Data Privacy Act of 2012

2. W O RK IM M ERSIO N AN D SIM ULATIO N (ABM 100)
CONFIDENTIALITY IN THE
WORKPLACE

3. 1. Define confidentiality and conflict in the
workplace;
2. Differentiate the different types of
confidential information;
3.Understand the Data Privacy Act of 2012;
4.Determine the do’s and don’ts in protecting
the confidential information;
5. Identify the sources of conflict; and
6.Determine how to resolve conflicts in the
workplace.
Learning Objectives:
LEARN MORE SEEMORE

4. Start Up Activity!
When you were in elementary or in
high school, did you experience having
conflict with your teachers or
classmates or have you experienced
telling secrets to your peers but they
disclosed those secrets to others? How
did you handle the situation? If that
scenario happened again, would you
handle it differently? Why or Why not?

5. Confidentiality means the state
of keeping secret or not
disclosing information.
Confidential information,
therefore, is information that
should be kept private or
secret.
CONFIDENTIALITY
IN THE WORKPLACE
Confidential information is
personal information shared
with only a few people for a
designated purpose.

6. WORK IMMERSION AND SIMULATION (ABM 100)
Employee
Information
01
Managerial
Information
02
Organisational
Information
03
Customer or Contact
Information
04
Types of
Confidential Information
Professional
Information
05

7. Employee Information.
It refers to any information that
identifies an employee (name, address,
maiden name, race, ethnic origin, marital
status, age, color, and religious, philosophical
or political affiliations), employee’s files,
compensation data, and hiring documents,
social security number.
01

8. Managerial Information
It includes both information about
employees, such as disciplinary action,
performance reviews. Absence records
and also about broad management actions
such as planned redundancies or
employee relations issues.
02

9. Organisational
Information
It is also known as business information or
‘trade secrets’. This covers anything not in the
public domain that helps the organisation do its
work better or more efficiently. It would
therefore include, for example, information
about industrial processes, budgets, costs,
forecasts, company layoffs, expansion and
restructuring.
03

10. Customer or Contact
Information
It is the contact information of
the clients or customers and it is
partially covered by ‘trade
secrets’.
04

11. Professional
Information
Some professionals including doctors,
lawyers and accountants come across
information about individuals or
organizations through their professional
position. For example, lawyers know
about details of wills and court cases,
some of which may be protected by law.
05

12. Failure to properly secure and protect confidential business
information can lead to the loss of business/clients. In the
wrong hands, confidential information can be used to commit
illegal activity (e.g., fraud or discrimination), which can in turn
result in costly lawsuits for the employer. The disclosure of
confidential information can lead to a loss of employee trust,
confidence and loyalty. This will almost always result in a loss
of productivity. That is why in the Philippines there is a law
protecting the confidentiality of information

13. “AN ACT PROTECTING INDIVIDUAL PERSONAL INFORMATION IN
INFORMATION AND COMMUNICATIONS SYSTEMS IN THE
GOVERNMENT AND THE PRIVATE SECTOR, CREATING FOR THIS
PURPOSE A NATIONAL PRIVACY COMMISSION, AND FOR OTHER
PURPOSES”
Republic Act 10173 -
Data Privacy Act of 2012
National Privacy Commission
This commission is created in order to
administer and implement the provisions of
the Data Privacy Act, and to monitor and ensure
compliance of the country with international
standards set for data protection.

14. WORK IMMERSION AND SIMULATION (ABM 100)
Consent of the data subject;
Pursuant to law that does not require
consent;
Necessity to protect life and health of
a person;
Necessity for medical treatment;
Necessity to protect the lawful rights
of data subjects in court proceedings,
legal proceedings, or regulation.
All processing of sensitive and personal
information is prohibited except in
certain circumstances. The exceptions
are:

15. Penalties
Any combination or series of acts may cause the entity to be subject
to imprisonment ranging from three to six years as well as a
fine of approximately Php 1,000,000 to Php 5,000,000. Notably,
there is also the previously mentioned private right of action for
damages, which would apply
The law provides separate penalties for various
violations, most of which also include
imprisonment as well as a fine raging from Php
100,000 to Php 4,000,000. Separate counts exist
for unauthorized processing, processing for
unauthorized purposes, negligent access, improper
disposal, unauthorized access or intentional
breach, concealment of breach involving sensitive
personal information, unauthorized disclosure,
and malicious disclosure.

