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Switzerland - Employee Monitoring
Table of Contents
- 2. TELEPHONE
- 2.1. What are the rules for recording telephone conversations?
- 2.2. For which purposes may an employer carry out this type of monitoring?
- 2.3. Is prior notification/approval with the data protection authority required?
- 2.4. Is prior notification/approval/consultation from works councils required?
- 2.5. Is consent required from employees? If so, how should consent be sought?
- 2.6. Is consent required from other parties to the call? If so, how should consent be sought?
- 2.7. Is there a legal requirement for employers to have a written policy in place governing telephone monitoring? If not, is there a recommendation to have one?
- 2.8. Are there any exemptions to the legal requirements which govern this type of monitoring?
- 2.9. What are the retention requirements applicable to data collected through telephone monitoring?
- 3. CCTV
- 3.1. What are the rules for CCTV surveillance?
- 3.2. For which purposes may an employer carry out this type of monitoring?
- 3.3. Is prior notification/approval with the data protection authority required?
- 3.4. Is prior notification/approval/consultation from works councils required?
- 3.5. Is consent required from employees? If so, how should consent be sought?
- 3.6. Is there a legal requirement for employers to have a written policy in place governing CCTV surveillance? If not, is there a recommendation to have one?
- 3.7. Are there any exemptions?
- 3.8. What are the retention requirements applicable to data collected through CCTV surveillance?
- 4. EMAIL
- 4.1. What are the rules regarding monitoring of employees' emails?
- 4.2. For which purposes may an employer carry out this type of monitoring?
- 4.3. Is prior notification/approval with the data protection authority required?
- 4.4. Is notification/approval/consultation with works council required?
- 4.5. Is consent required from employees? If so, how should consent be sought?
- 4.6. Is there a legal requirement for employers to have a written policy in place governing email monitoring? If not, is there a recommendation to have one?
- 4.7. Are there any exemptions to the legal requirements which govern this type of monitoring?
- 4.8. What are the retention requirements applicable to data collected through email monitoring?
- 5. BIOMETRICS
- 5.1. What are the rules regarding biometric monitoring?
- 5.2. For which purposes may an employer carry out this type of monitoring?
- 5.3. Is prior notification/approval with the data protection authority required?
- 5.4. Is notification/approval/consultation with works council required?
- 5.5. Is consent required from the employees? If so, how should consent be sought?
- 5.6. Is there a legal requirement for employers to have a written policy in place governing biometric monitoring? If not, is there a recommendation to have one?
- 5.7. Are there any exemptions to the legal requirements which govern this type of monitoring?
- 5.8. What are the retention requirements applicable to data collected for biometric monitoring?
- 6. DEVICE MONITORING
- 6.1. What are the rules regarding company owned device monitoring?
- 6.2. For which purposes may an employer carry out this type of monitoring?
- 6.3. Is prior notification/approval with the data protection authority required?
- 6.4. Is notification/approval/consultation with works council required?
- 6.5. Is consent required from the employees? If so, how should consent be sought?
- 6.6. Is there a legal requirement for employers to have a written policy in place governing company owned device monitoring? If not, is there a recommendation to have one?
- 6.7. Are there any exemptions to the legal requirements which govern this type of monitoring?
- 6.8. What are the retention requirements applicable to data collected from the company owned devices?
