The biggest changes and challenges in the employment relationship in the last six months, especially regarding the provision of personal data processing, are related to the spread of the Covid-19 virus and measures to limit its spread. Globally, the situation developed faster; at the national level, however, starting from the moment when the Cabinet of Ministers Order No 103 of 12 March 2020 On Declaring a State of Emergency was issued in Latvia [1]. At the national level, the necessary restrictive measures to limit the spread of the virus and reduce the risk of disease were analysed. Although the spread of this virus and the legal consequences of the restrictions can be linked to medical issues, the state of emergency also had a major impact on employment relations. When the state of emergency was declared, employers had to evaluate the nature of their business and the possibilities of its realisation when employees perform work remotely. During this assessment, employers were initially divided into two categories – employers whose business specifics do not allow employees to work remotely and those employers who are able to ensure business continuity for employees performing work partially or completely remotely. The purpose of this article is to analyse legality of personal data processing by performing work remotely, respectively studying both employer’s responsibilities for processing employees’ personal data to ensure control over employee’s performance and employees responsibilities for personal data processing. Pēdējā pusgadā lielākās izmaiņas un izaicinājumi darba tiesiskajās attiecībās tieši attiecībā uz personas datu apstrādes nodrošināšanu ir saistīti ar Covid-19 vīrusa izplatību un tā izplatības ierobežošanas pasākumiem. Globāli situācija attīstījās jau agrāk, bet nacionālajā līmenī – sākot ar brīdi, kad Latvijā tika izdots Ministru kabineta 2020. gada 12. marta rīkojums Nr. 103 “Par ārkārtējās situācijas izsludināšanu”. Valstiskā līmenī tika analizēti nepieciešamie ierobežojošie pasākumi, lai ierobežotu vīrusa izplatību un samazinātu saslimstības riskus. Lai arī pirmšķietami šī vīrusa izplatība un ierobežojumu tiesiskās sekas ir saistāmas ar medicīniska rakstura jautājumiem, valstī izsludinātā ārkārtējā situācija radīja lielu ietekmi arī uz darba tiesiskajām attiecībām. Līdzko tika izsludināta ārkārtējā situācija, darba devējiem bija jāizvērtē sava biznesa būtība un tā realizēšanas iespējas, ja darbinieki veic darbu attālināti. Veicot šādu izvērtējumu, sākotnēji darba devēji iedalījās divās kategorijās – bija darba devēji, kuru biznesa specifika nesniedz iespēju darbiniekiem veikt darbu attālināti, un darba devēji, kuri spēj nodrošināt biznesa nepārtrauktību, darbiniekiem veicot darbu daļēji vai pilnībā attālināti. Šī raksta mērķis ir analizēt personas datu apstrādes tiesiskuma nodrošināšanu gadījumā, ja darbinieks veic darbu attālināti, attiecīgi analizējot gan darba devēja pienākumus, apstrādājot darbinieku personas datus, lai nodrošinātu darbinieka veiktā darba izpildes kontroli, gan darbinieka pienākumus attiecībā uz darba pienākumu ietvaros veikto personas datu apstrādi.
