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On appointment, an employer may collect
additional personal data from an employee and his family
members for the purpose of employment, or to fulfil lawful
requirements that regulate the affairs of the employer.
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Before personal data are collected from
an employee, an employer should provide the employee with
a Personal Information Collection Statement ("PICS")
pertaining to employment. The PICS should inform the employee
about the purposes for which the data are to be used,
the classes of persons to whom these data may be transferred
and the rights of the employee to request access to, and
to request correction of, the employment-related data.
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Information compiled about
an employee in the process of disciplinary proceedings,
performance appraisal or promotion planning should only
be used for purposes directly related to the process concerned.
The information should not be disclosed to a third party
unless such party has legitimate reasons for gaining access
to those data. |
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An employer should not disclose employment-related
data of employees to a third party without first obtaining
the employees' consent unless the disclosure is for purposes
directly related to the employment, or such disclosure
is required by law or by statutory authorities. |
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When employment-related data are transferred
or disclosed to a third party, an employer should avoid
disclosure of data in excess of that necessary for the
purpose of use by the third party. |
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An employer who engages a third
party organisation to handle its employment-related functions
should implement appropriate measures to ensure that the
third party protects the employment-related data against
unauthorised or accidental access or disclosure. |
