TBT Recruitment Ltd is committed to
protecting and respecting your privacy. For the purposes of the General Data
Protection Regulations (GDPR) and any subsequent UK legislation covering data
protection, the Data Controller, and in some instances the Data Processor, is
TBT Recruitment Ltd.
This Policy sets out why we collect
personal information about individuals and how we use that information. It
explains the legal basis for this and the rights you have over the way your
information is used.
This Policy covers TBT Recruitment Ltd
in relation to the collection and use of the information you give us. We may
change this Policy from time to time. If we make any significant changes we
will advertise this on the website or contact you directly with the
information. Please check this page occasionally to make sure you are happy
with any changes.
If you have any questions about this
Policy or concerning your personal information, please contact the Human
Resources team at Privacy@tbtrecruitment.co.uk or by post to Human Resources,
TBT Recruitment, K1 The Courtyard, Jenson Avenue, Commerce Park, Frome,
Somerset, BA11 2FG.
What
type of personal information we collect
The type and amount of information we
collect depends on why you are providing it.
The information we collect when you
make an enquiry includes:-
• First
name
• Last
name
• Job
title
• Gender
• Preferred
pronoun
• Date
of birth
• Email
address for marketing and contact purposes
• Address
(including billing address)
• Postcode
• Geo-location
data (your geographical location based on your IP address)
If you are a job applicant, the
information you are asked to provide is as set out in the application and
necessary for the purposes of our considering the application.
How
we collect information
We may collect information from you
whenever you contact us or have any involvement with us for example when you:
visit our website
enquire about our activities or
services
sign up to receive news about our
activities
post content onto our website/social
media sites
attend a meeting with us and provide us
with information
take part in our events
contact us in any way including online,
email, phone, SMS, social media or post
Where
we collect information from
We collect information:
from you when you give it to us
directly: you may provide your details when you ask us for information, attend
our events or contact us for any other reason. Your information may be
collected by an organisation we are working with, but we are still responsible
for your information.
when you give it to us indirectly: your
information may be shared with us by other organisations. They should only do
so in the way they have set out in their own Privacy Policy which you should
check when you give your details.
when you have given other organisations
permission to share it: your information may be provided to us by other
organisations if you have given them your permission. This might for example be
a business working with us or when you buy a product or service from a
third-party organisation. The information we receive from other organisations
depends on your settings or the option responses you have given them.
when you use our website: information
about you is recorded and stored when you use our website. See the information
about the use of cookies under that heading below.
When it is in available on social
media: depending on your settings or the privacy policies applying for social
media and messaging services you use, like Facebook, Instagram, LinkedIn or
Twitter, you might give us permission to access information from those accounts
or services.
How
we use your information
We will use your personal information
in a number of ways which reflect the legal basis applying to processing of
your data. These may include:
providing you with the information or
services you have asked for
sending you communications with your
consent that may be of interest, including marketing information about our
services and activities
when necessary, for carrying out your
obligations under any contract between us
seeking your views on the services or
activities we carry on, so that we can make improvements
maintaining our organisational records
and ensuring we know how you prefer to be contacted
analysing the operation of our website
and analysing your website behaviour to improve the website and its usefulness
processing job applications
Use of Aggregated Data
Where Data can
be aggregated (and anonymised), we may use this for research purposes without
restriction.
For example,
we may monitor customer traffic patterns, Site and Services usage and related
information in order to optimise users’ usage of the Site and Services and we
may give aggregated statistics to a reputable third-party.
We are
entitled to do this because the resulting data will not personally identify you
and will therefore no longer constitute personal data for the purposes of data
protection laws.
Our legal basis for processing your
information
The use of your information for the
purposes set out above is lawful because one or more of the following applies:
where
you have provided information to us for the purposes of requesting information
or requesting that we carry out a service for you, we will proceed on the basis
that you have given consent to us using the information for that purpose, based
on the way that you provided the information to us. You may withdraw consent at
any time by emailing us at Privacy@tbtrecruitment.co.uk. This will not affect
the lawfulness of processing of your information prior to your withdrawal of
consent being received and actioned;
it
is necessary for us to hold and use your information so that we can carry out
our obligations under a contract entered into with you or to take steps you ask
us to prior to entering into a contract;
it
is necessary to comply with our legal obligations.
where
the purpose of our processing is the provision of information or services to
you, we may also rely on the fact that it is necessary for our legitimate
interests in relation to providing the information or service requested, and
given that you have made the request, would presume that there is no prejudice
to you in our fulfilling your request;
If you want to contact us about your
marketing preferences please contact Privacy@tbtrecruitment.co.uk or call on
01373 469220.
We
understand the importance of keeping your personal information secure and take
appropriate steps to safeguard it. It is listed below:
We
always ensure only authorised persons have access to your information, which
means only our employees, contractors and relevant suppliers, and that everyone
who has access is appropriately trained to manage your information.
