Blog » GDPR AGAIN – BREAKFAST AND DATA PROTECTION
GDPR AGAIN – BREAKFAST AND DATA PROTECTION
30 November 2017
Our regular readers know that the clock is ticking, the General Data Protection Regulation will the part of our daily lives within 6 months. Despite this fact, the Hungarian SME sector seems quite unprepared for the changes. That is why we have decided to organize a small “conference” for our clients to raise their awareness on the GDPR and the necessary steps to be prepared.
At the beginning our managing partner Richard summarized to most important key terms of the GDPR: what is personal data, who is the data controller and what are the rights of the data subjects. Richard paid special attention to the usage of cloud services and why this may be problematic from GDPR point-of-view. At the second part of his presentation Richard showed what are the basic steps of a GDPR-readiness project and stressed out the importance of the education of employees which is often forgotten.
After that Anita talked about the question related to data processing at work, recalling the basic problem that it is often
The final presentation has been held by Viktória about the camera surveillance and sound recording during phone calls. Viktória mentioned that not all usage of camera is regarded as surveillance, for example using a fake camera cannot be problematic from data point of view. She stressed out that cameras at workplace cannot be used for the permanent control of the employees, there must be another reason (eg. protection of property). Viktória mentioned that when recording of phone calls often justify with quality assurance reasons which may be problematic under the GDPR.
After the presentations, our guests had the opportunity to ask questions which we answered during the pleasant breakfast. We would like to thank our guests for coming and we hope that they found this program useful.
LAWFUL DISMISSAL IN HUNGARY - PART II. TERMIANTION BASED ON BEHAVIOUR
Although, considering the current labour market in Hungary, employers are trying to keep the employees at the company, there may be situations where the employment relation cannot be maintained due to behaviour or attitude. In our previous article we explained that a dismissal by the employer is far from a simple move, as the legitimate justification must meet a number of criteria. In the present article, we examine the grounds for termination based on the behaviour of the employee.Read more »
CAN YOU FIRE YOUR EMPLOYEE BECAUSE OF A BLOGPOST IN HUNGARY ? – STRASBOURG RULED
How to balance between the employer’s business interests and the employee’s right to freedom of expression? Can the employer restrict the employee’s freedom of expression and terminate his employment because of a blogpost? The European Court of Human Rights (ECHR) addressed these questions in his fresh judgement brought in the case of a Hungarian applicant. In this short article we summarize the facts of the case and the findings of the Court.Read more »
LAWFUL TERMINATION OF EMPLOYMENT IN HUNGARY – PART ONE: HOW TO JUSTIFY A DISMISSAL?
From salary to vacation leave, an employment relationship can have many sensitive parts. However, labour disputes mostly arise around the termination of the employment by the employer and specifically in connection with the justification of dismissal. Since the fault of the justification will result in unlawful termination, leading to important pecuniary consequences, in our forthcoming article series, we summarise the rules governing employment terminations and the related case-law of the Hungarian courts. In the first part we present the general rules for justifying employee termination.Read more »