For most processing at work the employer cannot and should not rely on workers' consent, because the relationship makes refusal costly and consent must be freely given, specific, informed and revocable; where a real or possible prejudice follows from refusing, the consent is invalid. Even where consent could be free, pre-set device settings or installing monitoring software do not amount to consent, which requires an active expression of will. Section 6.2 limits free consent to exceptional cases where acceptance or refusal carries no consequence at all.
This control maps to 1 controls across 1 other frameworks. If you already hold one of them, the evidence you collected for it is the starting point here rather than new work.
Every mapping shown was judged rather than inferred from wording similarity, and the ones that failed review are published too. See the coverage reports and what was rejected.
The graph holds this control, the 1 it maps to, and the evidence behind each claim, over MCP and REST.