: Candidates and employees entrust us with their personal and professional data. Maintaining data integrity and privacy builds trust, fostering positive relationships and enhancing employer brand reputation. ▪ Compliance with Regulations: Legal compliance is not just a checkbox; it's a foundation for ethical business practices. With regulations like GDPR, CCPA, and others, non-compliance can lead to severe consequences, including hefty fines. ▪ Mitigating Risks: Data breaches can have far-reaching consequences, ranging from financial losses to irreparable damage to company reputation. ▪ Proactive measures to safeguard data mitigate these risks, ensuring business continuity and resilience. ▪ Ethical Responsibility: Beyond legal obligations, there's an ethical imperative to treat individuals' data with respect and dignity. Embracing ethical principles in data management demonstrates corporate responsibility and integrity. Legal Ramifications 🔽 ▪ Non-compliance with data protection and privacy laws can lead to severe legal repercussions: including; ▪ Financial Penalties. ▪ Legal Action. ▪ Reputational Damage. Data integrity and privacy in HR is a fundamental aspect of ethical business conduct. By implementing robust data protection measures, we not only mitigate legal risks but also demonstrate our commitment to respecting individuals' privacy rights and fostering trust. dmu consulting ensure our clients adhere to legal requirements, thus mitigating risk and ensuring high standards are maintained. To find out more about how we can help, get in touch with us today! #dataprivacy #hrtech #dataintegrity #recruitment #compliance #ethics #privacy #risk #protection #hr

HR has a key role in enforcing Data Protection.What is an Employee Private Notice? Has your organisation issued a Privacy Notice to employees? What are some of the measures HR should take to enforce compliance? Why is Consent important? When is Consent invalid? What is the role of Technical & Organisational Measures (TOMs) in Data Protection Compliance? How would HR prioritize privacy Compliance in the budget? We will have a deep dive into data protection Compliance with Adv. Esther Kago, a legal & Data Protection Compliance Expert. Besides, a high impact & seasoned bench of ER/IR experts, Employment Lawyers and Employment & Labour Relations Court Judge will lead robust conversations on pertinent IR/ER topical areas including recent rullings from the ERL Courts that have greatly impacted the employment landscape. Book your space today for either physical or virtual attendance. https://lnkd.in/dsRTnJxi. ONLY 4 DAYS LEFT!

Are you navigating the complexities of GDPR in your HR department? 🛡️ Our latest blog offers a comprehensive guide to achieving GDPR compliance, highlighting key steps, a handy checklist, and common pitfalls to avoid. Perfect for HR managers and professionals! Read here: https://rpb.li/tcOp 💼 #HR #GDPRCompliance #DataProtection #HumanResources

I am delighted to share that my colleague Chris Cartmell and I were featured in ADP's ReThink magazine, discussing the impacts of GDPR and data protection laws on HR and payroll teams. As mentioned in the article by Anuj Srivas, data protection compliance is a continuous journey. With new technologies transforming HR delivery and driving automation, it's crucial that data protection strategies remain agile in order to enable #humanledtechpowered innovation and maintain trust in the way data is used. https://lnkd.in/eFyRyqKs #futureofwork #HRPrivacy #humanresources #HR #gdpr #dataprotection #privacy #gdprcompliance #humancentered #privacybydesign

Is employee monitoring permissible under UK law? Yes, employee monitoring is permitted in the UK. The Data Protection Act 2018 outlines six fundamental principles that employers must adhere to when monitoring their employees: 1. Monitoring must be conducted lawfully, fairly, and transparently. 2. The purpose of monitoring must be clearly defined, explicit, and lawful. 3. If personal information is involved, the collected data must be adequate, relevant, and not excessive. 4. Personal data must be accurate and kept up to date. 5. Personal data should not be retained for longer than necessary. 6. Information obtained through monitoring should be securely maintained. When considering employee monitoring, it's essential to respect employees' privacy and comply with data protection regulations. We recommend clarifying to employees what is being monitored and why. #HR #remoteworking (This text was originally authored by MAD-HR Ltd. Copyright © 2024 MAD-HR Ltd. All rights reserved. [Source](https://lnkd.in/eyRWShBR)

HR has a key role in enforcing Data Protection.What is an Employee Private Notice? Has your organisation issued a Privacy Notice to employees? What are some of the measures HR should take to enforce compliance? Why is Consent important? When is Consent invalid? What is the role of Technical & Organisational Measures (TOMs) in Data Protection Compliance? How would HR prioritize privacy Compliance in the budget? We will have a deep dive into data protection Compliance with Adv. Esther Kago, a legal & Data Protection Compliance Expert. Besides, a high impact & seasoned bench of ER/IR experts, Employment Lawyers and Employment & Labour Relations Court Judge will lead robust conversations on pertinent IR/ER topical areas including recent rullings from the ERL Courts that have greatly impacted the employment landscape. Book your space today for either physical or virtual attendance. https://lnkd.in/dsRTnJxi. ONLY 4 DAYS LEFT!

In Nigeria, employee privacy rights are protected under various laws and regulations. While employers have the right to monitor certain aspects of their employees' activities, there are boundaries that must be respected to ensure the preservation of privacy. Here are some key points to consider: 1. Consent: Employers must obtain consent from employees before implementing any monitoring measures that infringe on their privacy, such as video surveillance, email monitoring, or GPS tracking. Consent should be freely given, informed, and specific. 2. Personal Data Protection: The Nigerian Data Protection Regulation (NDPR) governs the collection, use, and storage of personal data. Employers must handle employee data in accordance with these regulations and ensure the security and confidentiality of the data. 3. Proportionality and Necessity: Employers should implement monitoring measures that are proportionate and necessary for legitimate business purposes. Excessive or unjustified monitoring may infringe on employee privacy rights. 4. Notification: Employees should be informed about the nature and extent of monitoring activities. Employers should clearly communicate their policies regarding employee monitoring to ensure transparency. 5. Email and Internet Usage: Employers have the right to monitor employee email and internet usage, but this should be done in a manner consistent with privacy laws. Policies should be in place, specifying acceptable use and informing employees about monitoring practices. 6. Social Media: Employers should exercise caution when monitoring employees' social media activities. They should respect individuals' privacy settings and not engage in unauthorized access to personal social media accounts. 7. Trade Union Activities: The Nigerian Labour Act protects employees' rights to participate in trade union activities. Employers should not monitor or interfere with employees' lawful union activities.

Our latest article by Emily Kidd (Partner) offers a short comprehensive guide for HR departments on GDPR compliance. It covers the importance of GDPR in HR, data mapping, obtaining consent, the lawful basis for processing data, data minimization, employee rights, data security measures, DPIAs, employee training, third-party management, breach response, regular audits, legal consultation, data retention periods, and continuous improvement. The article emphasises the pivotal role of HR in managing and protecting employee data, integrating data protection into HR processes, and upholding high data protection standards. You can read the full article here: https://lnkd.in/e3pKvTvs #GDPRCompliance #HRDataProtection #EmployeePrivacy #DataSecurity #HRBestPractices #SafeguardingData #DataRights #GDPRinHR #PrivacyMatters #HRDataManagement Article by Emily Kidd