作者：田野
作者介绍：天津大学法学院教授
出版日期：2022年6月9日
内容提要 职场智能监控问题愈演愈烈，使劳动者个人信息权益面临更大威胁。数智时代算法权力的失衡使劳动从属性以新的技术面貌呈现并加剧，需加以矫正。在智能监控中，用人单位和劳动者皆有正当而相互冲突的利益存在，如何实现二者的平衡是难点。利益平衡目标的实现应以贯彻目的原则为中心，为智能监控的范围与限度划定边界。基于智能监控处理劳动者个人信息应当具备明确、合理且与劳动直接相关的目的，且以给劳动者造成最小损害为限度。即使是在工作时间和工作场所，也应认可个人信息权益在合乎比例的空间内存在。应当避免持续性、全方位和一般预防性的过度监控，而主要针对工作中的关键时段、场所和有迹象表明的违法行为实施有限的监控。鉴于其高度冒犯性，只有在具备重大事由时才能例外地采用智能监控，而不能将其作为监督劳动者工作表现的常规手段。
关键词 职场智能监控 劳动者个人信息保护 劳动从属性 目的原则
Abstract: More and more employers begin to monitor employees with AI equipment, which threatens the rights and interests of employees’ personal information more. The imbalance of algorithm power in the age of digital intelligence makes the subordination of employment relations exist and intensify with a new technical appearance, which needs to be corrected. For AI monitoring, employers and employees have legitimate and conflicting interests, and how to balance the two becomes the key. The realization of the goal of balance of interests should be centered on the implementation of the purpose principle, and the scope of AI monitoring should be demarcated. Personal information processing under AI monitoring can only be conducted with an explicit and reasonable purpose directly related to the employment and with the minimum damage to employees’ interests. Employees’ right to personal information should be recognized as existing in a proportionate space, even during working time and in the workplace. Continuous, comprehensive and generally preventive monitoring should be avoided, and limited monitoring should be carried out primarily for critical periods of work, key places and indications of violations of the law. In view of the highly intrusive nature of AI monitoring, it can only be exceptionally used when there are serious causes, and it can not be used as a routine means to supervise workers’ performance.