作為勞動基準的個人信息保護

勞動者的個人信息保護問題存在特殊之處，具體表現為資強勞弱和人格從屬性背景下知情同意規則的失靈、工作數字化後勞動者被透視和被操控的風險、有組織生產的合作關係中個人信息處理的需要，因此不能完全適用《個人信息保護法》的一般規則。勞動基準法已經納入立法規劃，在其中就勞動者個人信息保護做專門規定，這是對數字時代人權保護新挑戰的回應，對於其他勞動基準的實現也有重要意義。在勞動關係中僅遵循私法路徑不足以保護個人信息，還需要配備公權力保障，勞動基準法的雙重保護機制也契合了這一需求。作為勞動關係中保護個人信息的特別法，勞動基準法的相應條款應該考慮如何對一般規則進行調整，包括限制知情同意規則的適用，滿足人力資源管理的正當需求，修改刪除權、可攜帶權和自動化決策條款，協調主管機構、救濟方式和法律責任。由於“必需”是一個語境依賴型概念，將來還應該通過配套文件來規制工作場所的視頻監控等典型的應用場景。

"The protection of personal information of workers has its particularities. Specifically, they manifest as the failure of the rule of informed consent in the context of the subordination of weak labor facing strong business, the risk of workers being subject to surveillance and manipulation in the digitalized workplace, and the need to process personal information in the cooperative relationship of organized production. Therefore, the general rules of the Personal Information Protection Law (PIPL) cannot be completely applied in this respect. The Labor Standards Law has been put on the legislative agenda, and it includes, among other things, special provisions concerning the protection of workers’personal information. This is a response to the new challenges of the protection of human rights in the digital era and has great significance to the realization of other labor standards. In labor relations, the protection of personal information cannot only rely on private law, but also needs the intervention of public power at the same time. This is exactly in line with the dual protection mechanism of the law on labor standards, too. Therefore, as a special law for the protection of personal information in labor relations, the law on labor standards should in its relevant provisions consider how to adjust the general rules of the PIPL, including restricting the application of the rule of informed consent, meeting the legitimate needs of human resources management, modifying the provisions regarding the right to delete, the right to data portability, and automated decision-making, and coordinating competent authorities, remedies and legal responsibilities. As the term“necessary”used in the PIPL is a“context-dependent”concept, appropriate documents should be adopted in the future to regulate typical application scenes such as video surveillance in the workplace."