{"id":54175,"date":"2026-02-06T00:01:33","date_gmt":"2026-02-06T00:01:33","guid":{"rendered":"https:\/\/mihcm.com\/?p=54175"},"modified":"2026-02-06T01:35:53","modified_gmt":"2026-02-06T01:35:53","slug":"employee-data-privacy-hr-compliance-and-best-practices","status":"publish","type":"post","link":"https:\/\/mihcm.com\/id\/resources\/blog\/employee-data-privacy-hr-compliance-and-best-practices\/","title":{"rendered":"Privasi data karyawan: Kepatuhan SDM dan praktik terbaik"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"54175\" class=\"elementor elementor-54175\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-d6fdc5f elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"d6fdc5f\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-8bde241\" data-id=\"8bde241\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-b346760 elementor-widget elementor-widget-text-editor\" data-id=\"b346760\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Employee data privacy covers how organisations collect, use, store and dispose of worker personal information \u2014 payroll, HR records, benefits, medical records, background checks and biometrics.<\/p><p>HR handles the majority of these records and therefore must lead operationalising privacy controls that differ from consumer privacy programs because employment data often triggers sectoral rules (for example, payroll and benefits data) and special protections for medical and genetic information.<\/p><p>Regulatory pressure is increasing at multiple levels: sectoral statutes such as HIPAA, ADA and GINA impose confidentiality and access limits for health and genetic data; state consumer privacy laws are evolving to address employment data; and biometric statutes in some states add consent and retention rules.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3714dc2 elementor-widget elementor-widget-heading\" data-id=\"3714dc2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Why HR ownership matters \u2014 not just Legal or IT <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b53bb09 elementor-widget elementor-widget-text-editor\" data-id=\"b53bb09\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li>Notice and transparency: HR crafts applicant\/employee notices and must ensure distribution and acknowledgement.<\/li><li>Collection limits: HR decides which fields are mandatory at onboarding and what thirdparty checks are needed.<\/li><li>Retention and deletion: HR implements retention schedules and offboarding data cleanup.<\/li><li>Access and secure processing: HR defines who needs access and coordinates access reviews with IT.<\/li><\/ul><p>Business case: strong employee data privacy reduces legal and breach risk, improves trust and helps recruiting and retention by demonstrating respect for employee information. HRIS features \u2014 audit logs, DSR workflows and automated retention rules \u2014 let HR convert policy into repeatable operations without heavy IT dependence.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7b0d97f elementor-widget elementor-widget-heading\" data-id=\"7b0d97f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Quick answers and actions <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e377afb elementor-widget elementor-widget-text-editor\" data-id=\"e377afb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Quick summary and immediate actions HR can take to improve employee data privacy over 30\/90\/180 days.<\/p><p>30\/90\/180 day action checklist<\/p><ul><li>30 days: Run a lightweight HR data inventory (highrisk items first), update the employee privacy notice, and require policy acknowledgement in onboarding.<\/li><li>90 days: Automate retention rules for payroll and benefits, deploy a vendor checklist\/DPA template, and enable employee selfservice for basic data requests.<\/li><li>180 days: Implement quarterly access reviews, operationalise DSR automation in HRIS, and run a vendor security and subprocessor audit.<\/li><\/ul><p>Highrisk data to prioritise<\/p><ul><li>Social Security numbers and government IDs<\/li><li>Bank account and payroll details<\/li><li>Health and disability records (HIPAA\/ADA implications)<\/li><li>Biometric and genetic data<\/li><li>Background check reports<\/li><\/ul><p>How MiHCM speeds compliance<\/p><ul><li>Employee SelfService: lets employees submit DSRs and access payslips without HR manual processing.<\/li><li>Audit logs: provide access reviews and evidence for audits.<\/li><li>Workflow Builder: captures consent, distributes policies and enforces retention rules.