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Comment by eitally | Hacker News Reader

Your employer will agree to their terms on your behalf, and if you are not comfortable with either that process or the terms, you are welcome to terminate your employment. This is no different from companies accepting ToS/EULA from any other technology vendor.

FWIW, Google's commercial terms are not the same as consumer terms ... again, like every other software vendor.

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> you are welcome to terminate your employment.

That fails the test:

> Consent should not be regarded as freely given if the data subject has no genuine or free choice or is unable to refuse or withdraw consent without detriment.

I suspect "genuine" and "free" are terms of art. Not to mention "detriment". Reading it with common sense in mind may not be productive.

While this is certainly possible, I would have to see a (legal dictionary?) to change my mind.

Any links?

The words are probably defined within the document, not in the legal dictionary.

My understanding is that the end user is not the subject in a commercial contract. The licensing entity (the business) is the end user and as a result, if they accept the terms, which them apply to all employees, it's irrelevant whether the consumer terms apply to the employees' individual cases or not because they're no the licensee/subject.

Again, this is how things generally work in commercial contracts outside of GDPR (including Safe Harbor and EU/95/46 before it), and I don't see why this would be different.

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