The most important task of contemporary science is to serve humanity. It seems that technology develops in two different ways. On the one hand technology does everything to make human’s life carefree, easy and safe. But on the other scientists do their best to solve most pressing problems so that people could once and for all forget about troubles like AIDS, cancer or Alzheimer’s disease. Until today technical progress was followed by the progress of the humanity but it seems that contemporary hi-technology left behind moral reflections of people. Michael Sandel’s book e Case against Perfection: Ethics in the Age of Genetic Engineering is a moral reflection on those problems accompanied by technological changes. It is an attempt to establish a border that cannot be crossed – on its one side human being is still a human being but on the other one it is just an artificially stimulated machine.
The purpose of the paper is to analyze obligation to notify Social Security Agency about concluded specific work contracts, which was introduced as of 1 January 2021 in the social security system act. Firstly, the way in which the new obligation was introduced raises significant doubts. Under the guise of anti-crisis measures, a new obligation has been introduced in the Anti-Crisis Shield, which has little to do with its purpose. Secondly, the prima facie technical obligation also raises practical doubts, but more importantly, it prompts questions about its compliance with the constitutional principles of equality, proportionality and information autonomy. Fulfillment of the obligation results in transfer to the Social Security Agency of significant data on legal relationship that are – as a rule – indifferent from the perspective of the social security system, the scope of which is not determined by a statute, but by a sub-statutory act.
The purpose of the paper is to analyse issues related to personal data processing within the framework of co-operation between the employer and trade unions in individual employment matters. The issues of personal data processing in collective relations are becoming more important especially due to lack of detailed legislative solutions, which results in the necessity to apply the general provisions of the GDPR as well as the latest changes to the Trade Unions Act. Pursuant to these changes, not only employees, but also persons performing gainful employment who are not employees can create and join trade unions as well as can be defended by the trade unions. The legislator frequently finds it difficult to adjust the protection of personal data to the specificity of collective relations, and the way in which the relationship between employers and trade unions is shaped in individual employment matters raises many questions in the context of personal data protection. The issue in question has not been explored in depth in the professional labour law literature. Thus, research on this subject is novel and justified from both the theoretical and the practical perspective. In the article, the formal-dogmatic method of research was used.