<\/li><\/ul><p>These quick actions reduce HR workload, limit overcollection and create audit evidence for regulators and legal teams.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-71b043c elementor-widget elementor-widget-heading\" data-id=\"71b043c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">What is employee data privacy? Types of HR data &amp; risk categories <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-79775be elementor-widget elementor-widget-image\" data-id=\"79775be\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"800\" height=\"534\" src=\"https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/What-is-employee-data-privacy-1024x683.jpg\" class=\"attachment-large size-large wp-image-54178\" alt=\"\" srcset=\"https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/What-is-employee-data-privacy-1024x683.jpg 1024w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/What-is-employee-data-privacy-300x200.jpg 300w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/What-is-employee-data-privacy-768x512.jpg 768w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/What-is-employee-data-privacy-18x12.jpg 18w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/What-is-employee-data-privacy.jpg 1500w\" sizes=\"(max-width: 800px) 100vw, 800px\" title=\"\">\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ff96e23 elementor-widget elementor-widget-text-editor\" data-id=\"ff96e23\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>HR manages many classes of personal data that differ by sensitivity and legal triggers. A simple HR data register helps prioritise controls: data type \u2192 storage location \u2192 data owner \u2192 legal basis\/trigger \u2192 retention rule.<\/p><p>Common HR data categories<\/p><ul><li>Identity: name, date of birth, contact details.<\/li><li>Identifiers: SSN, passport, tax IDs.<\/li><li>Payroll &amp; financial: bank account, salary history, tax forms.<\/li><li>Benefits &amp; health: claims, dependents, accommodation records.<\/li><li>Performance &amp; HR actions: reviews, disciplinary records.<\/li><li>Background checks: criminal, employment history, education verification.<\/li><li>Biometrics &amp; location: fingerprint, facial templates, geolocation\/attendance logs.<\/li><\/ul><p>Risk categories and triggers<\/p><ul><li>High sensitivity: SSNs, bank account numbers, health and genetic data, biometrics \u2014 prioritise encryption, strict access control and short retention.<\/li><li>Regulatory triggers: health data \u2192 HIPAA\/ADA; genetic data \u2192 GINA; biometrics \u2192 state biometric laws such as Illinois BIPA.<\/li><li>Operational risks: broad access rights, vendor exposure, overretention and excessive collection increase breach likelihood.<\/li><\/ul><p>Privacy trade-offs<\/p><p>Employers balance operational needs like productivity monitoring against trust and legal limits. Monitoring with a clear business purpose, notice and proportionality is lower risk than continuous, invasive capture. HR should document legal basis and mitigation for any monitoring program.<\/p><p>Practical step<\/p><p>Build a twocolumn HR data register: left column lists data type; right column lists legal basis and retention trigger. Mark highrisk items for immediate technical and contractual controls.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b138b5a elementor-widget elementor-widget-heading\" data-id=\"b138b5a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Laws that apply (what HR needs to know) <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6a12aa8 elementor-widget elementor-widget-text-editor\" data-id=\"6a12aa8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>HR must map legal obligations to data types and processing activities. Below are primary laws and practical implications for HR programs.<\/p><p>Federal overlay<\/p><ul><li>Privacy Act (federal employees): governs federal agency systems of records; limits disclosure of federal employee records. <a href=\"https:\/\/www.justice.gov\/opcl\/privacy-act-1974\" rel=\"nofollow noopener\" target=\"_blank\">U.S. DOJ, Privacy Act (2022)<\/a>.<\/li><li>HIPAA: employersponsored group health plans and their business associates are subject to HIPAA privacy and security rules for protected health information. HR should segregate plan PHI from general personnel records. <a href=\"https:\/\/www.hhs.gov\/hipaa\/for-professionals\/privacy\/laws-regulations\/index.html\" rel=\"nofollow noopener\" target=\"_blank\">HHS, HIPAA Privacy Rule (2025)<\/a>.