Report: Blacklisting Effects, Employee Rights & GDPR Compliance

This report examines the ethical and legal implications of blacklisting employees, highlighting its potential mental, emotional, and financial consequences. It argues against blacklisting, supported by employment relations theories like pluralism, Marxism, and unitarism. The report also discusses GDPR compliance, advising companies on data management practices to avoid breaches and heavy fines. It covers the importance of data ownership, linking data sources, managing metadata, and ensuring data delivery aligns with GDPR requirements. The document emphasizes that violations of GDPR rules can lead to significant penalties, including temporary or permanent bans on data processing, and refers to specific articles within GDPR that outline these penalties. This report concludes by stressing the importance of ethical conduct and GDPR compliance to protect both employees and the company.

The Employment Relations

Executive Summary
This report discusses the various drawbacks of blacklisting the employees and the mental and
emotional trauma they will go through. It also discusses the controversial fact that blacklisting
should be considered illegal. To justify the ans various employee relation theories and concepts
are used. It also showcases the critical analysis and introduction of GDPR of the employees. It
also discusses the GDPR rules and the cost that could be paid by the firms if the employee data is
mismanaged.

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
Task 1...............................................................................................................................................4
TASK 2............................................................................................................................................6
TASK 3............................................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................9

INTRODUCTION
This report shows the devastating effects on the employees through blacklisting. It shows
the idea of considering blacklisting unethical and illegal in the employment sector. To justify the
argument there are various employee relation theories and concept that can be used. It also gives
the hypothetical situation where one has hired as a consultant and have to critically discuss on
how to advise the company on based of GDPR and how to modify their data management
practice. Also introduced GDPR and bringing the light to the rules and cost that is associated
with mismanaging the employee data.
MAIN BODY
Task 1
Let's first start by understanding what is black listing means. This term refers to banning
or stooping the employee from working in a specific firm or state on the basis of some
misconduct in past years or recently. It may be also because of some political reasons or some
safety or corruption issues. It can be traced back to 1774 where people are blacklisted if they
went on strike which might result in total loss of their livelihood (Bailey, 2018). UK consider
Blacklisting illegal under the employment act 1999 (blacklists) regulation 2010. People who
were banned or blacklisted, used the consulting company. Blacklisting can impact the employees
mentally as well as emotionally it can cause trauma and the person can lose their job. Being in
the black list means it is very difficult to find a new job that will recruit a blacklisted person.
This will affect the financial stability of the person. And force him to work in other industry and
start from new or will force the person to the leave the industry completely. The employees are
blacklisted because they are believed to be engaged in unethical or illegal activities. Blacklisting

can be hard for a person as they will face insult embarrassment and will find it very hard to
survive financially without the work. But in some cases the employee can sue the company for
blacklisting him when he faces no guilty and is still being punished for his actions. In that case a
thorough investigation should be demanded so that the truth can come out in open. Not only he
will face humiliation in the industry but in his community too (Eggenberger, 2018)
.
The potential impacts on those employees targeted include:
 Inability to gain employment in their chosen industry without understanding why.
 Blacklisting can damage the whole career and living of respective who have been
contravened employment opportunities.
 Defamation of character.
 Long-term unemployment.
 Personal issues arise such as financial, family and serious health problems.
There are various employment relation theories and practices which can justify the argument.
Pluralism:
Also known as political theory. In this theory politics and decision-making falls under the
framework of the government. This relationship with employees proposition highlighting the
function and process of union trade and operation. It also strengthens the legality and amount of
collaborative logrolling. People who are pluralists find associations within unions and work as
licit. The primary functions of operation is to interact, convey and convert rather than request
and control.
Marxism:
This theory is also known as radical perspective. The Marxist proposition can be explained as a
system of a socio-economic analytic thinking that will views social battle and class relations.

This conception title that institutions can be improved employers if they run as a province
organization rather than class system (Blix, Elshekeil, and Laoyookhong,2018).
Unitarism:
It is considered to be in the best interest of both the employees and the employer. This
approach consist of all the members share the same interest and being unanimous. Third parties
are considered to be outsiders and are viewed irrelevant because the employee and the employer
both share the mutual cooperation. The employees share the common goal through their loyalty
toward the organization.
TASK 2
The GDPR Act law that was initiated so that Data of citizens of the EU can be protected.
Protection law was designed and applied to business organization around the Europe, and on the
far side. The jurisprudence intent to guaranteed the surroundings and welfare of both the citizens
and business organization. The social control of the regulation, the enforcement directorate has
obligates heavy fines and punishment for non-compliance to GDPR Rule. While being a
consultant at The Consulting Association. I would advise Helen Steel some basic methods to
modify the data management system by applying some theories and practices which will help the
company to securely process the data without the breach (Kwon, Jeon, and Ting, 2021)
.
Take Business Ownership Of Data Management :
This is considered to be the first step to spot the data governance responsibility where it
could make the just about sense. By re-shaping the enterprise approach to any information
strategy. It can be done by appointing individual that to take responsibility to implement and
govern it. Where the person can take the ownership of data. The person who is handling it will be
held accountable and with with this procedure it will help to govern the usage of the data that
will be uncover intelligence and can be a insight which will allow the value to tap in order so that
it can be used a key assets for delivering business attainment (Goddard, 2017).
Link Data Sources :
Different systems got to be attached and data building standardized. Once you’ve achieved this,
it get easier to require business possession of knowledge management, sanctioning you to line up

