Post by juthi52943 on Dec 19, 2023 8:29:28 GMT 1
At a regulatory level, the regulation of remote control has been modified by Legislative Decree 151/2015 (Jobs Act) which rewrote the art. 4 of the Workers' Statute. In its original formulation, the law sanctioned an express prohibition on the use "of audiovisual systems and other equipment for the purposes of remote monitoring of workers' activities". The Jobs Act of 2015, however, establishes that the audiovisual systems and tools from which the possibility of remote control of workers' activities also derives can be used only for certain purposes (organisational.
Production and protection needs of company assets) and they can only be installed by agreement with the trade unions or by authorization from the Labor Inspectorate. In essence, the Jobs Act introduced a different regime depending on the Job Function Email List type of instrument used, providing that: – for audiovisual systems and other tools that allow remote control of the worker, the installation ban remains except for specific needs and union agreement/INL authorization.
For work tools and access and attendance recording tools there is no prohibition and no obligation of trade union agreement or INL authorization; – for both the former and the latter, the employer has the obligation to provide on how to use the tools and carry out checks as well as the obligation to comply with the legislation on in the collection and processing of data.privacy When it comes to surveillance in the workplace, therefore, the rights and duties of employees and employers must be carefully considered and transparency and information must always be guaranteed.
Production and protection needs of company assets) and they can only be installed by agreement with the trade unions or by authorization from the Labor Inspectorate. In essence, the Jobs Act introduced a different regime depending on the Job Function Email List type of instrument used, providing that: – for audiovisual systems and other tools that allow remote control of the worker, the installation ban remains except for specific needs and union agreement/INL authorization.
For work tools and access and attendance recording tools there is no prohibition and no obligation of trade union agreement or INL authorization; – for both the former and the latter, the employer has the obligation to provide on how to use the tools and carry out checks as well as the obligation to comply with the legislation on in the collection and processing of data.privacy When it comes to surveillance in the workplace, therefore, the rights and duties of employees and employers must be carefully considered and transparency and information must always be guaranteed.