Jobs/Appointments
Businesses Need to be Concerned About Employee Privacy as Much as Consumer Privacy
By Andrew Bourne
Of late, there have been a lot of headlines around major technology players putting customer privacy first and making data privacy one of their core values.
The business landscape is hurriedly re-orienting itself to provide the digital consumer with a safe space where their data is protected round the clock.
Meanwhile, there’s another important stakeholder whose privacy equally matters. Employees have just as much right to privacy in the workplace.
Recent trends like remote working and hybrid models have heightened the importance of employee privacy
Forced to switch overnight to remote work, organisations turned to digital collaboration and productivity tools to enable their workforce to continue their day-to-day operations. With little to no time to vet third-party vendors, organisations had to purchase and implement technology quickly or use free applications without weighing vulnerabilities.
But this hasty transition was not without its risks, especially for employees. For instance, the steep rise in user base for video conferencing tools caught the hackers’ attention and live meetings were invaded in some cases.
Moreover, audio/video calls while working from home means that varied details of employees’ personal lives are archived in vendors’ data records, at risk of being compromised unless the vendor has a stringent data protection program.
Many companies introducing remote monitoring software when their employees began working from home also raised a lot of privacy concerns.
According to Gartner, more than one out of four companies purchased technology during the pandemic to passively track and monitor their employees.
Another area where the delicate balance between privacy and necessity worried employees was the interim health data collection (like vaccination proof, medical records, household surveys, status updates, etc.) carried out to ensure a safe return to the office.
Workers want their employers to be transparent and upfront with their data practices
Employee data collection is not new. Employers have been long studying workplace patterns, engagement survey responses, and team dynamics to foster a productive work environment.
Employees are usually willing to work together with their employer on this, provided the data gathered directly serves an internal business goal as well as the latter inform beforehand about what the data will be used for, how it will be stored, and who will have access to it. The same goes for employee monitoring. A 2018 Gartner study reported that more than 50% of the respondents were comfortable with monitoring on grounds of valid reasons from the employer.
To put things in perspective, employees willingly trust employers to keep their data safe and use it responsibly. But this trust is broken when employers keep employees in the dark about what purpose their data serves or cross a line with tracking by going to lengths like uninformed surveillance or camera monitoring. The moment employees feel their employer is invading their privacy, it will reflect in the organisation’s attrition rate.
Shaky legal ground
Businesses may also be placing themselves on a shaky legal ground when it comes to employee privacy. In terms of the Protection of Personal Information Act (POPIA), employers have to make employees aware that their productivity and performance is being monitored and should provide reasons for doing so. The Regulation of Interception of Communications and Provision of Communication-Related Information Act (RICA), meanwhile, restricts the interception of communication except under very specific circumstances.
Businesses may also be placing themselves on a shaky legal ground when it comes to employee privacy. In terms of the Nigeria Data Protection Regulation (NDPR) employers are required to display a simple and conspicuous policy regarding personal information data. To avoid any legal complications, employers should obtain employees’ consent as well as buy-in before implementing monitoring tools.
Rather than trying to evade these legal minefields, employers should look to build trust between themselves and employees, and build a safe and compliant environment where privacy is assured.
Commitment from the top
Ultimately, employee privacy is as much a leadership prerogative as anything else. It requires organisational commitment on an ongoing basis. Employee data, like customer data, is of critical importance and warrants the same level of protective measures like robust encryption both at rest and in transit, clear data handling statements, and informed consent. In the case of third-party services, the safe choice for businesses is to work with vendors who espouse an ethical approach to data privacy protection, are compliant with local regulations, and would never monetize data.
When privacy is assured, the trust relationship grows stronger. You build more loyal employees who are willing to go the extra mile for customers, ultimately resulting in a positive impact on your bottom line. As such, employee privacy shouldn’t be treated as a feature but as a non-negotiable given.
Andrew Bourne is the Regional Manager – MEA, Zoho Corporation
By Modupe Gbadeyanka
The termination of the employment of one Mr Bodunrin Akinsuroju by CHI Limited has been declared as unlawful by the National Industrial Court of Nigeria.
Delivering judgment on the matter, Justice Sanda Yelwa of the Lagos Judicial Division of the court held that the sacking of Mr Akinsuroju did not comply strictly with the provisions of the contract of employment and the Employee Handbook.
