From c27956029a759ab8a90583d0ca635a84155369ce Mon Sep 17 00:00:00 2001 From: Alexandre Bobkov Date: Sat, 23 Aug 2025 03:03:58 -0400 Subject: [PATCH] compliance --- docs/source/2_compliance.rst | 6 +++++- 1 file changed, 5 insertions(+), 1 deletion(-) diff --git a/docs/source/2_compliance.rst b/docs/source/2_compliance.rst index 8b7502f..d1898b0 100644 --- a/docs/source/2_compliance.rst +++ b/docs/source/2_compliance.rst @@ -404,20 +404,24 @@ The Personal Information Protection and Electronic Documents Act (PIPEDA) The federal government drew upon the CSA Privacy Principles in its drafting of the federal Personal Information Protection and Electronic Documents Act (PIPEDA) and the spirit and much of the wording of the principles can be found throughout PIPEDA. + The mandate of the Office of the Privacy Commissioner of Canada (OPC) is overseeing compliance with both the Privacy Act, which covers the personal information-handling practices of federal government departments and agencies (including employee data), and the -Personal Information Protection and Electronic Documents Act (PIPEDA), Canada’s private +Personal Information Protection and Electronic Documents Act (PIPEDA), Canada's private sector privacy law. + PIPEDA has applied to federally regulated organizations such as banks, telecommunications and transportation companies since January 2001 and applies to the collection, use or disclosure of personal information in the course of any commercial activity within a province that does not have its own privacy legislation, since January 2004. + While this protection of personal information legislation has a significant impact on how organizations collect, use and disclose personal information relating to commercial transactions (for example, customer/client lists and information), it is the effect of this legislation on employee personal information that concerns the payroll and human resources departments. + Employers collect personal employee information to conduct and protect their business, and to comply with government legislation (for example, Employment/Labour Standards and statutory deductions relating to CPP/QPP contributions, EI and QPIP premiums along with