{"id":619,"date":"2016-05-02T09:22:15","date_gmt":"2016-05-02T08:22:15","guid":{"rendered":"http:\/\/margot-duclot-avocat.com\/avocatendroitdutravailetdunumerique\/?p=619"},"modified":"2016-05-05T08:53:24","modified_gmt":"2016-05-05T07:53:24","slug":"619-2","status":"publish","type":"post","link":"https:\/\/margot-duclot-avocat.com\/avocatendroitdutravailetdunumerique\/619-2\/","title":{"rendered":"Vid\u00e9osurveillance en entreprise : pas de surveillance constante du personnel rappelle le Conseil d&rsquo;Etat"},"content":{"rendered":"<div id=\"pl-619\"  class=\"panel-layout\" ><div id=\"pg-619-0\"  class=\"panel-grid panel-no-style\" ><div id=\"pgc-619-0-0\"  class=\"panel-grid-cell\" ><div id=\"panel-619-0-0-0\" class=\"so-panel widget widget_sow-editor panel-first-child panel-last-child\" data-index=\"0\" ><div\n\t\t\t\n\t\t\tclass=\"so-widget-sow-editor so-widget-sow-editor-base\"\n\t\t\t\n\t\t>\n<div class=\"siteorigin-widget-tinymce textwidget\">\n\t<p style=\"text-align: justify;\"><a href=\"http:\/\/margot-duclot-avocat.com\/wp-content\/uploads\/2016\/05\/44881275_blog.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-620 alignleft\" src=\"http:\/\/margot-duclot-avocat.com\/wp-content\/uploads\/2016\/05\/44881275_blog-300x300.jpg\" alt=\"Vid\u00e9osurveillance en entreprise\" width=\"176\" height=\"176\" srcset=\"https:\/\/margot-duclot-avocat.com\/wp-content\/uploads\/2016\/05\/44881275_blog-300x300.jpg 300w, https:\/\/margot-duclot-avocat.com\/wp-content\/uploads\/2016\/05\/44881275_blog-150x150.jpg 150w, https:\/\/margot-duclot-avocat.com\/wp-content\/uploads\/2016\/05\/44881275_blog.jpg 450w\" sizes=\"auto, (max-width: 176px) 100vw, 176px\" \/><\/a><strong>Vid\u00e9osurveillance en entreprise.<\/strong> Par un arr\u00eat rendu le 18 novembre 2015, le Conseil d\u2019Etat (<a href=\"https:\/\/www.legifrance.gouv.fr\/affichJuriAdmin.do?oldAction=rechJuriAdmin&amp;idTexte=CETATEXT000031494996&amp;fastReqId=562625642&amp;fastPos=1\">CE, 18-11-2015, n\u00b0371196<\/a>) rappelle que, sauf imp\u00e9ratif particulier de s\u00e9curit\u00e9, les salari\u00e9s ne peuvent \u00eatre plac\u00e9s sous une vid\u00e9osurveillance constante.<\/p>\n<p style=\"text-align: justify;\">En l\u2019esp\u00e8ce, une entreprise avait install\u00e9 des cam\u00e9ras de vid\u00e9osurveillance dans les espaces de travail du personnel afin, selon elle, d\u2019assurer la s\u00e9curit\u00e9 des personnes et des biens. Un panneau \u00e0 l\u2019entr\u00e9e des locaux informait les salari\u00e9s de l\u2019existence du dispositif.<\/p>\n<p style=\"text-align: justify;\"><strong>Contr\u00f4le Cnil<\/strong>. Saisie d\u2019une plainte d\u2019un salari\u00e9, la Commission nationale de l'informatique et des libert\u00e9s (Cnil)\u00a0avait constat\u00e9 sur place plusieurs manquements \u00e0 la loi n\u00b078-17 du 6 janvier 1978 dite \"Informatique et libert\u00e9s\".<\/p>\n<p style=\"text-align: justify;\"><b>Finalit\u00e9 et proportionnalit\u00e9<\/b>. En premier lieu, les cam\u00e9ras permettaient d\u2019observer en permanence certains salari\u00e9s \u00e0 leur poste de travail. Or, selon la doctrine de la Cnil, l\u2019employeur ne peut placer son personnel sous une surveillance constante et permanente sauf \u00e0 justifier de circonstances particuli\u00e8res\u00a0:\u00a0 manipulation d\u2019argent liquide, dangerosit\u00e9 de l\u2019activit\u00e9 exerc\u00e9e, etc\u2026 En l\u2019esp\u00e8ce, les employ\u00e9s de bureau n'\u00e9tant a\u00a0priori expos\u00e9s \u00e0 aucun risque particulier, la vid\u00e9osurveillance n\u2019\u00e9tait pas justifi\u00e9e par la finalit\u00e9 d\u00e9clar\u00e9e.