The Court of First Instance of Udine (Labour Section, order no. 504 of 2 August 2024) declared lawful the measure of suspension from work and remuneration, imposed by a company on an employee who had refused to sign the letter sent to the person responsible for processing personal data, in accordance with the applicable data protection law (please also refer to Ntpluslavoro of 26 September).
The Court of First Instance stated that, as a result of a circumstance caused by the employee’s will and, in any event, beyond its control, the company found itself in a situation in which it was obliged to suspend the employee’s services and remuneration. If it had not done so, it would have breached the rules of guarantee provided for by the data protection legislation and would inevitably entail the risk of incurring the sanctions provided for.
The employer entrusts the employee not only with adequate resources and tools to ensure the correct processing of personal data, but also with the responsibility to process such data with confidentiality, fairness and diligence. While it is therefore true that the appointment of a designated person is unilateral in nature, since it is an act emanating from the employer, it is equally true that the employee’s failure to accept it, will have consequences for the management of the employment relationship, which will be felt at several levels:
Also because of these considerations, the Court of Udine stated that the refusal to accept the appointment as an authorized subject was sufficient to justify the adoption of the disciplinary measure of suspension from service and remuneration.
The specific case inevitably prompts the query as to what the effects and consequences are, or could be, for the employer who is faced with the hypothesis that an employee does not accept the assignment to a person authorized to process personal data or even expresses the intention to withdraw a previously provided acceptance.
Logically, but for the sake of completeness of the argument, it is also worth mentioning briefly, the question does not arise if the tasks assigned to an employee do not involve the processing of personal data. In the opinion of the author, the question does not arise for two reasons. On one hand, it would be illogical and unnecessary to authorize and instruct an employee who does not process personal data in performing his/her work activities. Article 29 of (EU) Regulation 2016/679 (the GDPR) and Article 2-quaterdecies of the Italian Legislative Decree no. 196/2003 provide that it is those who have “access to personal data” and not those who do not carry out any processing operations, who shall be instructed. On the other hand, the refusal of those who do not have access to personal data does not affect the performance of their daily work. Therefore, even in the latter case, no potentially relevant behaviour from a disciplinary standpoint would be identified.
Please continue reading the full version published in Norme e Tributi Plus Lavoro del Il Sole 24 Ore.
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