Our firm is now helping a client with damage control and data recovery upon discovering – a week after their former Chief Technology Officer (CTO) had resigned but six months after he’d been demoted to a lesser role -- that the CTO had created a back door for himself to the client’s servers and had spent those last six months of his employment accessing, downloading and storing emails of the client’s top executives, and its most important vendors.
Many of us have become comfortable with the convenience of logging into our laptops or smartphones using a fingerprint scan in lieu of remembering yet another password. We are familiar with television and movie portrayals of retina scans being required for access to top secret laboratories or other secure buildings and rooms. This kind of technology, however, is no longer the stuff of science fiction. Businesses are increasingly using biometric data (i.e., measurements of a person’s physical being) for a variety of identification purposes, such as to provide security for the financial transactions of their customers and for the tracking of work hours of their employees.
The EU’s General Data Protective Regulation (“GDPR”) has been a popular topic of late. Fisher Phillips’ Employment Privacy Blog has covered the evolution of this regulation, starting with the roll back of the previous “safe harbor” regime, as well as providing updates to GDPR compliance standards, and training recommendations.