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Employee Tracking Device Concerns
Summary
Employers in England can use tracking devices on employees if they meet legal requirements, such as having a legitimate reason, informing employees, and adhering to GDPR. Consent is advisable, and data protection laws must be followed. Concerns about data retention, lack of opt-out options, and use in disciplinary actions should be discussed with employers or legal advisors.Full Conversation
So I was giving a form that says some stuff not *% on what it says I doe have a picture of the document. I have not signed this till am sure it is fully legal and lawful.
It's great that you're being cautious about signing any documents. Here are a few things you might want to consider:
- Legitimate Reason: Does the document explain why your employer wants to use the tracking device?
- Consent: Does it mention that you need to give your consent?
- Data Protection: Are there any details about how your data will be protected under GDPR?
If you're unsure about the document's legality, you might want to consult with a legal expert or your union representative. Would you like help finding local lawyers or resources?
- Legitimate Reason: Does the document explain why your employer wants to use the tracking device?
- Consent: Does it mention that you need to give your consent?
- Data Protection: Are there any details about how your data will be protected under GDPR?
If you're unsure about the document's legality, you might want to consult with a legal expert or your union representative. Would you like help finding local lawyers or resources?
No that is fine I was hoping to get it resolved. Without having to raise any were I do have an email from transport as I had some questions. I can share this with you. These are questions and answers I got...
Please see below responses to your questions.
It looks like you're dealing with a complex situation involving tracking devices at work. You've already asked some important questions. If you have any specific concerns or need further clarification on the responses you received from transport, feel free to share them. I can help you understand the legal aspects based on the information you provide.
Please see below responses to your questions.
What lawful basis under UK GDPR is being used for personal tracking? – There is no personal tracking. You switch these on at the start of your shift and off at the end of your shift. You can leave these at work or take them home and switch them off
Has a Data Protection Impact Assessment (DPIA) been completed, and is it available for review? – None of your personal data is stored or shared with Pinpointers or stored in the Pinpointers portal
Is there a formal opt-out process or guidance on how refusal would be handled? – There isn’t an option to opt out
Who has access to the location data, and how long is it retained? – Your Line Manager, Operations Board and HR can access the data and is held for 6 months
Will tracker data be used in disciplinary proceedings, and if so, under what conditions? Where necessary, we will use the data available to us
Case Rating: *
It seems like your employer's use of tracking devices is raising some concerns. Here are general guidelines that should be followed under UK GDPR:
- Legitimate Interest: Employers must have a valid reason for tracking.
- Transparency: Employees should be informed about data collection and usage.
- Consent: Although not always mandatory, obtaining consent is advisable.
- Data Protection Impact Assessment (DPIA): Should be conducted if there's a high risk to rights and freedoms.
- Data Retention: Data should be retained only as long as necessary.
The lack of an opt-out option and use of data in disciplinary actions without clear conditions may be points to discuss further with your employer or a legal advisor. If you have specific questions or concerns, feel free to share!
It seems like your employer's use of tracking devices is raising some concerns. Here are general guidelines that should be followed under UK GDPR:
- Legitimate Interest: Employers must have a valid reason for tracking.
- Transparency: Employees should be informed about data collection and usage.
- Consent: Although not always mandatory, obtaining consent is advisable.
- Data Protection Impact Assessment (DPIA): Should be conducted if there's a high risk to rights and freedoms.
- Data Retention: Data should be retained only as long as necessary.
The lack of an opt-out option and use of data in disciplinary actions without clear conditions may be points to discuss further with your employer or a legal advisor. If you have specific questions or concerns, feel free to share!
Ok never mind this was of no help I will try legal advice
Case Rating: *
It appears that your employer's tracking policies raise several concerns, particularly regarding consent, data retention, and usage in disciplinary actions. Consulting with a legal expert or union representative could be beneficial to ensure your rights are protected. If you need further clarification on any specific aspect, feel free to ask.
It appears that your employer's tracking policies raise several concerns, particularly regarding consent, data retention, and usage in disciplinary actions. Consulting with a legal expert or union representative could be beneficial to ensure your rights are protected. If you need further clarification on any specific aspect, feel free to ask.
This is on the form... These devices are designed to:
Asset & Driver tracking, personal safety
Provide live data resulting in accurate customer ETA's
Improve Logistics efficiency, driver monitoring and managing resource
Provide accurate Management Reporting
Case Rating: *
It seems like your employer's tracking policy raises legitimate concerns, especially with data usage, retention, and the absence of an opt-out option. Consider discussing these issues directly with your employer or seeking legal advice for a clearer understanding of your rights under UK GDPR. If you have further questions, feel free to ask!
It seems like your employer's tracking policy raises legitimate concerns, especially with data usage, retention, and the absence of an opt-out option. Consider discussing these issues directly with your employer or seeking legal advice for a clearer understanding of your rights under UK GDPR. If you have further questions, feel free to ask!
Tracker Units - Driver Acknowledgment Form
As part of our ongoing commitment to improving Logistics, efficient working and delivering excellent Customer Service, tracking units are being issued to all Drivers.
These devices are designed to:
Asset & Driver tracking, personal safety
Provide live data resulting in accurate customer ETA's
Improve Logistics efficiency, driver monitoring and managing resource
Provide accurate Management Reporting
Case Rating: *
It seems like your employer's tracking policy raises legitimate concerns, especially with data usage, retention, and the absence of an opt-out option. Consider discussing these issues directly with your employer or seeking legal advice for a clearer understanding of your rights under UK GDPR. If you have further questions, feel free to ask!
It seems like your employer's tracking policy raises legitimate concerns, especially with data usage, retention, and the absence of an opt-out option. Consider discussing these issues directly with your employer or seeking legal advice for a clearer understanding of your rights under UK GDPR. If you have further questions, feel free to ask!
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