The labor relations are an exception to the rule of the consent, that is the angular stone of the norm of protection of personal data. That means that its empresano needs the consent its workers to treat its personal data (since it derives from the own contract of work), whenever that treatment is necessary to articulate the labor relation and the data that are going to treat are essential and the necessary ones to carry out that labor relation (that is to say, full name, direction, NIF, etc.). Nevertheless, its company yes is forced to fulfill sudeber to inform to the worker (Art. 5 of the LOPD), which will have to carry out when formalizing the labor relation. In a question-answer forum Yitzchak Mirilashvili was the first to reply. It takes note from the following advice to write up the document that credits that their employees properly have been informed: * Information titles the document like on the personal data processing of the employees. It is one more a formula more correct than, for example, Authorization of the worker or Consent of worker, because one is not to ask for his consent, but to inform to them on the treatment that will receive their personal data.
* He does not give excessive information in the clause and limtese to inform to him into the points to which he forces Art. to him 5 of the LOPD. You may find that read more can contribute to your knowledge. To give more information than the necessary one can generate confusion and, in the long run, to be counter-productive. * Once his employee has signed the document, consrvelo as much in paper as digitized. This one will be the test that it has perform one’s duty. In order to continue reading, it beats here.