数字时代企业管理权与劳动者隐私权冲突之协调  

On Reconciliation of the Conflict between Corporate Management Rights and Workers’Privacy Rights in the Digital Age

作　　者：曹艳春[1] 高天璐 CAO Yanchun;GAO Tianlu(School of Law,Shanghai Maritime University,Shanghai 201306)

机构地区：[1]上海海事大学法学院,上海201306

出　　处：《工会理论研究》2022年第2期38-48,共11页Labour Union Studies

摘　　要：数字时代,企业管理权与劳动者隐私权的冲突加剧了劳资矛盾。为协调劳资冲突,双方应各退一步,劳动者在工作场所享有部分隐私权,而企业只能进行有限监控。法院应明确侵犯劳动者隐私权案件的审理思路,分“两步走”审理,将程序审查作为实质性审查的前提;同时,工会及监察部门应发挥监督作用。此外,在《民法典》明确人格权的背景下,应协调劳动法与民法典之间的关系,重塑、调整、升级数字时代劳动法理论和制度,进行精细化立法,在后续的修法活动中也应树立尊重人格尊严、保护隐私权的理念。In the digital age,the conflict between corporate management rights and workers’privacy rights has intensified labor-management conflicts.In order to reconcile the labor-management conflict,both sides should take a step back.The workers should enjoy some privacy rights in the workplace,while the enterprises can only conduct limited monitoring.The court should clarify the idea of hearing cases of infringement of workers’privacy rights,and should hear the cases in two steps,with procedural review as a prerequisite for substantive review,while labor unions and supervisory authorities should play a supervisory role.In addition,in the context of the Civil Code’s clarification of personality rights,the relationship between labor law and the Civil Code should be coordinated,and the theory and system of labor law in the digital era should be reshaped,adjusted and upgraded.Refined legislation should be enacted,and the concept of respecting human dignity and protecting privacy should be established in the subsequent revision activities.

关 键 词：劳动者隐私权 企业管理权 数字时代 劳动法 劳资关系 

分 类 号：D922.504[政治法律—民商法学]