Companies can not use biometric identification systems to monitor attendance and times of entry and exit of its employees if there are special security requirements.
It 's a tool too heavy-handed and disproportionate.
This was stated by the Authority for the protection of personal data to a company that has prohibited the further processing of data collected through a system of fingerprint recognition that the company had installed in some of its locations in order to be able to match the exact pay ordinary and extraordinary its workers.
The case was raised by an employee who had turned to the Ombudsman asking that it verify the correct installation of a system for detecting the times of entry and exit based on the use of fingerprints digital.
Checks carried out by the statements made and the Authority 'from Company 'were not identified specific reasons to justify the adoption of this system of recognition.
In places where it was installed the system had not been proven and in fact reported no particular need for security, such as, for example, could occur where there are areas of the business 'sensitive' that require special arrangements 'access.
For more ', the system had been installed without an agreement had been reached with the union representatives of business, or was the authorization of the Ministry of Labour procedure provided by the Workers' Statute, it should be observed , as established by a recent ruling by the Supreme Court, even in cases where equipment enabling it to monitor the presence of employees at work.
Recalling the terms of the Privacy Code and the Guidelines on private employment in November 2006, the Authority 'has thus prohibited the processing of data to the company because' illegal and invasive.
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