HOW AN ORGANIZATION
TREATS ITS EMPLOYEES’
INFORMATION IS A REFLECTION
OF ITS VALUES AND CULTURE.
HOW TO HANDLE A COMPLAINT
Part of that planning should also include preparing for the worst.
If you assume a breach will happen, then you can outline exact-ly
what needs to be done well in advance of an actual emergency.
“Privacy complaints should be taken seriously, regardless of
whether PIPEDA applies or not,” said Piccolo. “The organiza-tion
should first conduct an investigation to determine if there has
been a breach of privacy and then establish what should be done
in response.” The Office of the Privacy Commissioner of Canada’s
website offers protocols to follow in the case of a breach, includ-ing
containment, evaluation of risk, notification and prevention of
future breaches.
CULTURE OF RESPECT
Establishing a company’s privacy policies and protocols is a care-ful
balance between the expectations of the employee and the
cover feature
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needs of the employer. They’re both necessary in a healthy work
environment, and both are supported by law, to a reasonable
degree.
How an organization treats its employees’ information is a re-flection
of its values and culture.
“What happens in the workplace – including whether priva-cy
is respected – can have a profound effect on employees’ sense
of dignity, their sense of freedom and their sense of autono-my,”
said Jennifer Stoddart, during her term as Canada’s Privacy
Commissioner from 2003 to 2013.
Clearly, excessive measures like hidden cameras in employees’
offices are a big step in the wrong direction when it comes to pri-vacy
in the workplace. But a reasoned and well-communicated
privacy policy – designed to protect employees’ interests as much
as employers’ – can go a long way in supporting a corporate cul-ture
that’s built on trust and respect. ■
HRPATODAY.CA ❚ SEPTEMBER 2014 ❚ 23