<\/p>\n<p style=\"text-align: justify;\"><strong>Information<\/strong>. En\u00a0second lieu, l'employeur avait inform\u00e9 le personnel de l'existence de la vid\u00e9osurveillance par un affichage\u00a0\u00e0 l'entr\u00e9e des locaux.\u00a0Mais\u00a0cet affichage ne pr\u00e9cisait pas la finalit\u00e9 du dispositif, les coordonn\u00e9es du responsable de traitement, les droits d'acc\u00e8s et de rectification des personnes concern\u00e9es, ni la dur\u00e9e de conservation des enregistrements, contrairement aux prescriptions de la loi Informatique\u00a0et libert\u00e9s. L\u2019information des salari\u00e9s\u00a0\u00e9tait donc incompl\u00e8te.<\/p>\n<p style=\"text-align: justify;\"><strong>S\u00e9curit\u00e9<\/strong>. Enfin, l\u2019acc\u00e8s aux enregistrements \u00e9tait prot\u00e9g\u00e9 par un mot de passe de 5 caract\u00e8res correspondant au pr\u00e9nom du responsable du syst\u00e8me, ce qui pr\u00e9sentait un risque \u00e9vident de s\u00e9curit\u00e9.<\/p>\n<p style=\"text-align: justify;\"><strong>Proc\u00e9dure de sanction<\/strong>. Apr\u00e8s avoir dress\u00e9 proc\u00e8s-verbal de ces manquements, la Cnil a mis en demeure l\u2019employeur de respecter les dispositions de la loi informatique et libert\u00e9s. Ce dernier n\u2019ayant pas obtemp\u00e9r\u00e9, la Cnil l\u2019a sanctionn\u00e9 d\u2019une amende publique de 10.000 euros.<\/p>\n<p style=\"text-align: justify;\">Saisi d\u2019un pourvoi de l\u2019employeur, le Conseil d\u2019Etat juge la d\u00e9cision de l\u2019autorit\u00e9 administrative justifi\u00e9e par la gravit\u00e9 des manquements constat\u00e9s et par \u00a0la dur\u00e9e de la proc\u00e9dure.<\/p>\n<p>En effet, la Cnil aura effectu\u00e9 trois visites sur place et\u00a0notifi\u00e9 de multiples mises en demeure pendant plus de deux ans avant de d\u00e9cider d\u2019une sanction.<\/p>\n<p>\u00a0<\/p>\n<\/div>\n<\/div><\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>Vid\u00e9osurveillance en entreprise. Par un arr\u00eat rendu le 18 novembre 2015, le Conseil d\u2019Etat (CE, 18-11-2015, n\u00b0371196) rappelle que, sauf imp\u00e9ratif particulier de s\u00e9curit\u00e9, les salari\u00e9s ne peuvent \u00eatre plac\u00e9s sous une vid\u00e9osurveillance constante.En l\u2019esp\u00e8ce, une entreprise avait install\u00e9 des cam\u00e9ras de vid\u00e9osurveillance dans les espaces de travail du personnel afin, selon elle, d\u2019assurer la&hellip;<\/p>\n","protected":false},"author":1,"featured_media":620,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_themeisle_gutenberg_block_has_review":false,"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","footnotes":"","jetpack_publicize_message":"","jetpack_is_tweetstorm":false,"jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false}}},"categories":[6],"tags":[],"class_list":["post-619","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-vie-privee"],"jetpack_publicize_connections":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.13 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Vid\u00e9osurveillance en entreprise : pas de surveillance constante du personnel rappelle le Conseil d&#039;Etat - Etienne Margot-Duclot Avocat<\/title>\n<meta name=\"description\" content=\"Vid\u00e9osurveillance en entreprise : le Conseil d&#039;Etat rappelle que les salari\u00e9s ne peuvent \u00eatre plac\u00e9s sous vid\u00e9osurveillance constante. 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