Blacklisting and GDPR: Impact on Employment Relations & SHR 0202

This report discusses the impact of blacklisting on employment relations and justifies why it is illegal by applying employee relationship theory. It also provides advice on modifying data management practices based on GDPR regulations and discusses the cost firms can pay for mismanaging employee data. The subject is Employment Relations & SHR 0202.

The Employment Relations &
SHR 020-2

Contents
INTRODUCTION.....................................................................................................................................3
Why Blacklisting is illegal, justify it by applying employee relationship theory.....................................3
Advise based on the introduction of General Data Protection Regulation (GDPR) to modify their
present data management practices..........................................................................................................5
In the light of the GDPR rules discuss the cost firms can pay by mismanaging employees data.............6
CONCLUSION..........................................................................................................................................7
REFRENCES.............................................................................................................................................8

INTRODUCTION
Employee relation are defined as efforts that and organization create and maintain to
provide a positive cultural environment to their employees. It is simply defined as the
relationship between employer and employees which helps organizations in surviving and
operating business smoothly. Blacklisting of employees are described as boycotting or listing
employees Who are not suitable for organization and stops them to work in other companies of
same industry (Ticlea, 2017). To avoid blacklisting of employees it is very important for
organisations to maintain a healthy and positive employee relationship. The following report
covers why blacklisting is illegal in the justification has been provided by applying employee
relation theories. The report also focus on what advice would be given to general data protection
regulation to modify their present data management practices. Furthermore, the report also
discusses the GDPR rules which discuss the cost companies could pay bye mismanaging data of
employees.
Why Blacklisting is illegal, justify it by applying employee relationship theory
Blacklisting of employees refer to when authorities boycott an individual and recommend
other organization in the same industry to not hire in future. Blacklisting is a secret tool which is
used by companies to keep out people that they didn’t like in the organization. Sometimes
companies make informal list of workers who are eligible for the job role but might not meet
other criteria that would relate with corporate culture or subordinates. Blacklisting is illegal
because it is an unethical way to prevent someone from working again in the industry (Itodo,
2019). This action is completely illegal and companies could face legal consequences. In the
provided case study blacklisting employees hazard devastating impact on the workers of freedom
of association which discourage their moral.
Employment relationships are defined as the inter relationships between employer and
employees labour or trade unions. Employees who are satisfied with their job roles are always
productive and give maximum outcomes. Companies need to make their employees happy and
provide them positive workplace environment. For this companies adopt various practices that
helps them in keeping better relationships between the management body and the workers. There

are certain theories of employment relationship relationships such as unit air ISM pure as
pluralism and Max Marxism (Huettermann and Bruch, 2019). In contacts to the blacklisting of
employees the following theory has been applied to make workplace environment better. The
unitarism theory of employment relationship is being explained below in detail.
The unitarism theory
According to this theory at workplace conflicts between employer and employees cannot be
avoided as it impacts their relationship. This story explains that employee relationship is very
essential in the organization for its survival and to increase productivity of employees. It has
been observed that the conflicts emerged between employer and employee is due to some
reasons which could be resolved at some point (Hayter, 2018). The difference is in the company
I resumed to be due to various reasons such as incorrect recruitment, personality disorder, poor
communication, inequality and many others. This theory states that the conflicts could be
resolved by focusing on the reasons behind the conflicts.
Blacklisting is not correct if an employer is having conflict with its employees as it is
considered to be unethical. There are various ways or resources by which management of the
company could improve their working environment such as it should promote a clear and proper
communication. Managers of the company must provide employees and opportunity to express
their opinions in order to understand their perspective. This will reduce the chances of conflicts
as employees will be aware of organizational goals opinions of each other and culture of the firm
could be improved. By implementing this story in the organization companies could minimize or
stop the blacklisting actions of the employees.
Companies must also improve their recruitment process in order to appoint those individuals
who are capable and could bring positive cultural environment. This would help companies in
promoting positive ethical behaviour and also helps in improving their brand image in the
market. Companies are required to understand that every employee has different personal
personality characteristics which distinguished them from others (Collings, Wood and Szamosi,
2018).
Hence, they need to understand that blacklisting is not an option to justify their unethical
behaviour. Instead of blacklisting employees of companies, they could organise training and

development programs in order to improve skills or abilities of employees which could help
them in enhancing their productivity. Companies could also organise team building exercises and
leaders by implementing suitable leadership styles could manage to clarify their vision missions
as well as organizational objectives in front of employees. This will help employees in
understanding cultural environment of organization and help them from blacklisting by the
employer.
Advise based on the introduction of General Data Protection Regulation (GDPR) to modify their
present data management practices
General Data Protection Regulation (GDPR):
General data protection regulation is considered as the regulation in EU law on data protection as
well as privacy in European economic area. It is related to the act that is controls how personal
information is used by the organisation, business and government. It provides set of standardised
data protection laws of all members of country. This regulation makes it easier for EU citizens
about how to use their data, raise complaints in a country. It is the legal framework that consist
guidelines related to collecting and processing of personal information from different types of
people who live in the European Union (Momen, Hatamian and Fritsch, 2019). General Data
Protection Regulation (GDPR) mandates a baseline collection of different standards that are
developed for organisation for handling EU citizen’s and employee’s data for better safeguarding
as well as processing and movement of personal data of employees and citizens.
Data management is defined as the practice that includes various activities such as collecting,
storing as well as using data in most secure, efficient and cost-effective manner.
 It is advised to Helen Steel to modify her present data management practices on the
bases of General Data Protection Regulation (GDPR). Prioritise data protection and
security through implementing the laws and regulations of general data protection and
regulation. These data could be related to employees and other confidential information
of organisation that can be accessed inside organisation and must ne protected as well as
secure outside of organisation. It is advised to Helen Steel to provide training to
employees for protecting data in proper way and ensure to meet the compliance various
lead requirements related to data protection laws (Robol, Salnitri and Giorgini, 2017). It

