CCPA Employer Exemptions Set to Expire
On August 16, California Assembly Member Cooley introduced amendments to Assembly Bill 1102 (AB1102) that would extend the California Consumer Privacy Act’s (“CCPA”) temporary exemptions for the collection of personal information derived from job applicants, employees, and contractors (collectively, the “workforce”) for an additional two years until January 1, 2025. Under the CCPA, these exemptions are currently set to expire on January 1, 2023. On August 31, the California legislature adjourned without issuing an extension of the temporary exemptions.
With the exemption expiring, and the California Privacy Rights Act (“CPRA”) amendments set to take effect on January 1, 2023, workforce members will have the same privacy rights as all other consumers, including:
- Restrictions on the collection and business use of their personal information for only the “reasonably necessary” purposes given to the data subject at the time of collection;
- The right to request the disclosure of:
- The categories of personal information collected;
- The sources of such information;
- Third parties that received the information, and;
- Which information was sold/shared and to third parties.
- The right to request the deletion of improperly collected personal information;
- The right to request the correction of any inaccurate personal information retained by the business;
- The right to opt-out of the sale or sharing of their personal information with any third parties; and
- The right to direct a business to limit the use, sale, or distribution of sensitive personal information to only those uses which are necessary to perform the service or provide the goods reasonably expected by the consumer.
If AB1102 should pas in the future, it would prohibit employers of more than 100 employees from:
- Monitoring the activities of employees when off premises, off duty, or not performing work-related tasks, unless the employee consents to the monitoring or if their personal information is related to the administration of their wages or benefits;
- Collecting personal information of employees for the “sole purpose” of identifying if the employee is engaged in labor union related activities;
- Knowingly contracting with, or otherwise requesting, a vendor who engages in activities prohibited by AB1102; or
- Discriminating against employees for exercising their right not to be monitored.
Considering this regulatory gray area, covered entities under the CPRA should consider examining their existing privacy policies and practices to ensure compliance with the emerging privacy requirements. Specifically, covered entities should:
- Review their data inventory of personnel and business contact personal information and sensitive personal information;
- Update CCPA notices and privacy policies for personnel and business contacts to ensure that they appropriately disclose the categories of information that will be collected and the purposes for said collection; and
- Establish processes for personnel and business contacts to submit CCPA requests.
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