This article is being dictated on a recording device just over one inch wide and about four inches long. It would fit nicely in a shirt pocket. If you are a manager thinking of putting one of these in your pocket to record a meeting with an employee or an employee having the same thought, you should probably reconsider.
In almost every Minutes of Settlement or Release signed by the parties to resolve civil litigation, there is something called a confidentiality clause. This is especially so in the case of deals made to resolve wrongful dismissal suits. They usually look something like this:
In 1995, the European Union directed its member states to conduct business only with countries that had adequate privacy protections in place. In response to this directive, the Canadian Federal Government set about enacting privacy legislation to govern the private sector in Canada. Specifically, the federal legislation was intended to regulate the collection, use and disclosure of personal information across the country and thereby promote and enforce a “unified privacy principle” across Canada.
The Ontario Government is considering a draft piece of privacy legislation that will significantly impact the way employers handle confidential information arising out of pension and benefit plans.
Traditionally, employers have always respected that employees have the right to privacy with respect to what treatments and medications for which they are seeking compensation through the benefits plan and with respect to the details of their pension entitlements.
The announcement last week that the Hamilton Police Service will be installing ten 24 hour a day digital video cameras in public places in downtown Hamilton is a brilliant, if perhaps too modest, proposal.