Labor impact of technological devices - Conclusions

AutorSergi Gálvez Duran - Andrés Camargo Rodríguez
CargoLabor lawyer, Cuatrecasas. PhD student, Universitat Ramón Llull, ESADE Law School - PhD student, Universitat Pompeu Fabra
Páginas140-172
IUSLabor 2/2018
140
LABOR IMPACT OF TECHNOLOGICAL DEVICES
CONCLUSIONS
Sergi Gálvez Duran
Labor lawyer, Cuatrecasas
PhD student, Universitat Ramón Llull, ESADE Law School
Andrés Camargo Rodríguez
PhD student, Universitat Pompeu Fabra
Abstract
The Comparative Labor Dossier (CLLD) in this issue 2/2018 of IUSLabor is dedicated
to the impact of technological devices in the employment context. Aside from Spain,
renowned academics and professionals from the following countries have participated in
this publication: Belgium, France, Italy, Portugal, Poland, Slovenia, Argentina, Brazil,
Colombia, Mexico, Dominican Republic and Uruguay. The following pages contain the
10 main conclusions reached in the comparative study. Nevertheless, it is highly
recommended the detailed reading of the pertinent chapters to better understand the
conclusions here indicated. Likewise, you will find attached to the conclusions a
summary table with the answers of the different legal regimes to each one of the
questions on labor impact of technological devices analyzed in this issue of IUSLabor.
El Comparative Labor Law Dossier (CLLD) de este número 2/2018 de IUSLabor está
dedicado al impacto de los dispositivos tecnológicos en las relaciones laborales.
Además de España, en esta publicación han par ticipado académicos y profesionales de
reconocido prestigio de los siguientes países: Bélgica, F rancia, Italia , Portugal,
Polonia, Eslovenia, Argentina, Brasil, Colombia, México, República Dominicana y
Uruguay. En las siguientes páginas hemos incluido las 10 conclusiones principa les que
hemos alcanzado. No obstante, recomendamos encarecidamente una lectura detallada
de los capítulos correspondientes para una mejor comprensión de los puntos aquí
señalados. Asimismo, las conclusiones vienen acompañadas de un cuadro-resumen con
las respuestas de los distintos ordenamientos jurídicos a cada una de las preguntas
sobre el impacto laboral de los dispositivos tecnológicos analizadas en este número de
IUSLabor.
Título: Impacto laboral del uso de dispositivos tecnológicos. Conclusiones.
IUSLabor 2/2018, ISSN 1699-2938, p. 140-172
DOI: 10.31009/IUSLabor.2018.i02.03
IUSLabor 2/2018 Sergi Gálvez D. y Andrés Camargo R.
141
Keyworkds: technological devices, e-mail, surveillance systems, right to disconnect.
Palabras clave: dispositivos tecnológicos, correo electrónico, sistemas de
videovigilancia, der echo a la desconexión.
Summary
1. «Top ten» conclusions
2. «Top ten» conclusiones
3. Summary table
3.1. Europe
3.2. Latin-America
IUSLabor 2/2018 Sergi Gálvez D. y Andrés Camargo R.
142
1. «Top ten» conclusions
The Comparative Labor Dossier (CLLD) in this issue 2/2018 of IUSLabor is dedicated
to the impact of technological devices in the employment context. Aside from Spain,
renowned academics and professionals from the following countries have participated in
this publication: Belgium, France, Italy, Portugal, Poland, Slovenia, Argentina, Brazil,
Colombia, Mexico, Dominican Republic and Uruguay.
The CLLD emanates from the following questions answered by the international
advisors of the journal:
1. Is there any regulation in your country regarding employees’ use of technological
devices in the company?
2. Is it mandatory for the company to have a code of conduct or an internal policy
regulating the use technological devices? If not, what is the procedure that the
company must follow to regulate the use of technological devices?
3. In which cases and under what conditions is it possible to access and monitor
employees’ personal communications through the company’s technological devices
(e-mail, instant messaging, etc.)?
4. Under what circumstances is it possible to install permanent video surveillance
systems to control work activity?
5. Under what circumstances is it possible to install hidden cameras to control work
activity? In particular, is its installation only possible when the company suspects
that a criminal offense has been committed or also when there are signs of a breach
of contract?
6. In what cases is it possible to install geolocation systems (GPS) to control work
activity?
7. In the event that the company fires an employee in breach of the conditions
regarding control communications by e-mail or installation of video surveillance
systems, what would be the qualification of the dismissal and what administrative
sanctions could be derived?
8. What personal data can be collected and processed in the framework of the
employment relationship? In particular, is employees’ consent necessary? In what
cases is it not necessary?
9. What information in the field of data protection must the company provide to
workers’ representatives? How and with what periodicity?
10. Is there a right to disconnect from technological devices outside working time? In
this case, should the company define the extension and limits of this right jointly
with the workers’ representatives or can it do so through an internal policy?

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