{"id":1929,"date":"2023-05-05T15:50:53","date_gmt":"2023-05-05T15:50:53","guid":{"rendered":"https:\/\/www.flumiq.ch\/?p=1929"},"modified":"2023-06-20T08:00:18","modified_gmt":"2023-06-20T08:00:18","slug":"surveillance-or-assistance","status":"publish","type":"post","link":"https:\/\/www.flumiq.ch\/en\/2023\/05\/05\/surveillance-or-assistance\/","title":{"rendered":"Surveillance or Assistance?"},"content":{"rendered":"

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back to overview<\/a><\/p>\n

[\/et_pb_text][et_pb_text content_tablet=”<\/p>\n

How should the real-time collection of individual performance and quality data<\/strong> in a logistics center be evaluated? The Administrative Court of Hannover\/Germany, under case number 10 A 6199\/20, ruled on February 9, 2023 regarding personal data protection aspects. Although the judgment specifically refers to the case of an Amazon logistics center, it provides concrete guidelines for the correct legally compliant implementation<\/strong> of such a measure. Furthermore, the interaction with the prevailing operation\u2019s or corporate culture<\/strong> should be considered.<\/p>\n

Amazon operates an impressive logistics center in Winsen, Lower Saxony, with approximately 64,000 square meters and around 2,000 employees. The continuous collection and processing of current and precise quantity and quality data of the employees became the subject of a court case. The 10th Chamber of the Hannover Administrative Court declared it permissible from a data protection perspective<\/strong>, thus prioritizing corporate interests over the employees’ right to privacy. This dramatic summary suggests that a detailed balancing of interests took place. The following are some of the factors that were deemed important for the decision and provide guidelines for similar situations.<\/p>\n

Purpose<\/h2>\n

The collection and processing of data are not an end in itself. In this specific case, it was indicated that the purpose was to manage<\/strong> logistics processes, qualify<\/strong> employees, and create objective and fair<\/strong> evaluation criteria for feedback<\/strong> and preparation of personnel decisions<\/strong>.<\/p>\n

While the necessity of collecting personal data is obvious for qualification and evaluation purposes, it must be demonstrated that the data is required for the management aspect. A compelling example of this is the need to identify and respond to individual daily performance fluctuations,<\/strong> and potentially redeploy highly qualified employees accordingly. For the smooth operation of a logistics center of this size, a coordinated throughput<\/strong> of all process steps is necessary. Any imbalance can quickly lead to operational disruptions, especially since unexpected volume fluctuations also need to be absorbed.<\/p>\n

Transparency<\/h2>\n

One of the key factors for acceptance<\/strong> among employees is transparency regarding the type of data processing, data usage, and motives. Early and comprehensive involvement<\/strong> of employees is not only an obligation but also a success factor. Traceability<\/strong> is essential, and this includes, for example, allowing employees to compare their performance metrics with average or expected values. Taking into account special effects<\/strong>, such as handling bulky goods, also contributes to the acceptance of the solution. In the underlying case, it went so far that the workers council expressly requested the use of such a system.<\/p>\n

Data storage<\/h2>\n

From a data protection perspective, the storage period<\/strong> of data is also relevant depending on the purpose of use. For data necessary for process optimization, a period of 3 months is deemed appropriate. For feedback purposes, a period of 12 months is considered critical but acceptable. In practice, this means a clear separation of operational data and differentiation per processing purpose<\/strong>. %22One size fits all%22 is probably not the solution here. It must also be examined whether anonymized data can be used.<\/p>\n

In a side note, it is mentioned that creating precise personalized movement profiles<\/strong>, which is not the case here, would be considered excessive surveillance.<\/p>\n

Company culture<\/h2>\n

As mentioned in a previous post<\/a>, in addition to complying with legal requirements, it is important to consider the underlying motivations and corporate culture<\/strong> in which such evaluations take place. They can reinforce existing trends. A culture of mistrust, coercion, and excessive performance pressure will lead to abuse. On the other hand, where a constructive, fair approach to performance<\/strong> prevails, where obstacles are identified and removed, where the common goal<\/strong>of meeting legitimate customer expectations without stress is at the forefront, and where employees are promoted from the deepest conviction, real-time recording of performance and quality data can also contribute valuable insights<\/strong> to process control and improvement, and to objective and fair performance evaluation.<\/p>\n