<\/li><li>ADA and GINA: ADA requires confidentiality of medical information obtained via medical exams or disability accommodations; GINA restricts employers from requesting or using genetic information for employment decisions. <a href=\"https:\/\/www.eeoc.gov\/laws\/guidance\/enforcement-guidance-disability-related-inquiries-and-medical-examinations-employees\" rel=\"nofollow noopener\" target=\"_blank\">EEOC, ADA guidance (2000)<\/a>; <a href=\"https:\/\/www.eeoc.gov\/laws\/guidance\/fact-sheet-genetic-information-nondiscrimination-act\" rel=\"nofollow noopener\" target=\"_blank\">EEOC, GINA fact sheet (2014)<\/a>.<\/li><li>FCRA: background checks using consumer reports require notice and often written consent; HR must follow adverseaction procedures.<\/li><\/ul><p>International: GDPR applies when processing EU resident employee data. Employers must document lawful basis (contract performance, legal obligation or legitimate interest) and perform DPIAs for highrisk profiling or automated decisions.<\/p><p>Practical HR checklist<\/p><ul><li>Update employee and applicant privacy notices and track acknowledgements.<\/li><li>Perform crossborder transfer assessments and implement appropriate safeguards for EU data.<\/li><li>Map where employee personal data is stored and maintain an internal change log with effective dates.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b123fde elementor-widget elementor-widget-heading\" data-id=\"b123fde\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Employee data lifecycle \u2014 collect, process, store, retain, and delete <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-74b6fa6 elementor-widget elementor-widget-image\" data-id=\"74b6fa6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"800\" height=\"534\" src=\"https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Employee-data-lifecycle-\u2014-collect-process-store-retain-and-delete-1024x683.webp\" class=\"attachment-large size-large wp-image-54179\" alt=\"Employee data lifecycle \u2014 collect, process, store, retain, and delete\" srcset=\"https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Employee-data-lifecycle-\u2014-collect-process-store-retain-and-delete-1024x683.webp 1024w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Employee-data-lifecycle-\u2014-collect-process-store-retain-and-delete-300x200.webp 300w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Employee-data-lifecycle-\u2014-collect-process-store-retain-and-delete-768x513.webp 768w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Employee-data-lifecycle-\u2014-collect-process-store-retain-and-delete-18x12.webp 18w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Employee-data-lifecycle-\u2014-collect-process-store-retain-and-delete.webp 1500w\" sizes=\"(max-width: 800px) 100vw, 800px\" title=\"\">\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cd86500 elementor-widget elementor-widget-text-editor\" data-id=\"cd86500\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\tManaging employee data across the lifecycle reduces risk. For each lifecycle stage HR should identify the lawful basis, minimal data set, retention trigger and access roles.\n\nStage definitions with HR examples\n<ul>\n \t<li>Recruitment: job applications, resumes, screening checks.<\/li>\n \t<li>Onboarding: identity documents, bank details, tax forms.<\/li>\n \t<li>Employment: payroll, performance reviews, benefits enrollment, medical accommodations.<\/li>\n \t<li>Offboarding: final pay, references, return of assets, access revocation.<\/li>\n \t<li>Former employee records: tax and payroll archives, pension records.<\/li>\n<\/ul>\nRetention best practice: Retention schedules should be defined by data type and local law. Federal guidance and tax rules set minimums: for example, the IRS recommends keeping employment tax records for at least four years after the date tax returns were filed or the tax was paid; some state or business policies retain payroll and personnel records for longer periods (commonly up to seven years) depending on statutes of limitations and audit needs. <a href=\"https:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/employment-tax-recordkeeping\" rel=\"nofollow noopener\" target=\"_blank\">IRS, employment tax recordkeeping (2025<\/a>).\n\nAutomation and minimisation: Automate archive and deletion rules in the HRIS to reduce manual error. Use pseudonymisation for analytics \u2014 replace identifiers with tokens \u2014 and keep the reidentification key in a separate, tightly controlled system.\n\nPractical playbook\n<ul>\n \t<li>Implement autoarchive for terminated employees after the statutory retention period.<\/li>\n \t<li>Maintain a deletion log and export copies when law requires retention for former employees.