No
data transmission over the internet can be guaranteed to be completely secure.
So, whilst we strive to safeguard your information, we cannot guarantee the
security of any information you provide online and you do this at your own
risk.
Who
has access to your information?
Third parties who provide services for
us, for example suppliers and contractors, collecting or processing data and
sending mailings. We select our third-party service providers with care. We
provide these third parties with the information that is necessary to provide
the service and we will have an agreement in place that requires them to
operate with the same care over data protection as we do
Third parties if we run an event in
conjunction with them. We will let you know how your data is used when you
register for any event
Analytics and search engine providers
that help us to improve our website and its use
Third parties in connection with
restructuring or reorganisation of our operations, for example if we merge with
another business. In such event, we will take steps to ensure your privacy
rights will be protected by the third party
Owing to matters such as financial or
technical considerations, the information you provide to us may be transferred
to countries outside the European Economic Area (EEA), which are not subject to
the same data protection regulations as apply in the UK. For example – a
business event maybe planned to take place outside of the EEA region and we
would use local suppliers to that area who store their data securely outside of
the EEA. We meet our obligations under GDPR by ensuring that the information
has equivalent protection as if it were being held within the EEA. We do this
by ensuring that any third parties processing your data outside the EEA either
benefits from an adequacy determination for GDPR purposes and/or, where
appropriate, we have entered into a data processing agreement which contains
model EU clauses.
We may also disclose your personal
information if we are required to do so under any legal obligation and may use external
data for the purposes of fraud prevention and credit risk reduction, or where
doing so would not infringe your rights, but is necessary and in the public
interest.
Other than this, we will not share your
information with other organisations without your consent.
Keeping
your information up to date
Please would you let us know if your
contact details change. You can do so by contacting us at Privacy@tbtrecruitment.co.uk.
Cookies
In
addition to the information which you supply to us, information and data may be
automatically collected through the use of cookies. Cookies are small text
files employed on the Site to recognise repeat users and allow us to observe
behaviour and compile aggregate data in order to improve the Site for you. For
example, cookies will tell us whether you viewed the Site with sound or with
text on your last visit. Cookies also allow us to count the number of unique and
return visitors to our Site. Some of our
associated companies may themselves use cookies on their own websites. We have
no access to, or control of these cookies, should this occur.
Cookies
may be either “persistent” cookies or “session” cookies. A persistent cookie
consists of a text file sent by a web server to a web browser, which will be
stored by the browser and will remain valid until its set expiry date (unless
deleted by the user before the expiry date). A session cookie, on the other
hand, will expire at the end of the user session, when the web browser is
closed.
The
law states that we can store cookies on your machine if they are essential to
the operation of the Site, but that for all others we need your permission to
do so.
The
list below explains the cookies we use and why:
Name
Cookies description
Retention Period
Cloudflare session cookie
Name:
__cfduid
Used
by Cloudflare to provide user-specific security settings. It doesn’t store
any personally identifiable information. More info
One year
Google Analytics Timout cookie
Name:_gat_UA-########-#
Used by Google Analytics to limit the amount of
requests made to the Doubleclick platform. Doesn’t store any personally
identifiable information. More info
One minute
Accept website cookies cookie
Used to check if user has accepted cookies
notice. Doesn’t store any personally identifiable information.
One
year
Opting out of cookies
If you
do not wish to receive cookies from us or any other website, you should be able
to turn cookies off on your web browser: please follow your browser provider’s
instruction in order to do so.
Unfortunately, we cannot accept liability for any malfunctioning of your
PC or its installed web browser as a result of any attempt to turn off cookies.
We will hold your personal information
for as long as it is necessary for the relevant activity. Please see our
Records Retention Policy HERE.
Where we rely on your consent to
contact you for direct marketing purposes, we will treat your consent as lasting
only for as long as it is reasonable to do so. This will usually be for two
years. We may periodically ask you to renew your consent.
If you ask us to stop contacting you
with marketing materials, we will keep a record of your contact details and
limited information needed to ensure we comply with your request.
Your rights
You have the
right to request details of the processing activities that we carry out with
your personal information through making a subject access request. Such requests have to be made in writing.
More details about how to make a request, and the procedure to be followed, can
be found in our Data Protection Policy. To make a request, please contact us at
Privacy@tbtrecruitment.co.uk.
You also have
the following rights:
the
right to request rectification of information that is inaccurate or out of
date;
the
right to erasure of your information (known as the “right to be forgotten”);
the
right to restrict the way in which we are dealing with and using your
information; and
the
right to request that your information be provided to you in a format that is
secure and suitable for re-use (known as the “right to portability”);
rights
in relation to automated decision making and profiling including profiling for
marketing purposes.
