Employment Relations: Blacklisting, GDPR & Data Management

This report examines key aspects of employment relations, focusing on the ethical and legal implications of blacklisting, the role of the General Data Protection Regulation (GDPR) in modifying data management practices, and the potential costs firms face when mismanaging employee data under GDPR rules. It highlights the importance of maintaining positive employee relations to enhance organizational performance and retain employees. The report discusses how blacklisting negatively impacts employee relations and individual opportunities, advocating for its illegality based on employee relations theories. Furthermore, it assesses how GDPR can be used to improve data management by setting standards for protecting employee data and fostering a secure work environment. The analysis extends to the financial repercussions of GDPR violations, emphasizing the need for compliance to avoid substantial fines and reputational damage. The report concludes by underscoring the importance of ethical data handling and positive employee relations for organizational success, recommending strategies such as rewards management and conflict resolution to build a positive workplace environment.

The Employment Relations

Executive summary
Employee relation plays an essential role in motivating employees towards enhancing overall
performance and proficiency of the organisation as well leading the business towards continuous
growth and success. This report highlights that maintaining effective and positive relation with
the employees help the organisation to retain them for long period of time and accomplish
desired goals and objectives. This report helps in determining the importance of employees
relation and engagement in success and growth of the business. In addition to this this report also
highlights the impact of blacklisting on the employees freedom with the proper employee
relation theories and concepts. In addition to this to modify the present data management
practices the introduction of general data protection regulation is also determined in this report.
Cost firms needs to pay by mismanaging employees data as per the GDPR rules is also
determined in this report.

Table of Contents
Introduction .....................................................................................................................................1
Main Body.......................................................................................................................................1
Discuss is blacklisting should be illegal and justify the argument with employee relations
theories and concepts..............................................................................................................1
Assess how the introduction of General Data Protection Regulation can be used to modify
present data management practices .......................................................................................3
Assess the cost firms can pay by mismanaging employees data as per GDPR rules ............4
Conclusion.......................................................................................................................................5
References ......................................................................................................................................6