Consequently, the company was directed to pay him the sum of N2 million as general damages for wrongful termination and N200,000 as costs of action, while Mr Akinsuroju was ordered to return the company’s properties in his possession or pay their assessed market value.
Justice Yelwa found that the contract agreement between both parties clearly required either party to give 30 days’ notice or payment in lieu of notice after confirmation of appointment, and there was no evidence that the employee was given the required notice or paid salary in lieu of notice.
The judge held that failure to comply with this fundamental term amounted to a breach of the contract of employment, thereby rendering the termination wrongful.
Mr Akinsuroju had claimed that the allegation of misconduct against him was unfounded and not established, maintaining that the disciplinary committee proceedings were prejudicial and that the termination of his employment was without justifiable cause and without compliance with the agreed terms of his employment.
In defence, CHI Limited contended that it had the right to terminate the employment of Mr Akinsuroju and that the termination was lawful and in accordance with the contract of employment and the Code of Conduct.
In opposition, counsel to Mr Akinsuroju submitted that the alleged breaches were not proved and that the termination letter took immediate effect without the requisite 30 days’ notice or payment in lieu of notice as stipulated in the letter of appointment and the Employee Handbook, urging the court to hold that the termination was wrongful and to grant the reliefs sought.
By Modupe Gbadeyanka
President Bola Tinubu on Tuesday appointed Mr Tunji Disu as the acting Inspector General of Police (IGP), following the resignation of Mr Kayode Egbetokun.
Mr Disu, an Assistant Inspector General of Police (AIG), was recently moved to the Force Criminal Investigation Department (FCID) Annex, Alagbon, Lagos.
A statement today by the Special Adviser to the President on Information and Strategy, Mr Bayo Onanuga, disclosed that the President would convene a meeting of the Nigeria Police Council shortly to formally consider the appointment of Mr Disu as substantive IGP, after which his name will be transmitted to the Senate for confirmation.
Mr Tinubu expressed confidence that Mr Disu’s experience, operational depth, and demonstrated leadership capacity would provide steady and focused direction for the Nigeria Police Force during this critical period.
He reiterated his administration’s unwavering commitment to enhancing national security, strengthening institutional capacity, and ensuring that the Nigeria Police Force remains professional, accountable, and fully equipped to discharge its constitutional responsibilities.
Mr Egbetokun was said to have resigned from the position due to pressing family considerations.
President Tinubu, who accepted the resignation letter, expressed his profound appreciation for Mr Egbetokun’s decades of distinguished service to the Nigeria Police Force and the nation. He acknowledged his dedication, professionalism, and steadfast commitment to strengthening internal security architecture during his tenure.
Appointed in June 2023, Mr Egbetokun was serving a four-year term scheduled to conclude in June 2027, in line with the amended provisions of the Police Act.
The statement disclosed that his replacement was in view of the current security challenges confronting the nation, and acting in accordance with extant laws and legal guidance.
By Adedapo Adesanya
Mr Tunji Disu, an Assistant Inspector General of Police (AIG), has reportedly replaced Mr Kayode Egbetokun as the new Inspector General of Police (IGP).
Mr Egbetokun resigned from the position on Tuesday after he was said to have held a meeting with President Bola Tinubu on Monday night at the Presidential Villa in Abuja.
President Tinubu appointed Mr Egebtokun as the 22nd IGP on June 19, 2023, with his appointment confirmed by the Nigeria Police Council on October 31, 2023.
Appointed as IGP at the age of 58, Mr Egbetokun was due for retirement on September 4, 2024, upon reaching the mandatory age of 60, but his tenure was extended by the President, creating controversies, which trailed him until his exit from the force today.
Although the police authorities are yet to comment on the matter or issue an official statement about his resignation, the move came amid reports suggesting that Mr Egbetokun has left the position.
Mr Egbetokun’s tenure was marred by a series of controversies; he recently initiated multiple charges against activist Mr Omoyele Sowore and his publication, SaharaReporters, after Mr Sowore publicly described him as an “illegal IGP.”
The dispute escalated into protracted legal battles, with the Federal High Court issuing injunctions restricting further publications relating to the former police chief and members of his family. Critics interpreted these court actions as attempts to stifle dissent and weaken press freedom.
His replacement, Mr Disu, was posted to oversee the Force Criminal Investigation Department (FCID) Annex, Alagbon, Lagos, some days ago.
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