摘要
劳动者的隐私权是一个全新的命题,因此借鉴国外经验十分必要。在雇佣新员工阶段,美国对面试的范围进行了限制,通过反歧视法保护隐私,但是美国也规定有些行业雇主必须了解员工的刑事记录。而在雇佣过程中,对于用人单位的监控行为,比如电子邮件,摄像头监控,社交网络监控以及GPS监控,美国法院基本采用隐私的合理期待理论来判决。对于国内立法来说,首先,我们不必拘泥民法和劳动法的差异,可以借鉴民法的成熟做法。其次,当下对于员工隐私的立法国内也比较概括,希望将来可以从司法解释等方式加以完善。
Employees＇ privacy is a new topic for contemporary society, so it is necessary to refer to America＇s experience. In the process of recruiting, America law limits the content of interview, and protects the privacy through anti-discrimination law. But some employer can require the employee to provide the criminal record. In the workplace, with regard of the monitor conduct by the employer, such as E-mail, video, social network and GPS, the court use the reasonable expectation of privacy to decide the case. For China, we can learn these examples to improve the protection of the employees＇ privacy.
出处
《黑龙江省政法管理干部学院学报》
2014年第5期102-105,共4页
Journal of Heilongjiang Administrative Cadre College of Politics and Law
关键词
隐私权
电子监控
合理期待
privacy
monitor
reasonable expectancy