<\/li>\n \t<li>Document access roles and revoke access at offboarding using automated lifecycle workflows.<\/li>\n<\/ul>\nExample retention schedule (sample lines)<div style=\"overflow-x: auto; width: 100%;\">\n  <table style=\"border-collapse: collapse; width: 100%; min-width: 700px;\">\n    <thead>\n      <tr style=\"background-color: #f4f4f4;\">\n        <th style=\"border: 1px solid #ddd; padding: 10px; text-align: left;\">Data type<\/th>\n        <th style=\"border: 1px solid #ddd; padding: 10px; text-align: left;\">Typical retention<\/th>\n      <\/tr>\n    <\/thead>\n    <tbody>\n      <tr style=\"background-color: #fff;\">\n        <td style=\"border: 1px solid #ddd; padding: 10px;\">Payroll records<\/td>\n        <td style=\"border: 1px solid #ddd; padding: 10px;\">\n          4\u20137 years (per tax and state regulations).\n        <\/td>\n      <\/tr>\n      <tr style=\"background-color: #f9f9f9;\">\n        <td style=\"border: 1px solid #ddd; padding: 10px;\">Tax forms (W-2)<\/td>\n        <td style=\"border: 1px solid #ddd; padding: 10px;\">\n          4 years.\n        <\/td>\n      <\/tr>\n      <tr style=\"background-color: #fff;\">\n        <td style=\"border: 1px solid #ddd; padding: 10px;\">Background checks<\/td>\n        <td style=\"border: 1px solid #ddd; padding: 10px;\">\n          1\u20137 years depending on jurisdiction and business purpose.\n        <\/td>\n      <\/tr>\n      <tr style=\"background-color: #f9f9f9;\">\n        <td style=\"border: 1px solid #ddd; padding: 10px;\">Medical accommodation records<\/td>\n        <td style=\"border: 1px solid #ddd; padding: 10px;\">\n          Retained as required for legal compliance and stored separately from personnel files.\n        <\/td>\n      <\/tr>\n    <\/tbody>\n  <\/table>\n<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0d1fb0c elementor-widget elementor-widget-heading\" data-id=\"0d1fb0c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Policies, notices and a readytouse employee data protection policy template <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d3f51f0 elementor-widget elementor-widget-text-editor\" data-id=\"d3f51f0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>HR policy must be concise, actionable and deployed as part of onboarding. The policy should be surfaced where employees expect it \u2014 offer letters, the handbook and the payroll portal \u2014 and acknowledgements tracked.<\/p><p>Core policy elements<\/p><ul><li>Scope and purpose.<\/li><li>Categories of data processed.<\/li><li>Legal basis and retention schedule.<\/li><li>Employee rights and how to exercise them (DSR process).<\/li><li>Monitoring, CCTV and biometric use.<\/li><li>Thirdparty disclosures and DPA requirements.<\/li><li>Security controls and contact for privacy inquiries.<\/li><\/ul><p>Recruitment notices and consent wording: Include a brief applicant privacy notice on the careers page and an explicit clause in offer letters covering background checks and right to verify references. Where state law requires consent for biometrics or sensitive processing, capture written consent through the onboarding workflow.<\/p><p>Template snippets (examples)<\/p><p>Applicant notice (short): \u201cWe collect and process information submitted in applications for recruitment and selection. Data is used for hiring decisions and background checks; see the full privacy notice in the applicant portal.\u201d<\/p><p>Employee handbook excerpt (short): \u201cThe company processes personal data necessary for payroll, benefits, legal compliance and legitimate HR operations. Employees may request access or correction via the HR portal.\u201d<\/p><p>Distribution and evidence<\/p><ul><li>Require digital acknowledgement during onboarding with timestamped records.<\/li><li>Version policies and keep a change log.<\/li><li>Use workflow tools to capture consent and store signed copies in the employee file.