受僱人個人資料保護法制之比較研究 ─以電腦使用之監視為核心

A Comparative Study on Personal Data Protection Laws—Focusing on the Monitoring of the Computer Use in the Workplace

陳品妤(Pin-Yu Chen)

指導教授 ： 郭玲惠

國立臺北大學/法律學院/法律學系/碩士(2009年)

摘要

隨著資訊科技的進步，今日的工作環境已大量仰賴資訊科技產物來辦公和溝通，由於工作設備多由僱用人所有，僱用人對於受僱人如何使用這些工作設備，進而利用工作設備建構出來的工作環境，有一定程度的監控利益；然而，從受僱人的角度而言，其電腦使用被監控相當於其隱私權受到侵害。因而就工作環境中電腦使用之監視而言，受僱人之隱私權與僱用人的財產權之間無疑存有基本權衝突。從而，如何在工作環境中建構受僱人之個人資料保護，保障受僱人之隱私權及人格權，並調和僱用人之財產權與營業利益，遂成為本文之研究目的。

本論文以文獻分析與法制比較作為研究方法，選取歐盟之法制規範實務，分析值得我國借鏡之處。本論文分析我國與歐盟受僱人在個人資料保護法制下可主張之權利，然後進入僱用人監視受僱人電腦使用時應遵守之一般共通原則，最後探討實務就電腦使用之監視發生的特殊問題。本論文研究認為僱用人監視受僱人電腦使用時，最重要的是目的明確化原則、限制蒐集原則、公開原則、比例原則之遵循，換言之，僱用人應基於明確、合法之特定目的，詳細告知受僱人監視政策後，方得以必要之手段監視之。另一方面，法院於判決時也不必探究受僱人合理隱私期待之範圍，而應以個人資料處理一般原則為違法性之判斷依據。

關鍵字

個人資料保護 ； 隱私權 ； 監視

並列摘要

As the progress of the information technology, people have considerably relied on the information technology products to work and communicate in today’s workplace. Because the most of the working equipments are owned by the employers, they have, no doubts a certain degrees, the interest of monitoring of the use of such equipments. On the other hand, the employees’ privacy rights are under the pressure of invasion while their employers are monitoring their computer use. Therefore, as to the monitoring of the computer use in the workplace, there is a conflict of fundamental rights between the employees’ privacy rights and the employers’ property rights. Hence, it is this paper’s main purpose to strike a balance between those rights.

By using the literature analysis and the comparative study, this paper chose the EU’s regulations and practices as the model to analyze. First, this paper observed what rights could an employee exercise under the Data Protection Laws of R.O.C and the EU. Second, this paper depicted under R.O.C and the EU laws respectively, the general principles which an employer shall comply with if he or she wants to monitor his or her workers. Finally, this paper looked into the practical problems actually happened in both R.O.C and the EU.

This paper concluded that the Purpose Specification Principle, Collection Limitation Principle, Openness Principle and Proportionality Principle are the most important principles. In other words, an employer shall monitor his or her workers based on a specified, explicit and legitimate purpose, after publicizing the monitoring policy, by necessary means. Additionally, the courts may not inspect the scope of the employers’ reasonable expectation of privacy, but examine the general principles under the personal data protection law instead.

並列關鍵字

personal data protection ； privacy right ； monitoring

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