askST Jobs: When there are “no secrets” in the workplace, even for personal details
Manpower reporter Tay Hong Yi offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up toQ: I was told my company’s organisational culture is one of “no secrets” after I found out other colleagues knew of personal details I shared only with the human resources team.
They should then request a meeting with the HR staff member who they believe shared the information, as well as a more senior HR manager, to present their concerns and seek an explanation, Dr Leong added. If the information is possibly protected by privacy laws like the Personal Data Protection Act, the affected employee could consult a lawyer on his options for recourse, said Dr Leong.
Personal data may also be needed to administer an employee’s payroll and benefits, such as medical history that the company’s insurance provider needs, said Ms Jean Yang, HR business partner for South-east Asia at Robert Walters. Other types of sensitive personal information an employee is not obligated to disclose include those related to personal family matters, sexual orientation, as well as political and religious beliefs, Dr Leong said.
He also advises employees to ask for more context, such as asking: “Could you help me understand how this information relates to my role or job performance? I’m not entirely comfortable sharing this information, and I want to make sure it’s necessary before I consider doing so.”
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