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d829c01 elementor-widget elementor-widget-heading\" data-id=\"d829c01\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Monitoring, biometrics and AI \u2014 balancing lawful employer interests and privacy rights <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-50d98e6 elementor-widget elementor-widget-image\" data-id=\"50d98e6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"800\" height=\"534\" src=\"https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Monitoring-biometrics-and-AI-1-1024x683.webp\" class=\"attachment-large size-large wp-image-54181\" alt=\"Monitoring, biometrics and AI 1\" srcset=\"https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Monitoring-biometrics-and-AI-1-1024x683.webp 1024w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Monitoring-biometrics-and-AI-1-300x200.webp 300w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Monitoring-biometrics-and-AI-1-768x512.webp 768w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Monitoring-biometrics-and-AI-1-18x12.webp 18w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Monitoring-biometrics-and-AI-1.webp 1500w\" sizes=\"(max-width: 800px) 100vw, 800px\" title=\"\">\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f566755 elementor-widget elementor-widget-text-editor\" data-id=\"f566755\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Monitoring programs require a documented legitimate business purpose, notice and proportionality. The level of intrusiveness should match the risk; intermittent location logs for timekeeping are lower risk than continuous screen capture without justification.<\/p><p>Biometrics: Biometric data is sensitive. Some states, notably Illinois under BIPA, require written notice and informed consent before collecting or disclosing biometric identifiers and set requirements for retention and destruction. HR must treat biometric templates as highly sensitive and limit access. <a href=\"https:\/\/www.ilga.gov\/Legislation\/ILCS\/Articles?ActID=3004&amp;ChapterID=5\" rel=\"nofollow noopener\" target=\"_blank\">Illinois BIPA (ILGA<\/a>).<\/p><p>AI and profiling: When automated systems score or rank candidates or employees, perform a data protection impact assessment (DPIA) to document purpose, inputs, outputs and mitigation measures. Maintain human review for adverse actions and keep logs of decisions and model versions.<\/p><p>Monitoring vs consent checklist:<\/p><ul><li>Is there a clear business purpose?<\/li><li>Has HR provided notice to affected employees?<\/li><li>Is the monitoring proportionate and minimally intrusive?<\/li><li>Are retention and access limits documented?<\/li><li>Is consent required under applicable law (e.g., biometrics)?<\/li><\/ul><p>Document decisions and apply pseudonymisation for analytics to reduce exposure.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b636870 elementor-widget elementor-widget-heading\" data-id=\"b636870\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Employee data privacy issues and breach response \u2014 real world examples &amp; playbook <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7d06ad5 elementor-widget elementor-widget-text-editor\" data-id=\"7d06ad5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Common incidents include exposed payroll spreadsheets, misconfigured vendor storage leaking employee lists, accidental emailing of payslips and lost or stolen devices containing HR files. HR must be ready with a response playbook.<\/p><p>Breach response playbook<\/p><ul><li>Contain: isolate systems, revoke access and secure backups.<\/li><li>Assess scope: identify records involved, systems and vendor impact.<\/li><li>Notify: internal stakeholders, legal, affected employees and regulators per applicable law and timelines.<\/li><li>Remediate: password resets, reissues of credentials, vendor fixes and monitoring services.<\/li><li>Document: lessons learned and update controls and procurement language.<\/li><\/ul><p>Notification triggers and timelines: State breach notification laws differ on thresholds and timelines. HR should notify internal stakeholders immediately (within 24\u201372 hours) to begin containment, then follow legal timelines for external notice. When sensitive PII (SSNs, financial account numbers) is exposed, many organisations notify affected employees even when not strictly required.<\/p><p>Example incidents (anonymised)<\/p><ul><li>Payroll file uploaded to a public cloud bucket: containment via removal, targeted employee notification, and vendor contract remediation.<\/li><li>Biometric database misconfigured: revoke access, conduct forensic review, notify affected employees and regulators where required under state law.<\/li><li>Mishandled background check report: investigate source, limit further disclosures and update vendor DPA.<\/li><\/ul><p>Keep readytouse templates: employee notification email (what happened, what is known, remediation steps), regulator reporting checklist and internal communications script to reduce reputational harm.