The personal data of employees \u2013 including job applicants, current employees and former employees \u2013 is a particularly sensitive area for every employer. Data processing during the recruitment process, during employment and after its termination requires compliance not only with the GDPR, but also with the provisions of the Labour Code, industry laws and internal regulations.<\/p>\n
We support employers in designing processes that comply with personal data protection principles, implementing appropriate contract clauses, procedures and policies, as well as responding to incidents, inspections and employees\u2019 requests. We help to create documentation that is legally compliant, organisationally effective and understandable to its recipients \u2013 employees, HR and the compliance department.<\/p>\n
We create complete sets of information clauses and consents tailored to all stages of recruitment.<\/p>\n
We assist in the proper development of personal data processing rules throughout the entire employment cycle \u2013 when concluding contracts, recording work time, medical examinations, benefits, monitoring (CCTV, e-mail, GPS), remote work, bonus systems and periodic employee assessments. We take into account the obligations arising from the Labour Code and industry specific legal regulations.<\/p>\n
We develop personal data processing policies, internal procedures for reporting breaches, employee rights and document templates, including information clauses, consent to monitoring, and information obligations when sharing data with contractors, business partners or public entities.<\/p>\n
We advise in cases of data breach, e.g. disclosure of HR data, loss of employees documents, incorrect transmission of information or unauthorised access to data. We help you decide whether to report the breach to the regulator and develop communication to employees. We support entrepreneurs during regulator\u2019s inspections and investigations.<\/p>\n
We assist in handling employee requests for access to data, rectification, erasure or restriction of processing \u2013 also in contentious situations, e.g. for the purposes of court proceedings or in the context of dismissals. We support clients in preparing legally compliant and logical responses to employee requests.<\/p>\n
We support teams responsible for human resources, information security and audits in their daily work with personal data. We help build a transparent structure of responsibility and data management policy within the organisation \u2013 especially in the case of large-scale recruitment or remote work.<\/p>\n
We prepare legal opinions on the legality of existing personal data processing models, as well as at the design stage of such models in order to implement the \u2018protection by design\u2019 directive.<\/p>\n","protected":false},"featured_media":0,"parent":2626,"menu_order":19,"template":"","class_list":["post-2741","obszary","type-obszary","status-publish","hentry"],"acf":{"djp_practice_label":"Personal data","djp_practice_hero_title":"","djp_practice_hero_lead":"The personal data of employees \u2013 including job applicants, current employees and former employees \u2013 is a particularly sensitive area for every employer.","djp_practice_scope_title":"","djp_practice_catalogue_description":"The personal data of employees \u2013 including job applicants, current employees and former employees \u2013 is a particularly sensitive area for every employer. Data processing during the recruitment process, during employment and after its termination requires compliance not only with the GDPR, but also with the provisions of the Labour Code, industry laws and internal regulations.\r\n\r\nWe support employers in designing processes that comply with personal data protection principles, implementing appropriate contract clauses, procedures and policies, as well as responding to incidents, inspections and employees\u2019 requests. We help to create documentation that is legally compliant, organisationally effective and understandable to its recipients \u2013 employees, HR and the compliance department."},"_links":{"self":[{"href":"https:\/\/djp.pl\/en\/wp-json\/wp\/v2\/obszary\/2741","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/djp.pl\/en\/wp-json\/wp\/v2\/obszary"}],"about":[{"href":"https:\/\/djp.pl\/en\/wp-json\/wp\/v2\/types\/obszary"}],"version-history":[{"count":1,"href":"https:\/\/djp.pl\/en\/wp-json\/wp\/v2\/obszary\/2741\/revisions"}],"predecessor-version":[{"id":3051,"href":"https:\/\/djp.pl\/en\/wp-json\/wp\/v2\/obszary\/2741\/revisions\/3051"}],"up":[{"embeddable":true,"href":"https:\/\/djp.pl\/en\/wp-json\/wp\/v2\/obszary\/2626"}],"wp:attachment":[{"href":"https:\/\/djp.pl\/en\/wp-json\/wp\/v2\/media?parent=2741"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}