As a result, there has been a heated debate in recent months about how to deal with this information in the operational context. While over the summer the presentation of the relevant proof became more and more routine and access to cinemas, restaurants and many events was only possible if 3G was complied with, the operational area remained predominantly unregulated by law. Consequently, the prevailing opinion was that the employer had no right to obtain information about the vaccination, testing or health status of its employees, or that the employee did not have to provide any information about this.
This finding is now at least in Bavaria and as far as the Corona traffic light stands on red, no longer in this form to hold. Thus, an employer is now legally obliged to implement the 3G regulation in his company as well. You can find out more about 3G in the workplace in our YouTube video.
In the video clip, the above points and other following chapters are conveyed:
– Topic explanation and legal basis
– Concrete legal requirement
– Relevance to data protection law
– Recommendation for the data protection solution
– New regulation offers no right to ask questions
– Other obligations under data protection law
– Duration of storage
– Memory limitation
– Basic information