is important for organisation to use effective data management software that help
business to safe secure data from external threats.
 For modifying data management practices, it is important to identify business goals and
objectives that help the process of collecting, storing, cleaning, managing as well as
analysing employee data in efficient manner. Clearly defined organisational objectives
help to keep and organise data in systematic manner to prevent data management from
being overcrowded and unmanageable. It is advised to her to focus on the quality of data
as well as access right people to access data is efficient manner.
 It is advised to Helen Steel to keep data as simple as possible. As having right data is not
valuable for organisation until and unless the relevant personnel are able to access data
easily according to requirement (Žuľová, Švec and Madleňák, 2018). It helps her to
enhance relevancy and effectiveness of data and protect organisation from fines and
penalties that are imposed by the General data protection regulation to breaching the laws
of data protection of employees
In the light of the GDPR rules discuss the cost firms can pay by mismanaging employees data
General data protection regulation is the toughest privacy and security law in the world that
is used by the organisation to protect their confidential data regarding employees and customers.
there are various obligations are included in this regulation that enables organisation to target as
well as collect data related to people in the EU. It is uniform data security system law that is
applied on every EU member as well as reduce the requirements to write own data protection
laws. There are various heavy harsh fined are imposed against those who violate security and
privacy standards with having various penalties reaching up to ten million Euros. In Europe,
Business compiles GDPR regulations in its operations with the purpose of maintaining privacy
and security data of people on the other hand, various organisations entrusting to secure their
personal data with cloud services. It is very large, specific and far-reaching and for small as well
as medium-sized organisation it is very hard to compile (Laybats and Davies, 2018)
. There are various principles of General data protection regulation that must be followed
by every organisation is Europe such as purpose limitation, data minimization, accurate,
accountability and maintaining transparency and fairness in protecting data of employees in
organisation. It is developed to protect the employees and reduce the effect of devastating.
Workers have no idea regarding their details are being checked and they do not know that their

information is correct or not. As Blacklisting is the secret tool that is used by the organisation to
keep the people out that don’t like. There are various laws and regulations are developed by
government against the organisations who are involved in the activities of blacklisting employees
and displaying their false data that restrict them to work in other organisation as well. In
construction industry, various employees are black listed and protest against the actions that are
taken by organisations. If organisation is found to mismanaging employees data then it have to
face bear various fined and penalties that impacts overall reputation of organisation.
If business is not using their employee’s data properly or mismanaging it then there are
various penalties and compliances are charged on business due to breaching data protection laws.
There are two tires of penalties are imposed on organisation if they are unable to manage
employee’s data which is max out at 20 million Euros and fines up to 4 % annual revenue of
organisation whichever is higher (Lambrinoudakis, 2018). Along with that, data subject has right
to find compensation for damage. When infringement related to principles associates with
consent or right of privacy is forgotten them it is considered as the disregarded of fundamental
principles as well as ethos of GDPR. These significant fines are not limited from financial
liability, furthermore there are various administrative fines are imposed on organisation due to
mismanaging employee’s data.
CONCLUSION
From the above discussion it has been evaluated that employee relationship plays a vital
role in maintaining a positive working environment in the organization. It has also been analysed
from the above report that blacklisting is an unethical behaviour conducted by employers to
boycott employees and stop them from working in the industry. Company should protect the data
of their employees in order to protect their privacy. There are various ways by which companies
quit improve their data management practices which has been discussed in this report. From the
above discussion it has been analysed that GDPR provides employees any a right to protect their
privacy and their data. In the end it could be sad at that blacklisting is an unethical behaviour and
should not be conduct by employers if they are having any conflict with their employees.

REFRENCES
Books and Journals
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
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Hayter, S., 2018. Industrial relations in emerging economies. In Industrial Relations in
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Huettermann, H. and Bruch, H., 2019. Mutual gains? health‐related HRM, collective well‐being
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Itodo, K.F., 2019. The Impact of Restructuring, Liberalisation and Privatisation on Employment
Relations in Developing Economies: A case study of the Nigerian Electricity
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Lambrinoudakis, C., 2018, September. The general data protection regulation (GDPR) era: ten
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Ticlea, A., 2017. Termination of Employment Relations by Mutual Agreement of the
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Žuľová, J., Švec, M. and Madleňák, A., 2018. Personality aspects of the employee and their
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