{"id":28560,"date":"2008-10-13T23:22:06","date_gmt":"2008-10-13T23:22:06","guid":{"rendered":"http:\/\/www.2b-advice.com\/?post_type=post&#038;p=4137"},"modified":"2026-08-11T13:00:53","modified_gmt":"2026-08-11T11:00:53","slug":"ce-que-signifie-le-nouvel-avis-de-la-cjeu-sa-sur-le-transfert-international-de-donnees-copy-copy-copy-copy-copy-copy-copy-copy-copy-copy","status":"publish","type":"post","link":"https:\/\/2b-advice.com\/fr\/2026\/10\/13\/email-kontrolle-mobbingverdacht\/","title":{"rendered":"Contr\u00f4le des e-mails en cas de suspicion de harc\u00e8lement moral"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"28560\" class=\"elementor elementor-28560\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-e223a5c elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"e223a5c\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-6790a94\" data-id=\"6790a94\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-fc1158f elementor-widget elementor-widget-heading\" data-id=\"fc1158f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Consultation des e-mails<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-306380a elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"306380a\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-23f1bc5\" data-id=\"23f1bc5\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-4f5bb80 elementor-widget elementor-widget-text-editor\" data-id=\"4f5bb80\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>de K. Schiefer<\/p>\n<p><strong>La consultation des e-mails d'un employ\u00e9 pour v\u00e9rifier un soup\u00e7on de harc\u00e8lement moral n'est autoris\u00e9e que dans des conditions strictes, car dans de tels cas, l'employeur doit avoir acc\u00e8s au contenu des e-mails et pas seulement aux donn\u00e9es techniques de connexion.<\/strong>.<\/p>\n<p>Pour un contr\u00f4le du contenu, il est essentiel de savoir si l'employeur a interdit \u00e0 l'employ\u00e9 d'utiliser le compte de l'entreprise \u00e0 des fins priv\u00e9es. Il doit \u00eatre clair pour l'employ\u00e9 que le compte d'entreprise ne peut pas \u00eatre utilis\u00e9 \u00e0 des fins priv\u00e9es. Une telle interdiction peut \u00eatre contourn\u00e9e si l'employeur tol\u00e8re sciemment l'utilisation priv\u00e9e pendant une p\u00e9riode prolong\u00e9e.<\/p>\n<p>Un tel contr\u00f4le ne peut avoir lieu que de mani\u00e8re al\u00e9atoire et doit se limiter \u00e0 une p\u00e9riode maximale d'une semaine dans le pass\u00e9 \u00e0 compter de la date du contr\u00f4le. Le contr\u00f4le ne peut porter que sur l'interdiction d'utilisation \u00e0 des fins priv\u00e9es, parmi lesquelles il convient de classer les accords de harc\u00e8lement moral.<\/p>\n<p>De plus, le comit\u00e9 d'entreprise doit \u00eatre inform\u00e9 avant la consultation ; le salari\u00e9 doit \u00eatre pr\u00e9sent lors du contr\u00f4le. Dans ce cas, il faut \u00e9galement tenir compte des \u00e9ventuels accords d'entreprise. Si, comme c'est souvent le cas, il est stipul\u00e9 que les e-mails enregistr\u00e9s ne peuvent pas \u00eatre utilis\u00e9s pour contr\u00f4ler le comportement, le contr\u00f4le du contenu n'est pas autoris\u00e9.<\/p>\n<p>Les preuves recueillies dans le cadre d'un tel contr\u00f4le pourraient \u00eatre interdites d'utilisation devant les tribunaux, de sorte qu'elles ne pourraient pas servir de base \u00e0 des mesures relevant du droit du travail. Il en irait diff\u00e9remment d'une d\u00e9claration de l'employ\u00e9 victime de harc\u00e8lement moral dans laquelle il expliquerait l'utilisation priv\u00e9e du syst\u00e8me pour des accords de harc\u00e8lement moral. Dans le cadre de la proportionnalit\u00e9, l'exploitation du t\u00e9moignage de l'employ\u00e9 serait consid\u00e9r\u00e9e comme un moyen plus appropri\u00e9 par rapport \u00e0 un contr\u00f4le complet de tous les courriels.<\/p>\n<p>Si le collaborateur ne s'en tient pas \u00e0 sa d\u00e9claration selon laquelle il y a eu une utilisation priv\u00e9e du courrier \u00e9lectronique ou s'il ne veut pas la confirmer, cette d\u00e9claration ne peut pas non plus \u00eatre utilis\u00e9e, ne serait-ce que dans un premier temps, pour contr\u00f4ler l'abus du courrier \u00e9lectronique.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Consultation des e-mails par K. Schiefer La consultation des e-mails d'un employ\u00e9 pour v\u00e9rifier un soup\u00e7on de harc\u00e8lement moral n'est autoris\u00e9e que dans des conditions strictes, car l'employeur doit dans de tels cas avoir acc\u00e8s au contenu des e-mails et pas seulement aux donn\u00e9es techniques de connexion. Pour un contr\u00f4le du contenu, il est essentiel de savoir si l'employeur autorise l'employ\u00e9 \u00e0 utiliser \u00e0 titre priv\u00e9 ...<\/p>","protected":false},"author":1,"featured_media":28522,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[13],"tags":[],"class_list":["post-28560","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-datenschutz-unternehmen"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>E-Mail-Kontrolle bei Mobbingverdacht | 2B Advice Blog<\/title>\n<meta name=\"description\" content=\"Die Einsichtnahme in die E-Mails eines Mitarbeiters zur Verifizierung eines Mobbingverdachts ist unter bestimmten Voraussetzungen zul\u00e4ssig.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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