Introduction
The employment relationship is defined as the effective relationship among employers
and employee. It is also defined as the organisation efforts in order to develop and maintain
positive relationship with their employees leading to enhance overall performance and
profitability of the organisation (Anner, Fischer-Daly and Maffie, 2021). Maintaining positive
relationship with the employees helps organisation to create positive and effective atmosphere in
the organisation and motivating employees to accomplish desired goals and objectives. For this
report The consulting association is taken into consideration. The consulting association was one
of the controversial UK business. It was founded in 1993 as a successor to the economic league.
This report highlights the detailed analysis of employee relations developments, issues,
strategies. Along with the the rewards management issues and strategies and practices to modify
present data management practices is also highlighted in this report. In addition to this most
appropriate employee relations and reward practice contributing to effective employee relation is
also highlighted in this report.
Main Body
Discuss is blacklisting should be illegal and justify the argument with employee relations
theories and concepts
Employment relation is defined as the relation among the employer and employee which
allows them to smoothly and effectively carry out organisational task collaboratively leading to
accomplish desired goals. It is also legal link among the employer and employee of the
organisation. It is also include efforts taken by the organisation of the employer to maintain and
develop positive relation with their employees, having positive relationship with the employees
helps the organisation to accomplish desired goals and objectives of the organisation and
enhance overall performance (Lee, 2021). It also help in retaining employees for long period of
time. Positive employees relation helps in business organisation to lead towards continuous
growth and success effectively. There are various challenges that lead to impacting the employee
relation in the organisation such as conflict among employees and employer, hours and wage
issues, employee safety related issues and so on. In context to The consulting Association,
which was one of the major controversial business of UK through maintaining a database of
construction workers of British and got involved in a major blacklisting scandal. The blacklisting
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employees has lead to creating huge impact on the employee relation of the company.
Blacklisting is refers to the actions of group of workers or individuals, including a blacklist of
persons, countries or business organisation needed to be avoided or marked as being
unacceptable. In employment, a blacklisting is considered to be avoiding or not accepting
employees or their work due to some or other reason. These kind of act directly lead to impact
the employment relation in the organisation as well as directly impacting the performance and
profitability of the company (An, Cooke and Liu, 2021). In case of The consulting association,
the company kept the secret database of number of construction workers which is considered to
be illegal and unethical. As it leads to creating negative relationship among the employers and
employees of the company. Negative employee relation lead to directly impacting the
performance and profitability of the business. In addition to this it also lead to impacting the
brand image of the company in the marketplace. Blacklisting employees employees leads to
impacting their own image and they may face unemployment in the future despite of the cause.
In many cases the employers blacklist their ex employees because of the reasons such as
incompetence, insubordination and due to bad behaviour. Blacklisting should be considered
illegal as it directly leads to impacting the employee relation of the organisation which is very
essential for the growth and development of the business as well for the enhancing the
performance of the organisation. It will also lead to creating challenges for the effective
employment relations management in the organisation. It is essential for the organisation to
avoid any kind of unethical practices and promote employees relation in the organisation. Proper
strategies to enhance employee relations should be considered by the organisation in order to
build effective and positive relation among employer and employees. The strategies like creating
positive workplace environment should be created to make employees feel safe and secure, also
employees privacy and personal information should be protected avoiding any kind of
blacklisting practices. Also employees should be feel valued and offered career development
opportunities. This will help organisation to build and maintain positive relation with their
employees and enhance overall performance and profitability of the company (Doellgast,
Bellego and Pannini, 2021).
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Assess how the introduction of General Data Protection Regulation can be used to modify
present data management practices
The general data protection regulation is refers to a legal framework implemented that
clearly sets the guidelines for the gathering and processing of personal data or information of the
persons. This regulations ensures that the person and the individual of the European union
consumers rights as a timely notification in the process of personal data of the consumers being
effectively breached. This regulation helps in protecting the general data of the consumers from
any kind of unfair and dishonest practices. It also set baseline of standards for the business
organisation that leads to manage the data of the citizens to effectively safeguard the processing
and movement of their personal data effectively and efficiently. The main purpose of the GDPR
is to offer a effective and standardised data protection rule in all the member countries. It clearly
helps in protecting the data of the members. There are various data management practices
considered by the business organisation in order to protect the data of their consumers such as
documentation, data storage, commitment to data culture, data quality trust in security and
privacy (Béthouxand Mias, 2021). Large number of organisation uses effective data storage in
order to protect the data of their organisation as well as data of other effectively. Also
documentation is also taken into consideration in order to protect their data from any kind of
unfair and unwanted practices. In case of General data protection regulation, the use of this
regulation will allows the organisation like The consulting association to protect the personal
data of workers from any kind of unfair practices like Blacklisting employees. This will help in
bringing modification in present data management practices, this will help in setting proper
standards needs to be followed by the organisation across the country to protect the data of their
employees. Protecting the rights and data of the employees will also help the organisation to
maintain and build positive and effective relationship with their employees through making them