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3512ced elementor-widget elementor-widget-heading\" data-id=\"3512ced\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Technical &amp; organisational controls HR must require (and vendor management) <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-03196e4 elementor-widget elementor-widget-text-editor\" data-id=\"03196e4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>HR should require a minimum baseline of technical controls for any vendor or internal HR system and operational practices to demonstrate due diligence.<\/p><p>Minimum technical controls<\/p><ul><li>Rolebased access control (RBAC) and least privilege.<\/li><li>Encryption at rest and in transit.<\/li><li>Multifactor authentication for privileged access.<\/li><li>Centralised logging and exportable audit trails.<\/li><li>Regular access reviews and privileged account management.<\/li><\/ul><p>Vendor due diligence<\/p><ul><li>Data processing agreements (DPAs) with clear subprocessor lists and deletion obligations.<\/li><li>Right to audit or produce security posture evidence.<\/li><li>SLAs for breach notification and remedial timelines.<\/li><li>Contract language requiring secure deletion and return of data at contract end.<\/li><\/ul><p>Operational practices<\/p><ul><li>Quarterly access reviews and monthly retention automation reports.<\/li><li>Separate storage for PHI and special categories of personal data.<\/li><li>Anonymised reporting for analytics outputs.<\/li><li>Leastprivilege admin accounts and secured API integrations.<\/li><\/ul><p>How MiHCM supports controls: MiHCM Enterprise offers configurable RBAC and secure integrations; Analytics provides audit logs and retention reporting to show due diligence during procurement and audits.<\/p><div style=\"overflow-x: auto; width: 100%;\"><table style=\"border-collapse: collapse; width: 100%; min-width: 800px;\"><thead><tr style=\"background-color: #f4f4f4;\"><th style=\"border: 1px solid #ddd; padding: 10px; text-align: left;\">Procurement checklist<\/th><th style=\"border: 1px solid #ddd; padding: 10px; text-align: left;\">Include in contract<\/th><\/tr><\/thead><tbody><tr style=\"background-color: #fff;\"><td style=\"border: 1px solid #ddd; padding: 10px;\">Security posture evidence<\/td><td style=\"border: 1px solid #ddd; padding: 10px;\">Periodic SOC \/ ISO reports and an explicit right-to-audit clause.<\/td><\/tr><tr style=\"background-color: #f9f9f9;\"><td style=\"border: 1px solid #ddd; padding: 10px;\">Data deletion<\/td><td style=\"border: 1px solid #ddd; padding: 10px;\">Secure deletion requirements with formal deletion certification.<\/td><\/tr><tr style=\"background-color: #fff;\"><td style=\"border: 1px solid #ddd; padding: 10px;\">Breach notification<\/td><td style=\"border: 1px solid #ddd; padding: 10px;\">Defined breach notification SLA within 24\u201372 hours.<\/td><\/tr><\/tbody><\/table><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2800915 elementor-widget elementor-widget-heading\" data-id=\"2800915\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Building a practical HR data privacy program <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-69b3920 elementor-widget elementor-widget-image\" data-id=\"69b3920\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"800\" height=\"500\" src=\"https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Building-a-practical-HR-data-privacy-program-1024x640.webp\" class=\"attachment-large size-large wp-image-54182\" alt=\"\" srcset=\"https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Building-a-practical-HR-data-privacy-program-1024x640.webp 1024w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Building-a-practical-HR-data-privacy-program-300x188.webp 300w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Building-a-practical-HR-data-privacy-program-768x480.webp 768w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Building-a-practical-HR-data-privacy-program-18x12.webp 18w, https:\/\/mihcm.com\/wp-content\/uploads\/2026\/01\/Building-a-practical-HR-data-privacy-program.webp 1500w\" sizes=\"(max-width: 800px) 100vw, 800px\" title=\"\">\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-033e324 elementor-widget elementor-widget-text-editor\" data-id=\"033e324\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Start with a focused data inventory, map legal obligations to highrisk data types, adopt retention and access controls in the HRIS, and automate DSRs to reduce manual effort. Evidence of controls (logs, retention enforcement and consent records) is the strongest defence in audits and breach responses.<\/p><p>3 immediate actions HR should take this month:<\/p><ul><li>Run a highlevel HR data inventory and mark SSNs, payroll and health data as high priority.