Purpose

The purpose of this paper is to provide a legal analysis of some chosen aspects of protection of privacy of employee as one of its personal (personality) rights in labour-law relations so how to follow from the actual legal state of legislation of property protection and other rightful interest of an employer.

Design/methodology/approach

Current legislation, in general, provides adequate privacy protection to employees in labour-law relations, but in the opinion of the authors is not quite adequately balanced with adequate legislative protection of property rights and employer private in the current legislative status of employee privacy protection. Employee privacy protection should be balanced by the increased protection of employer the interests who bears responsibility for the results of productive activities towards third parties and public power bodies, but responsible for any damage incurred to his employees. Authors of the paper are aware that the constitutional order of the Czech Republic, the Civil Code, EU legislation and the legal norms of labour law provides, in general, a sufficient guide for the fair and equitable application and interpretation of relevant law norms in the monitored area, next suggest realized legislative changes or additions in the area of employers protection of the interests and property in labour-law relations on the background of employee privacy protection.

Findings

The authors are of the opinion that the proposed change is not a denial of constitutional rules and legal provisions for the protection of personality under the Civil Code and consider it to be a balanced and professional experience to apply. Its purpose is to exhaustively identify the reasons for the introduction of control mechanisms, without prejudice to the principle of use only to the extent necessary and proportionate manner.

Research limitations/implications

Re-codified private law after 1st January 2014 is in many cases very a cased interpretation. For the issue of the interests and property protection of the employer on the backgrounds of the employee privacy protection would be appropriate to legislative more elaborate the particular legal passages and chapters of the legal text, and thus reduce the scope interpretation of the court decision. To stimulate discussion on the topic authors propose the following legislative adjustment provisions of §316 paragraph 1 and 3 of the Labor Code. The proposal allows for even that is rarely possible to get an audio recording that an employee in the course of his work, even without prior notice, if it is a compelling reason for involving the exercise and protection of employees.

Practical implications

Employees may not, without the consent of the employer to use it for their personal use, production and employment employer resources including computers nor its telecommunications equipment. Compliance with the ban in the first sentence, the employer is entitled to adequate controls. The employer shall not, except as noted below, interfere with the privacy of employees in workplaces and public areas of the employer that the employee undergoing open or covert surveillance, interception and recording of his telephone calls, checking e-mail or check the correspondence addressed to employees or making video and audiovisual recordings employee during his employment. These control mechanisms employer is entitled to a proportionate manner and to the extent necessary in the following cases: on grounds of legitimate interests and property of the employer against the threat or violation, on grounds of health and property and other employees and other serious reasons. If it is for the employer is no reason that justifies the implementation of control mechanisms under paragraph 2, the employer is obliged to inform employees directly about the extent of control by way of implementation. The obligation to inform employees not arise in cases where there is an imminent risk of injury to the health or property of the employer, the employee, other employees or third parties or in the case of sound recording employees when acquired or used for the exercise or protection of other rights or legally protected interests of others people.

Originality/value

The weaker subordination position of the employee in labour-law relations requires consistent protection and its personal interests towards employer follow from labour-law relations. These regulations have to have particular legal limits so that there was no threatened or even directly touched personal and personality rights of the employee such as honour, human dignity, ethics, morality, reverence, mutual tolerance and labour-law relations in relation to equality with participants with that employer carry responsibility for performance and results do work and it even towards to third persons when it has right to provide effectual protection property and personality rights. The proposal allows for even that is rarely possible to get an audio recording that an employee in the course of his work, even without prior notice, if it is a compelling reason for involving the exercise and protection of employees.

中文翻译：

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员工隐私保护与利益和财产雇主

目的

本文的目的是对保护雇员隐私作为其在劳动法关系中的个人（人格）权利之一的某些方面进行法律分析，从而如何从财产保护和立法的实际法律状态出发。雇主的其他合法权益。

设计/方法/方法

总体而言，现行立法在劳动法关系中为雇员提供了充分的隐私保护，但在作者看来，在当前雇员隐私保护的立法状态下，与财产权和雇主私人的充分立法保护并没有充分平衡。雇员隐私保护应与加强保护雇主利益相平衡，雇主对第三方和公共权力机构的生产活动的结果负有责任，但对其雇员遭受的任何损害负责。该论文的作者意识到，捷克共和国的宪法秩序、民法典、欧盟立法和劳动法的法律规范一般规定，

发现

作者认为，提议的更改并非否定《民法典》下保护人格的宪法规则和法律规定，并认为这是一种平衡和专业的应用经验。其目的是详尽地查明引入控制机制的原因，不损害仅在必要和相称的范围内使用的原则。

研究限制/影响

2014 年 1 月 1 日之后重新编纂的私法在许多情况下是一种个案解释。对于在雇员隐私保护背景下的用人单位利益和财产保护问题，宜立法更加细化法律文本的具体法律条文和章节，从而缩小法院判决的解释范围。为了激发对该主题的讨论，作者提出了以下《劳动法》第 316 条第 1 和第 3 段的立法调整规定。如果这是涉及员工行使和保护的令人信服的理由，即使没有事先通知，该提案也允许几乎不可能获得员工在工作过程中的录音。

实际影响

未经雇主同意，雇员不得将其用于个人用途、生产和就业雇主资源，包括计算机及其电信设备。遵守第一句中的禁令，雇主有权获得足够的控制。除下述情况外，雇主不得在雇主的工作场所和公共场所干扰雇员的隐私，因为雇员受到公开或秘密监视、截取和记录其电话通话、查看电子邮件或查看通信地址。给雇员或在雇员受雇期间制作视频和视听记录。在以下情况下，雇主有权以适当的方式和必要的范围使用这些控制机制：以雇主的合法权益和财产为由受到威胁或侵犯，以其他雇员的健康和财产为由等严重原因。如果雇主没有理由证明根据第 2 款实施控制机制是合理的，则雇主有义务通过实施的方式直接告知雇员控制的程度。如果雇主、雇员、其他雇员或第三方的健康或财产存在迫在眉睫的伤害风险，或者在获得或用于锻炼或使用录音的雇员的情况下，则不产生通知雇员的义务。保护他人的其他权利或受法律保护的利益。如果雇主没有理由证明根据第 2 款实施控制机制是合理的，则雇主有义务通过实施的方式直接告知雇员控制的程度。如果雇主、雇员、其他雇员或第三方的健康或财产存在迫在眉睫的伤害风险，或者在获得或用于锻炼或使用录音的雇员的情况下，则不产生通知雇员的义务。保护他人的其他权利或受法律保护的利益。如果雇主没有理由证明根据第 2 款实施控制机制是合理的，则雇主有义务通过实施的方式直接告知雇员控制的程度。如果雇主、雇员、其他雇员或第三方的健康或财产存在迫在眉睫的伤害风险，或者在获得或用于锻炼或使用录音的雇员的情况下，则不产生通知雇员的义务。保护他人的其他权利或受法律保护的利益。

原创性/价值

劳动者在劳动法关系中较弱的从属地位需要始终如一的保护，其对用人单位的个人利益源于劳动法关系。这些规定必须有特定的法律限制，以便不威胁甚至直接触及雇员的个人和人格权利，例如与平等有关的荣誉、人的尊严、伦理、道德、尊重、相互宽容和劳动法关系。该雇主的参与者对绩效和结果承担责任，在其有权提供有效保护财产和人格权的情况下，甚至向第三方工作。该提案允许即使在没有事先通知的情况下也很少可能获得员工在工作过程中的录音，