Nor I. :)
Prior to the act I would say that you were 100% right. Equally after the
act what you say is 100% reasonable. I just tend to err on the side of
safety in these situations for the party asked to pass data - not
unreasonable since transgressions tend to be career limiting for the person
who acted unlawfully.
An expectation that a thing will happen is likely to means that there are no
complaints about the fact that it happened (0.9 probability). It does not
make it lawful.
The time the proverbial hits the fan is at the disciplinary hearing when the
student is hauled over the coals for non attendance.
-----Original Message-----
From: This list is for those interested in Data Protection issues
[mailto:[log in to unmask]] On Behalf Of Tim Turner
Sent: 05 September 2005 10:57
To: [log in to unmask]
Subject: Re: [data-protection] Employer request
I'm not trying to be argumentative (well, not much). I'm unsure that this is
the case. If I went on a course paid for by my employer, didn't show up, and
the course provider informed my employer, would it be automatically unlawful
if the sharing of information was not explicitly included in a contract or
agreement? I would expect the provider to tell my employer - a service that
has been paid for has not properly been provided, and my employer has a
right to know where I am while on their clock. Would it have to be explicit
(I would just expect it to happen)?
Tim Turner
Wigan Council
> ----------
> From: Tim Trent[SMTP:[log in to unmask]]
> Reply To: Tim Trent
> Sent: 05 September 2005 10:48
> To: [log in to unmask]
> Subject: Re: [data-protection] Employer request
>
>
> All I am saying here is that something that is reasonable is not
> necessarily lawful. To be lawful there must be contracts in place and
> evidence of those contracts needs to be with the person who is asked
> to pass the attendance data.
>
> In all probability there is a standard arrangement between educational
> establishment and employer to which the student has agreed.
>
> -----Original Message-----
> From: This list is for those interested in Data Protection issues
> [mailto:[log in to unmask]] On Behalf Of Broom, Doreen
> Sent: 05 September 2005 10:10
> To: [log in to unmask]
> Subject: Re: [data-protection] Employer request
>
> Basically, it is the same as if he does not attend work i.e. off sick
> - the employer is entitled to know. Also, if he does not attend
> College then a day's pay is deducted from his wage which I believe is
> only right (if he doesn't phone in). If he is actually off sick then
> he would get sick pay.
> Doreen
>
>
>
> -----Original Message-----
> From: This list is for those interested in Data Protection issues
> [mailto:[log in to unmask]] On Behalf Of Tim Trent
> Sent: 05 September 2005 10:06
> To: [log in to unmask]
> Subject: Re: Employer request
>
> This makes perfect sense. It is fair and equitable. It just needs to
> be formally enshrined in process and contract.
>
> -----Original Message-----
> From: This list is for those interested in Data Protection issues
> [mailto:[log in to unmask]] On Behalf Of Broom, Doreen
> Sent: 05 September 2005 09:47
> To: [log in to unmask]
> Subject: Re: [data-protection] Employer request
>
> From a personal experience - if my son is not at College - his
> employer pays for his course and he is notified if he does not
> attend.
> Doreen
>
> -----Original Message-----
> From: This list is for those interested in Data Protection issues
> [mailto:[log in to unmask]] On Behalf Of Casillas, Mojgan
> Sent: 05 September 2005 09:02
> To: [log in to unmask]
> Subject: Employer request
>
> Morning,
>
> Just want to double check. If a students course is paid for by their
> employer, can the employer request to see attendance, punctuality,
> qualifications etc.?
>
> The students sign a Student Learner agreement for the College to
> process and pass on their data (Standard) to third parties. They must
> also have their contract of employment.
>
> Any advice??
> Thanks in advanced
>
> Mojgan
>
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