<\/li><li>Update employee and applicant privacy notices and record acknowledgements in onboarding workflows.<\/li><li>Enable retention automation for payroll and benefits records in the HRIS and schedule quarterly access reviews.<\/li><\/ul><p>How to measure program success (KPIs)<\/p><ul><li>DSR SLA (average time to complete requests)<\/li><li>Number of access reviews completed on schedule<\/li><li>Percentage of employee records with retention rules applied<\/li><\/ul><p>Pilot these steps with a single business unit using MiHCM features to validate workflows and collect metrics before scaling enterprisewide.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-07fe725 elementor-widget elementor-widget-heading\" data-id=\"07fe725\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Pertanyaan yang Sering Diajukan <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ae8e8f6 elementor-widget elementor-widget-n-accordion\" data-id=\"ae8e8f6\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;default_state&quot;:&quot;expanded&quot;,&quot;max_items_expended&quot;:&quot;one&quot;,&quot;n_accordion_animation_duration&quot;:{&quot;unit&quot;:&quot;ms&quot;,&quot;size&quot;:400,&quot;sizes&quot;:[]}}\" data-widget_type=\"nested-accordion.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"e-n-accordion\" aria-label=\"Akordeon. Membuka tautan dengan Enter atau Spasi, menutup dengan Escape, dan menavigasi dengan Tombol Panah\">\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-1830\" class=\"e-n-accordion-item\" open>\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"1\" tabindex=\"0\" aria-expanded=\"true\" aria-controls=\"e-n-accordion-item-1830\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><div class=\"e-n-accordion-item-title-text\"> What is employee data protection? <\/div><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-1830\" class=\"elementor-element elementor-element-1e96d10 e-con-full e-flex e-con e-child\" data-id=\"1e96d10\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-1830\" class=\"elementor-element elementor-element-ea53bf0 e-flex e-con-boxed e-con e-child\" data-id=\"ea53bf0\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-a5ec0fb elementor-widget elementor-widget-text-editor\" data-id=\"a5ec0fb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\tThe practices and controls that collect, secure, limit access to and delete personal data related to employees, including payroll, medical, performance and biometric data.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-1831\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"2\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-1831\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><div class=\"e-n-accordion-item-title-text\"> How long should HR retain payroll data?  <\/div><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-1831\" class=\"elementor-element elementor-element-4c2b7f1 e-con-full e-flex e-con e-child\" data-id=\"4c2b7f1\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-1831\" class=\"elementor-element elementor-element-66b30b7 e-flex e-con-boxed e-con e-child\" data-id=\"66b30b7\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5b502d4 elementor-widget elementor-widget-text-editor\" data-id=\"5b502d4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Federal guidance suggests keeping employment tax records at least four years; many organisations retain payroll and personnel files 4\u20137 years depending on state law and audit risk. I<a href=\"https:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/employment-tax-recordkeeping\" rel=\"nofollow noopener\" target=\"_blank\">RS (2025).<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-1832\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"3\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-1832\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><div class=\"e-n-accordion-item-title-text\"> Can employers monitor employees?  <\/div><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-1832\" class=\"elementor-element elementor-element-8c0e30c e-con-full e-flex e-con e-child\" data-id=\"8c0e30c\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-1832\" class=\"elementor-element elementor-element-d742b0a e-flex e-con-boxed e-con e-child\" data-id=\"d742b0a\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-705f5ac elementor-widget elementor-widget-text-editor\" data-id=\"705f5ac\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\tYes, when there is a legitimate business purpose, notice and proportionality; some monitoring (biometrics) may require consent under state law.