{"id":1845,"date":"2015-12-04T13:04:01","date_gmt":"2015-12-04T13:04:01","guid":{"rendered":"https:\/\/vila.es\/en\/?p=1845"},"modified":"2021-02-15T09:59:30","modified_gmt":"2021-02-15T09:59:30","slug":"consequences-notification-grounds-dismissal-company","status":"publish","type":"post","link":"https:\/\/vila.es\/en\/corporate\/consequences-notification-grounds-dismissal-company\/","title":{"rendered":"CONSEQUENCES OF THE NOTIFICATION OF THE GROUNDS FOR DISMISSAL BY THE COMPANY"},"content":{"rendered":"<p style=\"text-align: justify;\">Article 3.a of the <span style=\"color: #3366ff;\"><a style=\"color: #3366ff;\" href=\"http:\/\/noticias.juridicas.com\/base_datos\/Admin\/lo15-1999.t1.html#a3\">Organic Law on the Protection of Personal Data (\u201cLOPD\u201d)<\/a> <\/span>defines data of a personal nature as \u201c<em>any information pertaining to individual persons identified or identifiable<\/em>.\u201d<\/p>\n<p style=\"text-align: justify;\">In light of the above, we proceed to comment on the recent <span style=\"color: #3366ff;\"><a style=\"color: #3366ff;\" href=\"http:\/\/s01.s3c.es\/imag\/doc\/2015-11-20\/STS_ListasNegras.pdf\">judgment 4686\/2015 by the Supreme Court<\/a><\/span>, of November 12<sup>th<\/sup>, in which a subcontractor company of Telef\u00f3nica was sentenced to compensate a former worker with 30,000 Euro as a result of having communicated the grounds for the dismissal of the former worker to Telef\u00f3nica.<\/p>\n<p style=\"text-align: justify;\">In this particular case, the company dismissed the worker in 2009 for allegedly billing a customer with 100 Euro for an operation that should have been free. This fact was not proven in the procedure following the dismissal and, for that reason, the dismissal was declared as unfair.<\/p>\n<p style=\"text-align: justify;\">It turned out that the worker, during the selection process for a new job post in the telephone sector, discovered that his name was on a \u201c<em>black list<\/em>\u201d of Telef\u00f3nica, which listed names of people banned by the company for disruptive behaviour. For such reason, he was ruled out of the selection process.<\/p>\n<p style=\"text-align: justify;\">Given the above, <strong>the worker filed a lawsuit against his former employer claiming the infringement of his right to honour as well as the right to the protection of personal information<\/strong>, as a result of the communication with Telef\u00f3nica regarding the grounds for which his dismissal by his former employer were based upon.<\/p>\n<p style=\"text-align: justify;\">Owing to the worker\u2019s difficulties in proving that his former employer had indeed communicated his personal information to Telef\u00f3nica, the Supreme Court, by facility of proof, proceeded to invert the burden of proof, as it held that the company should have proved that it did not report the dismissed worker\u2019s personal information.<\/p>\n<p style=\"text-align: justify;\">Lacking such evidence, the Supreme Court accepted that said personal information had been reported, and regarded the said report as unlawful, (i) for not gaining the plaintiff\u2019s consent and for said transfer not being protected by some of the exceptions established in the LOPD under which such consent is not required, (ii) for not having respected the data quality principle because the reported information was not accurate (we may recall that the dismissal was declared unfair), and (iii) for not granting the plaintiff with the possibility of exercising rights of access, rectification, cancelation, and opposition, regulated in the LOPD.<\/p>\n<p style=\"text-align: justify;\">As a result of the foregoing, the Supreme Court likewise perceived that the infringement of the data protection regulation violated in turn the plaintiff\u2019s right to honour, given that the information reported was not accurate and this negatively affected his reputation, sentencing the defendant to pay a compensation of 30,000 Euro.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>Vil\u00e1 Abogados<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify;\">For more information, please contact:<\/p>\n<p style=\"text-align: justify;\"><a href=\"mailto:va@vila.es\"><span style=\"color: #3366ff;\">va@vila.es<\/span><\/a><\/p>\n<p>&nbsp;<\/p>\n<p>4<sup>th<\/sup> December 2015<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Article 3.a of the Organic Law on the Protection of Personal Data (\u201cLOPD\u201d) defines data of a personal nature as \u201cany information pertaining to individual persons identified or identifiable.\u201d In light of the above, we proceed to comment on the recent judgment 4686\/2015 by the Supreme Court, of November 12th, in which a subcontractor company  [&#8230;]<\/p>\n","protected":false},"author":4,"featured_media":4714,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[73,79,78],"tags":[],"class_list":["post-1845","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate","category-employment-and-social-security","category-litigation-and-arbitration"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>CONSEQUENCES OF THE NOTIFICATION OF THE GROUNDS FOR DISMISSAL BY THE COMPANY<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/vila.es\/en\/corporate\/consequences-notification-grounds-dismissal-company\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" 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