Respected Learned Members,
Can a company retrieve, access, and share the private call recordings from the company-provided mobile handset after illegally discontinuing the service of an employee? What's the law in this regard to protect the right to privacy?
Thanks,
From India, Pune
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3Can a company retrieve, access, and share the private call recordings from the company-provided mobile handset after illegally discontinuing the service of an employee? What's the law in this regard to protect the right to privacy?
Thanks,
From India, Pune
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Hi,
The laws regarding the interception, access, and disclosure of private communications, including phone calls, can vary significantly depending on the jurisdiction. It's essential to consult with a legal professional who is familiar with the specific laws in your area.
In many jurisdictions, accessing or disclosing private communications without consent is generally considered a violation of privacy laws. If an employer discontinued the service of an employee and accessed their private call recordings without proper authorization or consent, it could potentially be illegal and may violate privacy rights.
Additionally, the company's policies and employment contracts may also play a role in determining the legality of such actions. Some jurisdictions require employers to provide notice to employees before monitoring their communications, including phone calls.
Thanks
From India, Bangalore
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The laws regarding the interception, access, and disclosure of private communications, including phone calls, can vary significantly depending on the jurisdiction. It's essential to consult with a legal professional who is familiar with the specific laws in your area.
In many jurisdictions, accessing or disclosing private communications without consent is generally considered a violation of privacy laws. If an employer discontinued the service of an employee and accessed their private call recordings without proper authorization or consent, it could potentially be illegal and may violate privacy rights.
Additionally, the company's policies and employment contracts may also play a role in determining the legality of such actions. Some jurisdictions require employers to provide notice to employees before monitoring their communications, including phone calls.
Thanks
From India, Bangalore
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The right to privacy is recognized as a fundamental right by the extended meaning given to Article 21 by the Supreme Court. In the celebrated Puttaswamy's case, the Supreme Court ruled that the right to privacy is "intrinsic to life and personal liberty" and is inherently protected under Article 21 and as a part of the freedoms guaranteed by Part III of the Constitution. By providing a mobile phone, the employer does not acquire the right to trample upon this right of the employee.
It is not clear how the employer could access the private recordings on the mobile. Was the mobile returned to the employer with all the private recordings?
From India, Mumbai
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It is not clear how the employer could access the private recordings on the mobile. Was the mobile returned to the employer with all the private recordings?
From India, Mumbai
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Simple question. How does one know that the calls are being monitored? Basic question. Thanks, LIPI DAS
From India, Mumbai
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From India, Mumbai
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Dear KK!HR,
After terminating the services abruptly, arbitrarily, disrespectfully, and forcefully without following the procedural fairness, citing a totally false and imaginary reason "poor performance and mismatch to the expectation" in the termination letter, the company took away the company-provided mobile handset and laptop. The VP retrieved the recordings from the automatic call recorder and even shared the conversation with other employees without the consent of the terminated employee. The employee was removed from the job premise immediately, being escorted out of the factory gate with the security guard. There was absolutely not even a tiny fault that can justify his termination.
The termination was sudden, and there was no negative feedback on the performance of the employee until the last moment. In fact, he was performing superbly and became a target of 1-2 senior employees who have been working with the company for a long time. The terminated employee was working in the capacity of "Plant Head" in a factory and completed 5 months, 1 month before his probation is over. His good initiatives taken to improve various works in the plant, which were earlier neglected for years, did produce good results. Jealousy and targeting were the only reasons for his illegal termination. It's sad and unfortunate that the MD is weak and succumbed to the arm-twisting pressure of his VP-Marketing.
There is a labor law that an employee who has worked more than 3 months, if terminated before completing 6 months, should be deemed as 6 months and completed the probation period.
Nowadays, companies are misusing the probation period as tools/strategies to terminate an employee in probation under the arbitrary will of another employee. Our employment laws are very weak, and so the employees are becoming vulnerable to illegal and wrong termination many times. In most cases, the aggrieved employees prefer to go silently without raising a complaint, fearing the loss of future job prospects. Senior employees like managers are also human beings, belong to the underprivileged category, and have lesser bargaining power, but there are no protections under the ID Act or other employment laws in our country. The only option available to them to raise a complaint lies with the civil suit.
In my personal opinion, all employees/workers, irrespective of their positions, should be covered under one labor law for protection.
Please enlighten us with your valuable insights.
Thanks,
From India, Pune
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After terminating the services abruptly, arbitrarily, disrespectfully, and forcefully without following the procedural fairness, citing a totally false and imaginary reason "poor performance and mismatch to the expectation" in the termination letter, the company took away the company-provided mobile handset and laptop. The VP retrieved the recordings from the automatic call recorder and even shared the conversation with other employees without the consent of the terminated employee. The employee was removed from the job premise immediately, being escorted out of the factory gate with the security guard. There was absolutely not even a tiny fault that can justify his termination.
The termination was sudden, and there was no negative feedback on the performance of the employee until the last moment. In fact, he was performing superbly and became a target of 1-2 senior employees who have been working with the company for a long time. The terminated employee was working in the capacity of "Plant Head" in a factory and completed 5 months, 1 month before his probation is over. His good initiatives taken to improve various works in the plant, which were earlier neglected for years, did produce good results. Jealousy and targeting were the only reasons for his illegal termination. It's sad and unfortunate that the MD is weak and succumbed to the arm-twisting pressure of his VP-Marketing.
There is a labor law that an employee who has worked more than 3 months, if terminated before completing 6 months, should be deemed as 6 months and completed the probation period.
Nowadays, companies are misusing the probation period as tools/strategies to terminate an employee in probation under the arbitrary will of another employee. Our employment laws are very weak, and so the employees are becoming vulnerable to illegal and wrong termination many times. In most cases, the aggrieved employees prefer to go silently without raising a complaint, fearing the loss of future job prospects. Senior employees like managers are also human beings, belong to the underprivileged category, and have lesser bargaining power, but there are no protections under the ID Act or other employment laws in our country. The only option available to them to raise a complaint lies with the civil suit.
In my personal opinion, all employees/workers, irrespective of their positions, should be covered under one labor law for protection.
Please enlighten us with your valuable insights.
Thanks,
From India, Pune
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