劳资关系中劳动者个人信息权的法律救济

An Analysis of Laborers' Right to Personal Information and the Legal Remedy

劳动者的个人信息权是指劳动者对由用人单位收集或存储的,能够反映劳动者特征的具有可识别性的符号系统所享有的知悉、控制并排除他人侵害的权利。在劳动关系中劳动者处于弱势地位,其个人信息权受到用人单位知情权的制约,极易受到用人单位的侵害。劳动者的个人信息权义务主体为用人单位,内容与劳动合同的订立、履行或解除具有一定的相关性,由此可将其归属于劳动权范畴。通过劳动权救济模式比一般私权的救济模式更能保护劳动者的个人信息权。在此框架下,确立遵循利益衡量、最小损害、倾斜保护劳动者为劳动者个人信息权救济三原则。在责任构成要件上,主要考察侵权事实、侵害后果以及二者之间的因果关系,弱化对用人单位主观过错的要求。同时考虑到劳资双方的地位减轻劳动者的举证责任,完善行政投诉、劳动仲裁及劳动争议等多元救济途径,从实质上保障劳动者的个人信息权。

Laborer＇s right to personal information refers to a kind of laborer＇s right of knowing,controlling and eliminating infringement from others,to all symbolic systems that is collected or stored by employers and reflect personal characteristics of laborers with identifiability. It is always constrained by employers＇ right to know,due to the weak position of a laborer in labor relations,and a laborer is really vulnerable to an infringement. Meanwhile,its obligation body is the employer,and there is a pretty correlation between its content and the conclusion,performance and termination of a labor contract. So it should be classified as labor right. What＇s more,the relief pattern of labor right can protect a labor better than the normal civil relief pattern. Within this framework,the principle of balancing of interest,the principle of minimum damage,and the principle of an inclined protection towards labors should all be faithfully followed. As regard to constitutive conditions of infringement liability,it should mainly consist of facts,result and the causal relation between them,shortening the requirement of the subjective fault of an employer. At the same time,in consideration of different status of employers and employees,it is fairer for employers to bear little burden of proof. Also,it is proper and wise to build a multi-system of administrative complaints,labor arbitration and labor dispute of remedy approaches concerning about laborers＇ right to personal information,in order to substantially protect laborers＇ right to personal information.