新冠肺炎更新:疫苗接种和员工隐私

2020年12月11日,萨斯喀彻温省信息和隐私专员办公室(以下简称“石油化工公司”)发布了有关组织,雇主和卫生托管机构(“咨询”). This 博客 summarizes the 石油化工公司’s best practices for employers who are considering developing a vaccine-verification program that respects privacy rights. While the 咨询 is directed toward Saskatchewan employers, it nevertheless provides some direction to employers in other jurisdictions with respect to employment 和 privacy considerations.

背景

With 健康Canada’s recent announcement authorizing the first 新冠肺炎 vaccine for use in Canada, employers are now asking whether they will require their employees to receive the vaccine or whether they can ask for proof of vaccination as a means of protecting the health 和 safety of its workplace. However, asking an employee whether they have had the vaccination 和 requesting proof of vaccination or a vaccination certificate is a collection of personal information/personal health information triggering privacy considerations. Employers should be mindful of the applicable privacy legislation (if any) that applies to them.

雇主可以问雇员是否已收到疫苗或要求提供疫苗接种证明吗?

The 石油化工公司 did not say that asking employees 关于 their vaccine status, or asking for proof of vaccination, was prohibited. In fact, the 石油化工公司 implied that employers may do so in some circumstances 和 with appropriate privacy protection measures in place. While employers in Saskatchewan, 和 all provinces, have an obligation to ensure the health, safety 和 welfare of its workers, this must be balanced with the employee’s right to privacy. Employers should evaluate whether implementing a vaccine verification program is integral to providing a safe workplace 和 ensure that such a program does not unreasonably infringe on an employee’s privacy expectations.

关键原则

如果雇主确定疫苗验证计划是其员工的健康和安全所必需的,OIPC建议,无论雇主是否受到隐私法规的约束,以下关键原则都是最佳做法:

(1)确立索取信息的目的和权限,并告知员工目的

Employers should determine the purpose for collecting information 关于 an employee’s vaccination prior to implementing any vaccine verification program. Is it to keep the workplace safe? Is it to prevent transmission of 新冠肺炎 being spread from employee to employee, customer or patient?

Once employers have decided to implement a vaccine verification program, the 石油化工公司 suggests that employers develop a policy on 新冠肺炎 vaccinations. The 石油化工公司 recommends employers use a privacy impact assessment (“PIA”) to assist organizations in assessing whether a proposed measure complies with privacy legislation. However, the 石油化工公司 recognizes that current times may demand that employers take a faster approach. So, either a shortened version of a PIA or a policy statement regarding 新冠肺炎 vaccinations is recommended. At minimum, the 石油化工公司 says the policy should contain:

  • 收集权;
  • 目的说明;
  • 关于是否要求雇员出示疫苗接种证明的声明;
  • 关于根据雇员是否接种疫苗而可能采取的措施的说明;
  • 关于将信息存储在哪里的声明;
  • 关于将与谁共享的声明(是否与公共机构共享);和
  • 关于何时销毁信息的声明。

鼓励雇主与雇员保持公开透明,并应告知他们,他们将询问雇员是否已接种疫苗,持有疫苗接种证书并告知其目的。

(2)收集最少的信息以达到目的

雇主只应收集实现疫苗验证计划目的所需的东西。 石油化工公司提供的收集程度不同的示例包括:(i)接受员工的口头确认,表明他们已经接种了疫苗,或者(ii)要求提供疫苗接种证明但不制作疫苗接种证书的副本。

(3)只与需要知道的人共享信息

Employers should check relevant legislation prior to using the information collected for any purpose other than the one identified for implementing the vaccine verification program. The 石油化工公司 recommends that very few people will need to know whether an employee has received the vaccination 和 instead only statistical information as to how many employees have received the vaccination should be shared. Employers should not include 名称s or identify who has or has not been vaccinated. This information should be treated like other sensitive health information 和 as confidential.

(4)存储信息,确保其安全,并在不再需要时将其销毁

石油化工公司建议要么存储与疫苗接种相关的员工信息:(i)在每个员工HR人员文件中,要么(ii)在所有员工的单独文件夹中。受隐私法规约束的雇主有义务保护和保护此信息(例如,锁定的文件柜或受密码保护,加密的计算机上和安全网络上的信息)。不受隐私法规约束的雇主仍应遵循最佳做法。

个人信息仅应按照适用的隐私法规进行保存,并且仅应保留达到实现既定目的所需的时间。

通常,良好的做法是在不再需要任何个人信息时将其销毁。保留个人信息会不必要地增加数据泄露的风险和确实发生的数据泄露的严重性。

雇主要点

在实施疫苗验证计划之前,强烈建议雇主寻求法律意见并审查其管辖范围内的适用隐私法规(如果有)。如果雇主在工作场所实施疫苗验证计划,则在收集员工的个人信息/个人健康信息时请考虑上述关键原则。

For more information on employment-related issues arising from 新冠肺炎, please visit our 新冠肺炎 Recovery Hub 和我们的 McCarthyTétrault雇主顾问博客技术Lex. Additionally, if you are an employer 和 have questions 关于 this 博客 or otherwise need assistance, please reach out to any member of our National 劳动 &就业团队或我们的网络/数据小组。

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