職場勞工資訊隱私權之保障

職場中雇主對於勞工的管理與控制一直都存在。有關其多元方法伴隨科技發展，促使雇主監控勞工之途徑透過側錄軟體、生物特徵辨識系統、全球定位系統（GPS）及無線射頻識別系統（RFID）等科技作為監控勞工之方式。特別是在人工智慧（AI）及大數據（Big Data）科技導入之後，勞工資訊隱私權的侵害有逐漸深化之發展趨勢。本文簡略的盤點歐盟一般資料保護規則（General Data Protection Regulation, GDPR），及美國相關法令如聯邦電子通訊隱私法（ECPA）、國家勞工關係法（NLRA）、聯邦民事訴訟規則（Federal Rules of Civil Procedure）與日本個人資訊保護法及我國相關法令制度等，對於勞工資訊隱私予以一定程度保障之規範做為未來我國勞工資訊隱私權保障上的思考。本文除檢視並比較分析歐盟、日本、美國及我國等國關於勞工資訊隱私權之發展現況與法制，藉此歸納可供參採之處，並系統性地分析不同隱私之類別與侵害隱私之態樣。此外，本文透過訪談法操作，掌握我國勞工資訊隱私權保障規範、實施現況及其所可能產生及存在之問題。綜合歸納上述資料分析及討論後提出若干修法方向，並建議：1.加強資訊隱私重要之宣導；2.建構及發布行政指導作為企業端點之重要執行依據；3.設置多方之溝通平台；4.建立勞動及保障之監督機制；5.積極執行勞動檢查制度的介入與查察強化保障。透過上述制度之建立，以利我國勞工資訊隱私權在未來得以獲得更為妥適之制度保障。

關鍵字

科技發展；就業隱私；勞工資訊隱私權；監控

並列摘要

Workplace management and control of workers by employers has always existed. With the development of technology, employers have been monitoring the labor force by means of profiling software, biometric identification systems, global positioning systems (GPS), and radio frequency identification (RFID) systems. In particular, with the introduction of artificial intelligence (AI) and big data technologies, there is a trend of deepening the violation of labor information privacy. This paper provides a brief overview of the General Data Protection Regulation (GDPR) in the European Union, as well as relevant U.S. statutes such as the ECPA, NLRA, Federal Rules of Civil Procedure, and the Japanese Personal Information Protection Act (PIPA). In addition, the U.S. law such as the ECPA, the NLRA, the Federal Rules of Civil Procedure, the Japanese Personal Information Protection Act, and the related laws and regulations in Japan, which provide a certain degree of protection for the privacy of labor information, will be considered as the future protection of labor information privacy in China. In addition to reviewing and comparing the current development and legal systems of the European Union, Japan, the United States, and China regarding the privacy of labor information, this paper summarizes what can be taken into account and systematically analyzes the different types of privacy and the infringement of privacy. In addition, this paper will use the interview method to grasp the current status of the protection of labor information privacy and its implementation, as well as the problems that may arise and exist in China. After analyzing and discussing the above information, the paper proposes some directions to amend the law and suggests: 1. strengthen the promotion of the importance of information privacy; 2. establish and publish administrative guidance as an important implementation basis for the enterprise endpoint; 3. set up a communication platform for multiple parties; 4. establish a labor and protection supervision mechanism; 5. actively implement the labor inspection system to strengthen the protection by intervention and inspection. Through the establishment of the above mentioned systems, the privacy of labor information in our country will be more appropriately protected by the system in the future.