本文選題：監(jiān)控　切入點：隱私權　出處：《華東政法大學》2009年碩士論文

【摘要】： 在當今社會,工作場所雇主對雇員進行電子郵件監(jiān)控的現(xiàn)象普遍存在。本文試圖從雇員電子郵件法律保護這一具體問題入手,從理論和實踐兩個方面探討雇員電子郵件隱私權的問題。本文所討論的雇員電子郵件指使用雇主的電腦設備所收發(fā)的郵件,其中包括私人性質的郵件。 本文第一章分析了雇員、隱私及隱私權的概念,論述了雇員電子郵件隱私的特殊性。第二章論述了雇員電子郵件保護問題涉及到的兩個不同的權利：雇員的隱私權和雇主的管理權,以及兩者的沖突和平衡。雇主有實施電子郵件監(jiān)控的需要,而監(jiān)控可能會侵犯雇員的隱私權。雇員的隱私權源自人權理論,雇主的管理權則源自勞動關系的自身屬性。筆者介紹并分析了權利位階理論和法律經(jīng)濟分析理論在平衡這兩種權利時得出的不同結論,并提出了平衡原則。 本文第三章論述了美國和歐盟對雇員電子郵件的法律保護。歐美國家的隱私法制建設起步較早,已經(jīng)形成了較為成熟的法律規(guī)范,司法實踐也比較豐富,值得我們認真研究,加以借鑒�？傮w而言,美國傾向于保護雇主利益而歐盟注重保護雇員隱私權。美國的《電子通信隱私法》規(guī)定原則上雇主有權監(jiān)控雇員電子郵件；同時隨著司法判例的發(fā)展,美國逐漸建立了普通法中的“合理的隱私期待”原則,即在滿足嚴格條件的前提下,雇員對其電子郵件有合理的隱私期待,雇主不得實施監(jiān)控。歐盟的《個人數(shù)據(jù)保護指令》涵蓋了關于個人數(shù)據(jù)處理的各個方面,適用于雇員電子郵件問題；雇主實施雇員電子郵件監(jiān)控必須滿足嚴格的條件,例如取得雇員的明確同意等。雖然在一些歐盟國家出現(xiàn)了新的立法動向,放寬了雇主實施監(jiān)控的條件,但總體而言歐盟對雇員電子郵件隱私權的保護程度要遠遠高于美國。美國和歐盟在雇員電子郵件保護問題上存在如此巨大的差異,其根源在于對隱私權的性質的界定迥異。美國將隱私權視為財產(chǎn)權,而歐盟則將隱私權上升到基本人權的高度。 本文第四章論述了我國對雇員電子郵件的法律保護情況。到目前為止,我國法律對雇員電子郵件保護問題尚無明確的規(guī)定；但在勞動爭議中,司法機構需要判定監(jiān)控所得郵件是否具有證據(jù)效力諸如此類的問題。筆者嘗試在勞動法框架下提出解決此類問題的方案,將《勞動合同法》所規(guī)定的民主程序適用于電子郵件政策的制定過程,并借鑒歐盟個人數(shù)據(jù)保護法中的原則,對電子郵件政策的基本內容提出了部分建議。最后,筆者還提出在司法實踐中借鑒美國“合理的隱私期待”原則,解決因電子郵件監(jiān)控所產(chǎn)生的糾紛。 本文的探討對QQ、MSN等即時聊天工具在工作場所的應用所帶來的隱私問題也具有參考價值。
[Abstract]:In today's society, the phenomenon that employers in the workplace monitor their employees' email is common. This paper attempts to start with the specific issue of the legal protection of employees' e-mail. This paper discusses the issue of employee email privacy from the aspects of theory and practice. The employee email discussed in this paper refers to the email sent and sent using the employer's computer equipment, including personal mail. The first chapter analyzes the concepts of employee, privacy and privacy. This paper discusses the particularity of employee's email privacy. The second chapter discusses two different rights involved in the protection of employee's email: the employee's right to privacy and the employer's right of management. And the conflict and balance between the two. Employers need to implement email monitoring, which may violate employees' right to privacy. Employees' privacy is derived from human rights theory. The author introduces and analyzes the different conclusions of the right rank theory and the legal economic analysis theory when balancing these two rights, and puts forward the balance principle. The third chapter discusses the legal protection of employee email in the United States and the European Union. The legal construction of privacy in Europe and the United States started early, which has formed more mature legal norms, and the judicial practice is also relatively rich, which is worthy of our careful study. In general, the United States tends to protect the interests of employers and the European Union focuses on protecting the privacy of employees. The United States Electronic Communications Privacy Act provides that, in principle, employers have the right to monitor employees' e-mail; and with the development of judicial jurisprudence, The United States has gradually established the common law principle of "reasonable privacy expectation", that is, employees have reasonable privacy expectations for their emails if strict conditions are met. The European Union's personal data Protection Directive covers all aspects of personal data processing and applies to employee e-mail issues; employers must meet strict conditions for employee email monitoring. For example, obtaining the explicit consent of employees. Although in some EU countries new legislative trends have emerged, the conditions for employers to implement monitoring have been relaxed. But overall, the European Union has far more protection for employees' email privacy than the United States, where there is such a big difference between the United States and the European Union on the issue of employee email protection. Its roots lie in the very different definition of the nature of privacy. The United States regards the right to privacy as a property right, while the European Union raises the right to privacy to the height of basic human rights. The fourth chapter discusses the legal protection of employee email in our country. Up to now, there is no clear regulation on the protection of employee email in Chinese law, but in the labor dispute, The judiciary needs to determine whether the monitored emails have evidentiary effects or not. The author tries to put forward a solution to this problem under the framework of labor law. Applying the democratic procedure stipulated in the Labor contract Law to the process of making e-mail policy, and drawing on the principles of the European Union's personal data Protection Act, some suggestions are put forward on the basic contents of the e-mail policy. The author also proposes to use the principle of "reasonable expectation of privacy" for reference in judicial practice to resolve the disputes arising from email monitoring. The discussion of this paper also has reference value for the privacy problems brought by the application of QQN MSN and other instant messaging tools in the workplace.
【學位授予單位】：華東政法大學
【學位級別】：碩士
【學位授予年份】：2009
【分類號】：D912.1

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本文編號：1678042