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Post by juthi52943 on Jan 4, 2024 7:10:09 GMT
The regulations do not provide for the possibility of processing information about the test if it does not indicate intoxication or under the influence of alcohol. However, if the test result justifies disallowing the employee to perform work, information about the date, hour, minute and test result may be stored for a maximum of one year from the date it was collected. If the information may constitute or constitutes Job Function Email List evidence in the proceedings, this time is extended until the final conclusion of the proceedings. The oneyear period is also extended if the employee receives disciplinary penalties. It then lasts until the penalty is deemed null and void. Once the information processing deadlines have expired, it must be deleted. Summary The new rules for remote work can hardly be described as innovative. Rather, they are an attempt to standardize what employers and employees have developed in practice. The situation is different in the case of sobriety tests. The regulations are a clear response to the needs of employers.
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