Montaz kamer a Prawo.

Monitoring at work

It is clear that the employer has the right to control the work of their subordinates. Deciding to set up monitoring should be remembered that the Labour Code imposes a duty to respect their dignity and other personal goods.

In accordance with Article. 23 of the Civil Code, to the personal rights of man are:
freedom of conscience,
name or pseudonym, image,
secrecy of correspondence,
inviolability of the home,
scientific or artistic work, inventions and improvements.

Interestingly, not listed here directly the concept of right to privacy. However, in the catalog of personal goods are also such goods, which are associated with the sphere of family, private and intimate sphere. And more importantly, to protect her privacy, family, honor and good name also provides the art. 47 of the Constitution.

Therefore, if the employer is legally obligated to provide such conditions, which does not reach the infringement of personal rights of workers, to inform them of the applicable rules and methods of monitoring. The regulations of this issue can be in:
collective agreement,
at work regulations,
on the notice board,
order made.

Thus, controlling subordinates by installing cameras image is allowed, provided that the employer remembers that:
installation of cameras is prohibited in areas where the worker could reasonably be expected to respect their privacy, so for example the toilet or dressing room
employees should be advised that the site could be in a range of cameras (the rules in this regard should establish the working rules or provisions of a contract of employment).

However, regardless of their opinion, the employer may install cameras and is not needed for this agreement employees. In the light of art. 23, paragraph 1, point 5 of the Act, processing by the administrator (or employer) is acceptable if the law is legitimate purposes and not affect the rights and freedoms of data subjects.
For example, if the employer chooses to install video cameras, because the company comes to the frequent theft, it can be considered as \ "legitimate interests \". However, if monitoring is to serve only the interests of the employer, for example, is aimed at continuous control of labor productivity, installing cameras can now be regarded as a violation of privacy rights of the employee.