” content_phone=”<\/p>\n

How should the real-time collection of individual performance and quality data<\/strong> in a logistics center be evaluated? The Administrative Court of Hannover\/Germany, under case number 10 A 6199\/20, ruled on February 9, 2023 regarding personal data protection aspects. Although the judgment specifically refers to the case of an Amazon logistics center, it provides concrete guidelines for the correct legally compliant implementation<\/strong> of such a measure. Furthermore, the interaction with the prevailing operation\u2019s or corporate culture<\/strong> should be considered.<\/p>\n

Amazon operates an impressive logistics center in Winsen, Lower Saxony, with approximately 64,000 square meters and around 2,000 employees. The continuous collection and processing of current and precise quantity and quality data of the employees became the subject of a court case. The 10th Chamber of the Hannover Administrative Court declared it permissible from a data protection perspective<\/strong>, thus prioritizing corporate interests over the employees’ right to privacy. This dramatic summary suggests that a detailed balancing of interests took place. The following are some of the factors that were deemed important for the decision and provide guidelines for similar situations.<\/p>\n

Purpose<\/h2>\n

The collection and processing of data are not an end in itself. In this specific case, it was indicated that the purpose was to manage<\/strong> logistics processes, qualify<\/strong> employees, and create objective and fair<\/strong> evaluation criteria for feedback<\/strong> and preparation of personnel decisions<\/strong>.<\/p>\n

While the necessity of collecting personal data is obvious for qualification and evaluation purposes, it must be demonstrated that the data is required for the management aspect. A compelling example of this is the need to identify and respond to individual daily performance fluctuations,<\/strong> and potentially redeploy highly qualified employees accordingly. For the smooth operation of a logistics center of this size, a coordinated throughput<\/strong> of all process steps is necessary. Any imbalance can quickly lead to operational disruptions, especially since unexpected volume fluctuations also need to be absorbed.<\/p>\n

Transparency<\/h2>\n

One of the key factors for acceptance<\/strong> among employees is transparency regarding the type of data processing, data usage, and motives. Early and comprehensive involvement<\/strong> of employees is not only an obligation but also a success factor. Traceability<\/strong> is essential, and this includes, for example, allowing employees to compare their performance metrics with average or expected values. Taking into account special effects<\/strong>, such as handling bulky goods, also contributes to the acceptance of the solution. In the underlying case, it went so far that the workers council expressly requested the use of such a system.<\/p>\n

Data storage<\/h2>\n

From a data protection perspective, the storage period<\/strong> of data is also relevant depending on the purpose of use. For data necessary for process optimization, a period of 3 months is deemed appropriate. For feedback purposes, a period of 12 months is considered critical but acceptable. In practice, this means a clear separation of operational data and differentiation per processing purpose<\/strong>. %22One size fits all%22 is probably not the solution here. It must also be examined whether anonymized data can be used.<\/p>\n

In a side note, it is mentioned that creating precise personalized movement profiles<\/strong>, which is not the case here, would be considered excessive surveillance.<\/p>\n

Company culture<\/h2>\n

As mentioned in a previous post<\/a>, in addition to complying with legal requirements, it is important to consider the underlying motivations and corporate culture<\/strong> in which such evaluations take place. They can reinforce existing trends. A culture of mistrust, coercion, and excessive performance pressure will lead to abuse. On the other hand, where a constructive, fair approach to performance<\/strong> prevails, where obstacles are identified and removed, where the common goal<\/strong>of meeting legitimate customer expectations without stress is at the forefront, and where employees are promoted from the deepest conviction, real-time recording of performance and quality data can also contribute valuable insights<\/strong> to process control and improvement, and to objective and fair performance evaluation.<\/p>\n

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How should the real-time collection of individual performance and quality data<\/strong> in a logistics center be evaluated? The Administrative Court of Hannover\/Germany, under case number 10 A 6199\/20, ruled on February 9, 2023 regarding personal data protection aspects. Although the judgment specifically refers to the case of an Amazon logistics center, it provides concrete guidelines for the correct legally compliant implementation<\/strong> of such a measure. Furthermore, the interaction with the prevailing operation\u2019s or corporate culture<\/strong> should be considered.<\/p>\n

