Thank you very much.
Thank you, Mr. Chair, members of the committee. I appreciate the opportunity to travel to a warmer climate to be with you today, and share some views on the British Columbia approach to and experience with private sector privacy legislation in the last three years.
Of course my remarks today are directed to the situation in British Columbia, to the legislation we have there. I don't propose to take it upon myself to recommend to others what is appropriate or not appropriate in any particular jurisdiction's legislation. I trust it goes without saying that I'm here on my own behalf, if you will, on behalf of my office, as opposed to on behalf of the British Columbia government.
By way of introduction, I'd like to make a couple of general comments about the fabric of private sector privacy laws across this country. I think it's important to emphasize that beginning in 1994, with the initiative in Quebec, which responded in part to developments in the European Union, Canadian legislators have enacted in fact a fabric of private sector privacy laws, as opposed to a patchwork.
It has sometimes been suggested that in Canada we have the challenge for private sector businesses and other organizations of dealing with a multiplicity of private sector privacy laws that make it difficult to do business in this country. I would, to the contrary, argue that in fact the laws in Canada are not only consistent but indeed substantially similar. They are that way because they all incorporate what are known as internationally accepted fair information practices, which are reflected in international instruments such as the OECD guidelines on transborder data flows and in the more recent APEC privacy framework of 2004.
The situation, then, in Canada is that although we have a provincial law in, for example, British Columbia, that governs the entire broad private sector, all organizations in the private sector that are provincially regulated in British Columbia are covered by our Personal Information Protection Act. Although we have legislation in Alberta, Quebec, and federally, those laws really are of a piece, I would argue, and any concerns around the challenge to businesses and other organizations presented by having different laws are, in my view, if not misplaced, perhaps at the very least somewhat exaggerated.
In any case, as I've said, the legislation in British Columbia is a generic private sector privacy law; it covers all sectors of the economy that are provincially regulated. The for-profit and not-for-profit sector, some 350,000 organizations in British Columbia, have, since January 1, 2004, been subject to the rules that are generally described as fair information practices internationally. So our office has some three years of experience with that legislation, and my purpose today is to share with you some general observations about some selected issues that I know have been of interest to the committee in previous proceedings in its statutory review of the Personal Information Protection and Electronic Documents Act.
The first specific issue I would like to address that is tackled in British Columbia's Personal Information Protection Act--which I'll refer to as PIPA--is work product information. I wanted to deal with that first because it is something that I know has been of interest to the committee. There was a considerable amount of attention given to it in your session on Monday, so I thought perhaps I might, anticipating that the committee may have heard enough about that, and subject to of course the committee's wishes on this, tackle that issue first.
Under British Columbia's PIPA, a definition has been included of work product information. The intent of this is to carve out of the concept of personal information that is protected under the rules in PIPA a certain body of information that is not, in any generally accepted sense, personal information about an individual.
A similar approach has been taken through interpretation under PIPEDA federally and in certain provincial public sector access to information and privacy protection laws, but the policy-makers in British Columbia decided to tackle the issue head-on and to include a definition of work product information that they could then exclude from the protections otherwise afforded to personal information under the legislation.
The intent of this I think at its core is to, for example, ensure that an ex-employee of an enterprise cannot come to the business, after having had his or her employment terminated, and say: “In exercising my rights under PIPA to have access to my own personal information, I hereby request every e-mail, business plan, memo, fax, or letter that I ever created during my 23 years of employment with you, because of course I created them. They're in some sense about me, and therefore you have to respond to this request.” Because of the exclusion for work product information, which is information that is produced as a result of activities and responsibilities related to the individual's employment or business, the organization is in a good position simply to say no, that is not your personal information.
I understand that there may be concerns about how the definition is cast, a need for precision in how the definition is actually expressed in the legislation, especially when it comes to workplace monitoring. It is my view, speaking generally, that under PIPA in British Columbia, there is ample room in light of the definition that I've just paraphrased for you to actually interpret it and to ensure that workplace monitoring is subject to the appropriate regulations under PIPA and is not somehow excluded because of the definition of “work product information”.
The next issue I'd like to touch on in fact flows from that last point, and that is employment privacy and the whole issue of employee personal information. I know you've already heard how PIPEDA addresses this issue. It is a heavily consent-based statute, of course. Consent is, generally speaking, needed for the collection, use, or disclosure of personal information, including in the employment setting.
I might, as an aside, point out that PIPEDA tackles the question of employment privacy in relation to federally regulated works, undertakings, or businesses, but for constitutional reasons it has long been settled that PIPEDA cannot address privacy issues of employees in the provincially regulated workplace. That is something that PIPA does in British Columbia and that other similar provincial laws do as well.
In British Columbia, as opposed to taking the consent approach to dealing with employment privacy issues, the policy-makers decided to create a special category of information, known as “employee personal information”, in respect of which consent would not be needed. It is not necessary for an organization in British Columbia to get employee consent to collect, use, or disclose what is called employee personal information.
This is not to say that employers have free rein, however, when it comes to collecting or using their employee's personal information, because the definition of “employee personal information” stipulates very clearly that it is only the information that an employer collects solely for purposes reasonably required to establish, manage, or terminate an employment relationship with that particular individual. The legislation also imposes a requirement that any collection, or use, or disclosure of that kind of information must be for purposes reasonably related to the actual work relationship.
Instead of focusing on consent, recognizing that consent in the employment context is often coerced or that employees are under pressure to agree to employer practices, recognizing that it's not appropriate, for example, to ask an employer to get the consent of an employee who's suspected of defrauding the company to being put under surveillance—you're hardly going to get the suspect who's allegedly stealing from you to consent to that—instead of having to go through the consent route, it has been decided that you should be able to collect, use, or disclose personal information so long as it fits within the definition. So there is in fact a set of rules that does apply to personal information of the kind I've just described, and employers are therefore subject to reasonable checks and balances that appropriately, certainly in my view, balance the needs of employers and the interests of employees as regards privacy in the employment setting.
The last issue that I'd like to touch on, because I know it has come up before, is the question of business transactions. Another difference in approach under PIPA, and this is found also in the Alberta version of the same legislation, that differs from other approaches—for example, under PIPEDA—is to permit parties involved in the prospective sale of a business to share personal information of customers, employees, or shareholders, back and forth, in the first instance for the purpose of deciding whether to proceed with the transaction, and second, if the transaction proceeds, to allow that information to be disclosed to the purchaser of the business so that it can be used for the purposes for which it was originally collected, and consent is not needed in that instance.
Notice that in British Columbia you have to actually, after the fact, notify your customers, for example, that the change of control has occurred, that the business has been sold, that the assets have been spun off, as opposed to Alberta where that requirement does not apply. It may be a minor point, but it's certainly one that has widespread support in British Columbia because it acknowledges that in the context of business transactions, the due diligence leading up to them and the aftermath of the completion of the transaction, it is not necessarily either appropriate or practicable to expect parties to the transaction to obtain customer consent each time a business changes hands.
Those are essentially the issues I wanted to touch on. I suspect that members of the committee may have questions that address other issues that have come up before, and I'd be happy to answer them as best I can now or to provide you with further information if I can't assist today.
Thank you.