16. DO’S AND DON’TS IN
PROTECTING
CONFIDENTIAL
INFORMATION

17. You must
1. Lock or secure confidential information at all times
through password protected files and folders.
2. Shred confidential documents when they’re no
longer needed.
3. Make sure you view confidential information on
secure devices only.
4. Only disclose information to other employees when
it’s necessary and authorized.
Keep confidential documents inside your company’s
them.
05.premises unless it’s absolutely necessary to move

18. You must not
1. Use confidential information for your personal
benefit or profit.
2. Disclose confidential information to anyone outside
of the company.
3. Replicate confidential documents and files and
store them on insecure devices.

19. EFFECTIVE
CONFLICT
RESOLUTION
In the workplace, it is inevitable that
disagreements and conflict arises. This
happens especially when people from
different backgrounds work together
towards a shared goal.
Simply put, conflict refers to “a sharp
disagreement or opposition of interests or
ideas.” As previously mentioned, it is a
normal part of the workplace and is thus,
inevitable.

20. Sources of Conflict
Since conflict is a normal part of the workplace, it is important that these must be
resolved when these arise. The first part of addressing a problem is recognizing that a
problem exists. The Human Resources department of Oklahoma University identifies
the following causes of conflict:
1. Poor Communication. Misunderstanding among co-workers may
be caused by differing communication styles, which could start conflict.
2. Differing Values. Conflict arises when different perspectives are
barely understood and accepted.
3. Differing Interests. Individuals putting some of their personal
goals over the group’s may introduce conflict.

21. Sources of Conflict
4. Scarce Resources. Limited resources such as time can
cause conflict on how such resources should be allocated, for
instance.
5. Personality Clashes. Caused by workers’ differing
backgrounds, conflict arises from their different approaches to
work and problem solving.
6. Poor Performance. Conflict can arise if certain workers are
not performing well and the issue is not eventually resolved

22. As employees and employers come from
different backgrounds, their ways of
resolving conflict can also differ. In order
to classify people on how they respond
and react to conflict, one tool that can be
used is the Thomas-Kilmann Conflict
Mode Instrument (TKI).
Resolving Conflict

23. There are five conflict-handling modes in
the TKI, arranged in a graph with two axes:
assertiveness (an individual’s tendency to
satisfy his/her own concerns) and
cooperativeness (one’s attempt to satisfy the
other’s concerns). The following are the five
conflict-handling modes, with their positions on
the graph shown below:

24. 1. Competing. An assertive and uncooperative
mode, an individual pursues to resolve his/her
own concerns at the expense of the others.
2. Collaborating. Both assertive and
cooperative, the mode actively seeks to find a
solution to a problem that would adequately
satisfy both sides of the conflict.
3. Compromising. This mode lies in the middle
of both assertiveness and cooperativeness. In this
mode, the individual seeks to find a “middle
ground” solution that partially satisfies both
parties.

25. 4. Avoiding. This is an unassertive and
uncooperative mode where the individual
does not address the conflict, refusing to
immediately address the concerns of either
party.
5. Accommodating. Unassertive and
cooperative, the individual concedes,
neglecting or surrendering one’s own concern
in favor of the other’s.

27. ACTIVITY
Directions: Choose a partner and survey at
least two employees or employers that you
know. After that, make individual reflection on
what you have learned from the people that
you’ve surveyed. You can use the following guide
questions and you can add more questions that
would help you better understand the lesson.
Name:
Age:
Company that you are working with:
Nature of work:
Position:

28. ACTIVITY
Guide Questions:
Did you experience having conflicts with your co-
workers or with your superiors? How did you
handle the situation?
Did you experience telling or giving confidential
information to your co-workers or to your
superiors? How did they handle the situation? If
they disclose it to others, what did you feel and do
you regret sharing it with them? If not, what did
you feel?
Did anyone trust you with confidential
information? How did you manage to keep it
confidential? How does it feel that someone
trusted you and you did not disclose it to anyone?