作为劳动基准的个人信息保护

劳动者的个人信息保护问题存在特殊之处,具体表现为资强劳弱和人格从属性背景下知情同意规则的失灵、工作数字化后劳动者被透视和被操控的风险、有组织生产的合作关系中个人信息处理的需要,因此不能完全适用《个人信息保护法》的一般规则。劳动基准法已经纳入立法规划,在其中就劳动者个人信息保护做专门规定,这是对数字时代人权保护新挑战的回应,对于其他劳动基准的实现也有重要意义。在劳动关系中仅遵循私法路径不足以保护个人信息,还需要配备公权力保障,劳动基准法的双重保护机制也契合了这一需求。作为劳动关系中保护个人信息的特别法,劳动基准法的相应条款应该考虑如何对一般规则进行调整,包括限制知情同意规则的适用,满足人力资源管理的正当需求,修改删除权、可携带权和自动化决策条款,协调主管机构、救济方式和法律责任。由于"必需"是一个语境依赖型概念,将来还应该通过配套文件来规制工作场所的视频监控等典型的应用场景。

Protection of Personal Information as Labor Standards

The protection of personal information of workers has its particularities.Specifically,they manifest as the failure of the rule of informed consent in the context of the subordination of weak labor facing strong business,the risk of workers being subject to surveillance and manipulation in the digitalized workplace,and the need to process personal information in the cooperative relationship of organized production.Therefore,the general rules of the Personal Information Protection Law(PIPL)cannot be completely applied in this respect.The Labor Standards Law has been put on the legislative agenda,and it includes,among other things,special provisions concerning the protection of workers’personal information.This is a response to the new challenges of the protection of human rights in the digital era and has great significance to the realization of other labor standards.In labor relations,the protection of personal information cannot only rely on private law,but also needs the intervention of public power at the same time.This is exactly in line with the dual protection mechanism of the law on labor standards,too.Therefore,as a special law for the protection of personal information in labor relations,the law on labor standards should in its relevant provisions consider how to adjust the general rules of the PIPL,including restricting the application of the rule of informed consent,meeting the legitimate needs of human resources management,modifying the provisions regarding the right to delete,the right to data portability,and automated decision-making,and coordinating competent authorities,remedies and legal responsibilities.As the term“necessary”used in the PIPL is a“context-dependent”concept,appropriate documents should be adopted in the future to regulate typical application scenes such as video surveillance in the workplace.