{"id":7365,"date":"2017-09-19T08:00:17","date_gmt":"2017-09-19T06:00:17","guid":{"rendered":"http:\/\/davidp166.sg-host.com\/noticias\/sense-categoria\/pot-el-cap-revisar-el-teu-email-nova-sentencia-del-tribunal-europeu"},"modified":"2021-05-06T09:09:57","modified_gmt":"2021-05-06T07:09:57","slug":"pot-el-cap-revisar-el-teu-email-nova-sentencia-del-tribunal-europeu","status":"publish","type":"post","link":"https:\/\/www.pymelegal.es\/ca\/noticias\/rgpd-ca\/pot-el-cap-revisar-el-teu-email-nova-sentencia-del-tribunal-europeu","title":{"rendered":"Pot el cap revisar el teu email? Nova sent\u00e8ncia del Tribunal Europeu."},"content":{"rendered":"\n

Les empreses que controlen el correu electr\u00f2nic dels seus treballadors sense avisar-los pr\u00e8viament i sense una justificaci\u00f3 convincent contravenen la protecci\u00f3 de la vida privada i la correspond\u00e8ncia dels ciutadans. El Tribunal Europeu dels Drets Humans (TEDH) falla a favor d\u2019un treballador roman\u00e8s al que varen acomiadar al 2007 despr\u00e9s d\u2019accedir als seus missatges privats. <\/strong><\/h2>\n\n\n\n\n\n\n\n

Quin \u00e9s el cas de la sent\u00e8ncia?<\/strong><\/p>\n\n\n\n

Els fets es remunten 10 anys enrere, quan una empresa privada de Romania va acomiadar a un dels seus enginyers per enviar des del mail corporatiu missatges privats.

Arguments de l\u2019empresa<\/strong><\/p>\n\n\n\n

L\u2019empresa es va limitar, en el moment de l\u2019acomiadament, a informar al treballador que tenia proves de que havia utilitzat el correu corporatiu per a finalitats personals. A m\u00e9s, l\u2019empresa va adjuntar-li un document que contenia una recopilaci\u00f3 de tots els missatges i conversacions mantingudes amb el seu germ\u00e0 i la seva novia. <\/p>\n\n\n\n

Qu\u00e8 ha dictaminat el Tribunal?<\/strong><\/p>\n\n\n\n

La sent\u00e8ncia, que crea jurisprud\u00e8ncia, considera que els tribunals romanesos, que en el seu dia varen avalar l\u2019acomiadament del treballador, van violar el dret al respecte de la vida privada del treballador. L\u2019article 8 del Conveni de Drets Humans diu: \u2018tota persona t\u00e9 dret al respecte de la seva vida privada i familiar, del seu domicili i de la seva correspond\u00e8ncia.\u2019<\/em>

El Tribunal Europeu segueix reconeixent a les empreses el dret a controlar el que fan els treballadors en horari laboral amb les eines proporcionades per l\u2019empresa (smartphones, correu electr\u00f2nic, ordinador, …) per\u00f2 a partir d\u2019ara s\u2019estableixen l\u00edmits. Aquest \u2018control\u2019 nom\u00e9s estar\u00e0 justificat si el treballador ha estat informat pr\u00e8viament i quan existeixin \u2018raons leg\u00edtimes\u2019 que justifiquin la mesura.

En aquest cas, el Tribunal aclareix que els emails \u00edntims intervinguts, alguns de car\u00e0cter sexual, no varen posar en risc en cap moment el sistema inform\u00e0tic de l\u2019empresa per\u00f2 la seva lectura per part dels gerents d\u2019aquesta corporaci\u00f3 si va suposar una intromissi\u00f3 il\u00b7leg\u00edtima en la intimitat del treballador. Segons els jutges, malgrat haver informat al seu treballador pr\u00e8viament de que l\u2019estaven vigilant, hagu\u00e9s calgut exposar les raons que justifiquessin aquesta acci\u00f3.

Criteris pr\u00e0ctics a tenir en compte<\/strong><\/p>\n\n\n\n

– Notificar al treballador pr\u00e8viament de forma clara la possibilitat per part de l\u2019empresari d\u2019activar mesures de monitoritzaci\u00f3 del seu correu electr\u00f2nic i altres dispositius (GPS, telefonia, tablet, ordinador).

– Justificar aquesta monitoritzaci\u00f3 aportant raons legitimes per fer-ho amb indicaci\u00f3, si es el cas, de si es tracta d\u2019una mesura temporal o d\u2019abast il\u00b7limitat.

– Es recomanable incloure aquestes indicacions en un manual d\u2019\u00fas dels sistemes o protocol intern que rebin tots els treballadors. S\u2019ha de verificar que tots els treballadors hagin rebut aquesta normativa.

– Les empreses poden seguir aplicant les pol\u00edtiques de control intern que considerin adequades sempre que es compleixin els requisits esmentats.

– Seria recomanable que el treballador fes servir un compte de correu electr\u00f2nic personal (ali\u00e8  al corporatiu) per a l\u2019intercanvi de missatges de car\u00e0cter particular.

Els jutges d\u2019Estrasburg consideren que tot i que les normes internes de l\u2019empresa prohibeixin l\u2019\u00fas d\u2019internet per a finalitats privades, no es pot reduir a res \u201cl\u2019exercici de la vida privada social en el treball\u201d.\n\n<\/p>\n","protected":false},"excerpt":{"rendered":"

Les empreses que controlen el correu electr\u00f2nic dels seus treballadors sense avisar-los pr\u00e8viament i sense una justificaci\u00f3 convincent contravenen la protecci\u00f3 de la vida privada i la correspond\u00e8ncia dels ciutadans. El Tribunal Europeu dels Drets Humans (TEDH) falla a favor d\u2019un treballador roman\u00e8s al que varen acomiadar al 2007 despr\u00e9s d\u2019accedir als seus missatges privats. <\/p>\n","protected":false},"author":3,"featured_media":6817,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[115],"tags":[],"class_list":["post-7365","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-rgpd-ca"],"yoast_head":"\nPot el cap revisar el teu email? 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