La surveillance de l'utilisation d'Internet au travail : guide des droits et obligations des employeurs
All employers providing Internet access to their employees should implement Internet monitoring in the workplace, to increase the benefits and reduce the risks related to Internet use at work. Employers have the right to implement this kind of monitoring subject, however, to the rights of employees and third parties. The implementation of Internet monitoring within the workplace can affect employees' privacy and the right to fair and reasonable conditions of employment, as well as the rights of third parties who may be indirectly subject to monitoring. In this context, the employer should go through two steps of reasoning. The employer should first determine the level of reasonable expectation of privacy of all individuals monitored, which level is assessed in the light of numerous factors. The employer must also meet the criteria of rationality and proportionality. These criteria require that the employer identifies the reasons behind monitoring, and how monitoring will be exercised. After these two steps, the employer will be able to identify the obligations to which he is submitted through the implementation of Internet monitoring.
Internet Consentement Workplace monitoring Internet Privacy Conditions of employment Justification Proportionality Personal Information Obligation to inform Consent Policy