Mūsdienās tiesības uz privāto dzīvi nepieciešamas ikvienā demokrātiskā sabiedrībā, un šo tiesību iekļaušana konstitūcijā juridiski garantē fiziskas personas rīcības brīvību un vienlaikus arī citu – valsts pamatlikumā noteikto – cilvēka tiesību īstenošanu [5]. Personas datu aizsardzības institūts tika izveidots, izpratnes par tiesību uz personas privātās dzīves neaizskaramību saturu paplašinot 20. gadsimta 70. gados, kad vairāku Eiropas valstu valdības uzsāka informācijas apstrādes projektus, piemēram, tautas skaitīšanu u. c. Informācijas tehnoloģiju attīstība ļāva arvien vairāk informācijas par personām glabāt un apstrādāt elektroniski. Viena no tiesību problēmām bija informācijas vākšana par fizisku personu un tiesību uz privātās dzīves neaizskaramību ievērošana. Lai nodrošinātu privātās dzīves aizsardzību, atsevišķas Eiropas valstis pēc savas iniciatīvas pieņēma likumus par datu aizsardzību. Pirmie likumi par personas datu aizsardzību Eiropā tika pieņemti Vācijas Federatīvajā Republikā, tad Zviedrijā (1973), Norvēģijā (1978) un citur [8, 10]. Ne visas valstis pieņēma likumus par datu aizsardzību vienlaikus, tāpēc Eiropas Padome nolēma izstrādāt konvenciju, lai unificētu datu aizsardzības noteikumus un principus. Nowadays, the right to privacy is indispensable in every democratic society and inclusion of such rights in the constitution, guarantees legally freedom of action of a natural person and, simultaneously, implementation of other human rights established in the fundamental law of the state. The institute of personal data protection was established by expanding the understanding of the content of the right to privacy in the 70’s of the 19th century, when the government of several European countries initiated information processing projects, such as population census etc. For the development of information technology, more and more information on persons was kept and processed in electronic form. One of the legal problems was gathering of information on natural persons and the right to privacy. In order to ensure the protection of privacy, separate European countries, on their own initiative, established a law on data protection. The first laws on the protection of personal data in Europe were established in the Federal Republic of Germany, then in Sweden (1973), Norway (1978) and elsewhere. Not all countries adopted laws on data protection at the same time, so the Council of Europe decided to elaborate a convention to unify data protection rules and principles.
Interesanta pieeja ir jaunajai tiesību zinātņu speciālistei A. Reinei par darba līguma uzteikumu darbiniekam – arodbiedrības biedram. Būtisks ir jautājums par arodbiedrību kompetenci un tiesībām. An interesting approach is described by A. Reine, a young specialist in legal sciences, speaking about the notice of termination of the employment contract of a trade union member. An essential issue is concerning the trade union’s competences and rights.
The study bases on the SHARE Wave 8 COVID-19 Survey conducted in June-August 2020 in 26 European countries and Israel via CATI. The association between health status of older workers and their involvement into labour market in Latvia is the strongest in Europe. In the short term, the first wave of the infection outbreak affected the employment of older population in the Baltic States to much lesser extent than in most of participating countries. The proportion of those workers who experienced unemployment, lay-off or closure of business, as well as changes in the number of working hours was considerably lower than average values. The branches with traditionally high share of older workers (education, healthcare, agriculture, administrative services) were least affected by lockdown measures. Remote work from home in the Baltic States as well as combining work from home with usual work place was lower than the European average. The existing labour legislation in Latvia does not ensure sufficient protection of workers’ rights and health in the situation of remote work.
The objective of the study is to examine the patterns of the employment of older people in Latvia, Estonia and Lithuania over the recent decade and the changes brought about by the first wave coronavirus pandemic in spring 2020. The study is based on the Eurostat statistical data as well as the microdata from the recent wave of the Survey of Health, Ageing and Retirement (SHARE). Particular attention is paid to the data collected in SHARE Wave 8 COVID-19 Survey conducted in June-August 2020 in 26 European countries and Israel via computer-assisted telephone interviews. Questions examined how people aged 50 years and older coped with socioeconomic and health-related impact of COVID-19. During the last decade, participation of older age groups in labour market is gradually growing with the increase of the statutory retirement age and life expectancy. Employment rates in the pre-retirement and post-retirement age groups are comparatively high in Latvia and other Baltic States as contrasted to the EU averages, especially among women. Despite of relatively worse health status, people in the Baltic countries also demonstrate the highest share of respondents with willingness to work even upon reaching pension age. In 2020, the COVID-19 had relatively mild impact on it. The branches with traditionally high share of workers aged 50+ (education, healthcare, agriculture, administrative services) were least affected by lockdown measures.
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