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-1833\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"4\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-1833\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><div class=\"e-n-accordion-item-title-text\"> Are biometric fingerprints protected?  <\/div><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-1833\" class=\"elementor-element elementor-element-f66abbc e-con-full e-flex e-con e-child\" data-id=\"f66abbc\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-1833\" class=\"elementor-element elementor-element-9089761 e-flex e-con-boxed e-con e-child\" data-id=\"9089761\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-eca9319 elementor-widget elementor-widget-text-editor\" data-id=\"eca9319\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>In some states, notably Illinois, biometric identifiers are subject to consent and retention\/destruction rules under BIPA. <a href=\"https:\/\/www.ilga.gov\/Legislation\/ILCS\/Articles?ActID=3004&amp;ChapterID=5\" rel=\"nofollow noopener\" target=\"_blank\">ILGA, BIPA<\/a>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-1834\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"5\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-1834\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><div class=\"e-n-accordion-item-title-text\"> What must be in a privacy notice?  <\/div><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-1834\" class=\"elementor-element elementor-element-421c881 e-con-full e-flex e-con e-child\" data-id=\"421c881\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-1834\" class=\"elementor-element elementor-element-c5ecbd1 e-flex e-con-boxed e-con e-child\" data-id=\"c5ecbd1\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-48bdfe7 elementor-widget elementor-widget-text-editor\" data-id=\"48bdfe7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\tScope, data categories, purpose, retention, employee rights and contact details for privacy queries.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-1835\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"6\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-1835\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><div class=\"e-n-accordion-item-title-text\"> How should HR handle DSRs? <\/div><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-1835\" class=\"elementor-element elementor-element-3355506 e-con-full e-flex e-con e-child\" data-id=\"3355506\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-1835\" class=\"elementor-element elementor-element-0f3bb07 e-flex e-con-boxed e-con e-child\" data-id=\"0f3bb07\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-1ea74d8 elementor-widget elementor-widget-text-editor\" data-id=\"1ea74d8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t Route requests through an authenticated employee portal, log receipt and outcomes, and automate common fulfilments via HRIS selfservice.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Employee data privacy covers how organisations collect, use, store and dispose of worker personal information \u2014 payroll, HR records, benefits, medical records, background checks and biometrics. HR handles the majority of these records and therefore must lead operationalising privacy controls that differ from consumer privacy programs because employment data often triggers sectoral rules (for example, [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":54176,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[18],"tags":[],"class_list":["post-54175","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"acf":[],"_links":{"self":[{"href":"https:\/\/mihcm.com\/id\/wp-json\/wp\/v2\/posts\/54175","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mihcm.com\/id\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mihcm.com\/id\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mihcm.com\/id\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/mihcm.com\/id\/wp-json\/wp\/v2\/comments?post=54175"}],"version-history":[{"count":0,"href":"https:\/\/mihcm.com\/id\/wp-json\/wp\/v2\/posts\/54175\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mihcm.com\/id\/wp-json\/wp\/v2\/media\/54176"}],"wp:attachment":[{"href":"https:\/\/mihcm.com\/id\/wp-json\/wp\/v2\/media?parent=54175"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mihcm.com\/id\/wp-json\/wp\/v2\/categories?post=54175"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mihcm.com\/id\/wp-json\/wp\/v2\/tags?post=54175"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}