your use of knowledge collectively with your business plan of action. Organizations running
with disunited inheritance systems are experiencing insurmountable space once they attempt to
regain and use their data. They’re also jeoparding non-compliance with new order as they can’t
give the opacity needed to point out how their data was acquired and how it'll finally be used.
One can prefer to tie your existing systems, replace them, or choose a mixture. The primary thing
is that your information system(s) mainly assist your business scheme. Secondly, they ought to
supply data coherence and saliency (Rubinstein, and Petkova, 2018). Also as de-duplication, and
use archive application to permit the individual to guard more, while storing solely what you
would like. It also must be negotiable enough to influence future growth.
Pull off Your Metadata :
if Managing metadata began with shaping metadata right. Some defines metadata as
“data about data,” but only few consider metadata as “what identifies data.” Once again, a one-
sided definition. In functional terms, metadata just increases complexity, metadata presume new
roles. In some cases, metadata is about the business appearance of every quarter sales. In other
cases, account source-to-target representation for storage.
Plan How To Deliver Your Data :
While GDPR states that collecting and storing of data is legal until the information
remains complete anonymous. There has to be no chance that the user can be traced back from
the stored data. The data should be held for the minimum time period. There should be a specific
reason why the company is storing the user’s data. The private data should be straight and up to
mark with remark to the clients.
How To Deliver The Data :
Data governance (DG) is the system of dealing with the availability, usability, integrity and
protection of the records in corporation systems, primarily based totally on inner records
requirements and guidelines that still manage records usage. Effective records governance
guarantees that records is regular and straightforward and does not get misused. It's an increasing
number of important as businesses face new records privacy policies and depend an increasing
number of on records analytics to assist optimize operations and pressure enterprise decision
making. A well-designed records governance application usually consists of a governance team,
a guidance committee that acts because the governing body, and a set of records stewards. They

paintings collectively to create the requirements and guidelines for governing records, in addition
to implementation and enforcement techniques which can be on the whole performed with the
aid of using the records stewards (Zorbas, Papadopoulos, and Douligeris, 2018)
.
TASK 3
The violation on GDPR rules can be very unethical as well as breaching them can
penalize the company or can impose heavy fine on the company. This might include temporary
or permanent ban on data processing. To process effective, proportionate for each respective
case. For the judgement of what level of penalty can be given. A list has been there for all the
types of crimes and violations of any GDPR rules (Voigt, and Von dem Bussche, 2017).
A punishable position in a company can be disclosed through visionary examination
conditioning channelled by the data protection regime, by an ungratified employee or by guests
or implicit guests who charge and call for the the authorities, through the establishment making a
tone- condemnation, or by the press in generic, particularly through investigatory journalism.
The Social control Tracker gives an overview of reported forfeitures and penalization which data
protection authorities within the EU have assessed so remotely. There are some clauses which
can be imposed for breaking the GDPR rules: Article. 58 GDPR Powers Article. 70 GDPR Tasks
of the Board Article. 83 GDPR General conditions for imposing administrative fines Article. 84
GDPR penalties. The GDPR fines and penalties comes under Article 83 are bendable and scale
with the organization. So, whatsoever firm found non-compliant to the GDPR, look for
significant penalization. However, it is also crucial that these fines and punishment are as per the
amount. GDPR fines and penalties are intentional non-compliance an expensive mistake for
businesses. Data breaches are fatal, particularly when security measures are high. Since the
enforcement of the GDPR Rule, has been a very controversial topic among business organization
for its growing body, fines for non-compliance. In the past couple of years, there are many
incidents that broke the record of GDPR fines issued to high-profile firms for Non-compliance to

GDPR. Highest and the most expensive incident taped is that of Google who was charge with
£44 million GDPR fine. GDPR can not be imposed to any individual but to a firm (Axinte,
Petrică, and Bacivarov, 2018).
CONCLUSION
This report shows the ethical code of conduct a employ should use to not get blacklisted
in any private or government firm or from a state. This report also shows the impact of
blacklisting on the employee's mental, social, emotional and financial condition. It also shows
how breaching the rules of GDRP (General Data Protection Regulation) can be threat to the
company as it may face the fines and penalties which might have the percentage of their global
turnover. The data breach of thy employees can be a very risky as it may impose temporary or
permanent ban on data processing.

REFERENCES
Books and Journals
References
Axinte, S.D., Petrică, G. and Bacivarov, I., 2018. GDPR Impact on Company Management and
Processed Data. Calitatea.19(165). pp.150-153.
Bailey, R., 2018. Blacklisting and Reporting in Seasonal Worker Programs.
Blix, F., Elshekeil, S.A. and Laoyookhong, S., 2018. Designing GDPR Data Protection
Principles in Systems Development. Journal of Internet Technology and Secured
Transactions (JITST), 6(1).
Eggenberger, K., 2018. When is blacklisting effective? Stigma, sanctions and legitimacy: the
reputational and financial costs of being blacklisted. Review of International Political
Economy, 25(4), pp.483-504.
Goddard, M., 2017. The EU General Data Protection Regulation (GDPR): European regulation
that has a global impact. International Journal of Market Research.59(6). pp.703-705.
Kwon, M., Jeon, S.H. and Ting, Y., 2021. The impact of predisposed traits and organizational
factors on the US federal employee perception of whistle blowing. Public Personnel
Management.50(2). pp.258-282.
Rubinstein, I. and Petkova, B., 2018. The international impact of the general data protection
regulation. Commentary on the General Data Protection Regulation, Marc Cole &
Franziska Boehm, Edward Elgar.
Voigt, P. and Von dem Bussche, A., 2017. The eu general data protection regulation (gdpr). A
Practical Guide, 1st Ed., Cham: Springer International Publishing.10. p.3152676.
Zorbas, D., Papadopoulos, G.Z. and Douligeris, C., 2018, May. Local or global radio channel
blacklisting for ieee 802.15. 4-tsch networks?. In 2018 IEEE International Conference
on Communications (ICC) (pp. 1-6). IEEE.
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