Amazon operates an impressive logistics center in Winsen, Lower Saxony, with approximately 64,000 square meters and around 2,000 employees. The continuous collection and processing of current and precise quantity and quality data of the employees became the subject of a court case. The 10th Chamber of the Hannover Administrative Court declared it permissible from a data protection perspective<\/strong>, thus prioritizing corporate interests over the employees’ right to privacy. This dramatic summary suggests that a detailed balancing of interests took place. The following are some of the factors that were deemed important for the decision and provide guidelines for similar situations.<\/p>\n

Purpose<\/h2>\n

The collection and processing of data are not an end in itself. In this specific case, it was indicated that the purpose was to manage<\/strong> logistics processes, qualify<\/strong> employees, and create objective and fair<\/strong> evaluation criteria for feedback<\/strong> and preparation of personnel decisions<\/strong>.<\/p>\n

While the necessity of collecting personal data is obvious for qualification and evaluation purposes, it must be demonstrated that the data is required for the management aspect. A compelling example of this is the need to identify and respond to individual daily performance fluctuations,<\/strong> and potentially redeploy highly qualified employees accordingly. For the smooth operation of a logistics center of this size, a coordinated throughput<\/strong> of all process steps is necessary. Any imbalance can quickly lead to operational disruptions, especially since unexpected volume fluctuations also need to be absorbed.<\/p>\n

Transparency<\/h2>\n

One of the key factors for acceptance<\/strong> among employees is transparency regarding the type of data processing, data usage, and motives. Early and comprehensive involvement<\/strong> of employees is not only an obligation but also a success factor. Traceability<\/strong> is essential, and this includes, for example, allowing employees to compare their performance metrics with average or expected values. Taking into account special effects<\/strong>, such as handling bulky goods, also contributes to the acceptance of the solution. In the underlying case, it went so far that the workers council expressly requested the use of such a system.<\/p>\n

Data storage<\/h2>\n

From a data protection perspective, the storage period<\/strong> of data is also relevant depending on the purpose of use. For data necessary for process optimization, a period of 3 months is deemed appropriate. For feedback purposes, a period of 12 months is considered critical but acceptable. In practice, this means a clear separation of operational data and differentiation per processing purpose<\/strong>. “One size fits all” is probably not the solution here. It must also be examined whether anonymized data can be used.<\/p>\n

In a side note, it is mentioned that creating precise personalized movement profiles<\/strong>, which is not the case here, would be considered excessive surveillance.<\/p>\n

Company culture<\/h2>\n

As mentioned in a previous post<\/a>, in addition to complying with legal requirements, it is important to consider the underlying motivations and corporate culture<\/strong> in which such evaluations take place. They can reinforce existing trends. A culture of mistrust, coercion, and excessive performance pressure will lead to abuse. On the other hand, where a constructive, fair approach to performance<\/strong> prevails, where obstacles are identified and removed, where the common goal<\/strong>of meeting legitimate customer expectations without stress is at the forefront, and where employees are promoted from the deepest conviction, real-time recording of performance and quality data can also contribute valuable insights<\/strong> to process control and improvement, and to objective and fair performance evaluation.<\/p>\n

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How should the real-time collection of individual performance and quality data in a logistics center be evaluated? The Administrative Court of Hannover\/Germany, under case number 10 A 6199\/20, ruled on February 9, 2023 regarding personal data protection aspects. Although the judgment specifically refers to the case of an Amazon logistics center, it provides concrete guidelines for the correct legally compliant implementation of such a measure. Furthermore, the interaction with the prevailing operation\u2019s or corporate culture should be considered.<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[23],"tags":[],"class_list":["post-1929","post","type-post","status-publish","format-standard","hentry","category-general"],"yoast_head":"\nSurveillance or Assistance? - flumiq<\/title>\n<meta name=\"description\" content=\"How should the real-time collection of individual performance and quality data in a logistics center be evaluated? The Administrative Court of Hannover\/Germany, under case number 10 A 6199\/20, ruled on February 9, 2023 regarding personal data protection aspects. 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