The Canadian Privacy Law Blog: Developments in privacy law and writings of a Canadian privacy lawyer, containing information related to the Personal Information Protection and Electronic Documents Act (aka PIPEDA) and other Canadian and international laws.
The author of this blog, David T.S. Fraser, is a Canadian privacy lawyer who practices with the firm of McInnes Cooper. He is the author of the Physicians' Privacy Manual. He has a national and international practice advising corporations and individuals on matters related to Canadian privacy laws.
For full contact information and a brief bio, please see David's profile.
The views expressed herein are solely the author's and should not be attributed to his employer or clients. Any postings on legal issues are provided as a public service, and do not constitute solicitation or provision of legal advice. The author makes no claims, promises or guarantees about the accuracy, completeness, or adequacy of the information contained herein or linked to. Nothing herein should be used as a substitute for the advice of competent counsel.
This web site is presented for informational purposes only. These materials do not constitute legal advice and do not create a solicitor-client relationship between you and David T.S. Fraser. If you are seeking specific advice related to Canadian privacy law or PIPEDA, contact the author, David T.S. Fraser.
Thursday, October 28, 2004
The Privacy Commissioner released a new finding yesterday (the finding itself is dated September 3, 2004), the first finding to address the mandatory use of biometrics in the workplace. In this case, the employer used voice-print technology for security and managing the employer-employee relationship. The Assistant Commissioner determined that the use of this technology was reasonable, and struck the appropriate balance for security purposes.
Commissioner's Findings - PIPEDA Case Summary #281: Organization uses biometrics for authentication purposes - September 3, 2004 - Privacy Commissioner of Canada:
"Several employees complained that their employer was forcing them to consent to the collection of biometric information, namely, their voice print, for the purpose of accessing a number of the company's business applications. These applications are used for logging work-related information, as well as for absence reporting. "
The Canadian Privacy Law Blog is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 2.5 Canada License.