feel safe and secure. Building positive relationship with the employees and engaging with them
effectively will also help organisation to enhance their overall performance also leading to
increase profitability and productivity of the business organisation. Also retaining them for long
period of time. In context to The consulting association, which is marked as kind of organisation
using the data of worker and faced the blacklisting scandal (Druker and White, 2021).
The GDPR will enable the organisation to effectively handler the information of those
that interact and communicate with them. This will help in setting proper rules and standards to
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effectively carry out their work and handle their data in a proper way. Basically, the general data
protection regulation is developed in order to determine how business organisation can maintain
and control the information of those that directly connect and interact with them. The use of this
regulation will help the company to maintain positive and effective environment and build
effective relationship with their employees. Employees relationship plays an essentials role in
enhancing overall performance of the organisation, so it becomes important for the business
organisation to maintain positive relation with their employees. There are various practices that
can be considered by the organisation in order to create positive relation with their employees
such as rewards management, conflict management. The rewards management will allow firm to
offer rewards and benefit to the employees as per their performance. Offering rewards will help
in motivating employees towards performing better and accomplishing desired goals and
objectives. It will also help in maintaining positive relationship with their employees, leading to
retain them for long period of time. The organisation needs to ensure that the reward is offered as
per the performance and capability of the employees avoiding any kind of discrimination (Lee,
and Tapia 2021).
Assess the cost firms can pay by mismanaging employees data as per GDPR rules
The general data protection regulation is the set of rules implemented in order to offer the
EU members more control over their own personal information and data. It is implemented with
the main purpose to modify the regulatory business environment for the business organisation so
that the business organisation and members can effectively carry out their operations and get
benefited for the growing digital economy. The general data protection regulations are generally
applied to any kinds of business firms operating or functioning and operating within the EU as
well as outside the EU offering quality goods and and services to their target customers
(Gousevand Yurevich, 2021).These enables any kind of business organisation either small or big
to have GDPR compliance strategy. It was generally approved by the European parliament in
April 2016 but it came into force in 2018. There are various rules and regulation that are needed
to be followed by the each and every business organisation for their smooth and effective
functioning. The rulers are implementation for the standard functioning of the company in the
marketplace. Not following standards set by the general data protection regulation can lead to
impacting the functioning of the organisation. In addition to this any kind of mismanaging
employees data can lead the firms to pay huge cost as per the GDPR rules. Such as in any kind of
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lower level of GDPR violation can lead to resulting in fines of upto 11.3 million or two percent
of the organisation annual revenue. And in case of higher level of GDPR leads to the fine of
around 20 million or approx 4% of the organisation global annual turnover which is generally
considered to be higher (Fabbriand Curzi, 2021). The organisation has be follow the rules and
standards set by the GDPR in order to avoid any kind of fines and cost involved in breaking their
rules. Breaking the rules will only lead to impact the overall image of the organisation and
leading to impact their performance. In addition to this it will also lead to impacting the
employee relations of the organisation. In order to maintain their relation with their employees
and build positive environment it is essentials to follow standards set by the GDPR effectively
and efficiently (Devi and Ray, 2021).
Conclusion
From the above report, it has been concluded that maintaining and building positive and
effective relation with the employees helps organisation to enhance their overall performance
and achieve desired goals and objectives. Maintaining positive and effective relation with the
employees also help organisation to retain their employees for long period of time. This report
helps in analysing the importance of employee's relation behind the success of the organisation
also avoiding any kind of unethical practices like blacklisting employees helps in maintaining
good relationship with them. It is also analysed that introduction of general data protection
regulation helps in modifying present data management practices effectively. The cost
organisation can pay through mismanaging employees data as per the GDPR rules is also
analysed in this report.
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References
Books and Journals
An, Z., Cooke, F.L. and Liu, F., 2021. Between company and community: the case of a
employment relations in an acquaintance society context in China. The International
Journal of Human Resource Management, pp.1-36.
Anner, M., Fischer-Daly, M. and Maffie, M., 2021. Fissured employment and network
bargaining: Emerging employment relations dynamics in a contingent world of work.
ILR Review, 74(3), pp.689-714.
Béthoux, É. and Mias, A., 2021. How does State-led decentralization affect workplace
employment relations? The French case in a comparative perspective. European Journal
of Industrial Relations, 27(1), pp.5-21.
Devi, R. and Ray, S., 2021. Negotiating Exclusion and Precarity: Marginalised Urban Youth,
Education, and Employment in Delhi. The Indian Journal of Labour Economics, pp.1-
19.
Doellgast, V., Bellego, M. and Pannini, E., 2021. After the social crisis: the transformation of
employment relations at France Télécom. Socio-Economic Review, 19(3), pp.1127-
1147.
Druker, J. and White, G., 2021. Self-employment and Labor Relations in the UK Construction
Industry. In Work and Labor Relations in the Construction Industry (pp. 205-227).
Routledge.
Fabbri, T. and Curzi, Y., 2021. Organization as Collective Rule-Making. In The Collective
Dimensions of Employment Relations (pp. 53-62). Palgrave Macmillan, Cham.
Gousev, A.B. and Yurevich, M.A., 2021. Globalization of Employment Amid COVID-19
Pandemic. MGIMO Review of International Relations, 14(1), pp.148-173.
Lee, B.H., 2021. Employment relations in South Korea. International and Comparative
Employment Relations: Global Crises and Institutional Responses, p.263.
Lee, T.L. and Tapia, M., 2021. Confronting race and other social identity erasures: The case for
critical industrial relations theory. ILR Review, 74(3), pp.637-662.
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