All of these
rights are subject to certain safeguards and limits or exemptions, further
details of which can be found in our Data Protection Policy. To exercise any of these rights, you should
contact Human Resources at the above address.
If you are not
happy with the way in which we have processed or dealt with your information,
you can complain to the Information Commissioner’s Office. Further details about how to complain can be
found HERE.
Surveys and user groups
We
always aim to improve the services we offer. As a result, we occasionally
canvass our customers using surveys (where the customer has opted in for this).
Participation in surveys is voluntary, and you are under no obligation to reply
to any survey you might receive from us. Should you choose to do so, we will
treat the information you provide with the same high standard of care as all
other customer information.
Competitions
Your
participation on our Site may mean that we occasionally contact you with the
opportunity to enter competitions (where you have opted in to receive
information about competitions). Entry to competitions is voluntary, and you
are under no obligation to take up an invitation from us to enter. Should you
choose to enter a competition, we will treat the information you provide with
the same high standard of care as all other customer information, and use the
information provided strictly within the entry terms of the competition and
this Privacy Policy.
Changes
to this Privacy Policy
This Policy may be changed from time to
time. If we make any significant changes we will advertise this on our website
or contact you directly with the information.
We recommend that you read this Privacy Policy each time you consider
giving your personal information to us.
Retention Policy
Introduction
The
main aim of this policy is to enable us to manage our records effectively and
in compliance with data protection and other regulation. As an organisation we
collect, hold, store and create significant amounts of data and information and
this policy provides a framework of retention and disposal of categories of
information and documents.
We
are committed to the principles of data protection including the principle that
information is only to be retained for as long as necessary for the purpose
concerned.
The table below sets out the main
categories of information that we hold, the length of time that we intend to
hold them, and the reason for this.
Please note that the Appendix sets out
the legal requirements for certain categories of document. Where we have decided to keep information
longer than the statutory requirement, this has been explained in the table at
Section 2.
Section 3 of this policy sets out the
destruction procedure for documents at the end of their retention period. Human Resources shall be responsible for
ensuring that this is carried out appropriately, and any questions regarding
this policy should be referred to them.
If a document or information is
reaching the end of its stated retention period, but you are of the view that
it should be kept longer, please refer to Human Resources, who will make a
decision as to whether it should be kept, for how long, and note the new time
limit and reasons for extension.
Document Retention Period
Document
type
Legislation/reasons
for retention
Requirement
Corporate/constitutional
records
Company
Articles of Association, Rules/bylaws
Companies Act
2006
Permanent
Director
minutes of meetings and written resolutions, Dividend certificates
Companies Act
2006
Recommended at
least ten years
Shareholders’
meetings etc.
Minutes/resolutions
Companies Act
2006
Recommended at
least ten years
Documents of
clear historical/archival significance
General Data
Protection Regulation (GDPR)
Permanent if
relevant GDPR provisions are met
Contracts e.g.
service, agreements, confidentiality and non-disclosure agreements
Limitation Act
1980
Length of
contract term plus six years
Contracts
executed as deeds
Limitation Act
1980
Length of
contract term plus twelve years
Intellectual
property records and legal files re provision of service
Limitation Act
1980
Recommended:
Life of service provision or IP plus six years
Tax and
Finance
Annual
accounts and review (including transferred records on amalgamation)
Control of
Hazardous Substances to Health Regulations 2002
Up to forty
years. Recommended: permanent
Accident
books/records and reports
Reporting of
Injuries Diseases and Dangerous Occurrences Regulations 1995
Three years
after last entry or end of investigation
Premises/Property
Original title
deeds
Permanent/to
disposal of property
Leases
Limitation Act
1980
Twelve years
after lease has expired
Building
records, plans, consents and certification and warranties etc
Limitation Act
1980
Six years
after disposal or permanent if of historical/archival interest. Carry out
review re longer retention e.g. if possible actions against contractors
Pension
Records
For all
categories see:
Detailed
Guidance for Employers: (April 2017)
http://www.thepensionsregulator.gov.uk
Records about
employees and workers
Records re the
Scheme
Records re
active members and opt in/opt out
Trust Deed/Rules
and HMRC approvals
Trustees’
Minutes and annual accounts
Policies
including investment policies
Client
Related Documents
Documentation
& emails related to work completed on the behalf of client
For future
reference
Company policy
is 2-years
DELETION
OF DOCUMENTS
When a document is at the end of its
retention period, it should be dealt with in accordance with this policy.
Confidential
waste
This should be made available for
collection in the confidential waste bins located around the office and will be
shredded by external supplier.
Anything that contains personal
information should be treated as confidential.
Where deleting electronically, please
refer to Human Resources to ensure that this is carried out effectively.
Other
documentation
Other
documentation can be deleted or placed in recycling bins where appropriate.
Automatic
deletion
Certain
information will be automatically archived by the computer systems, details of
which are set out below. Should you want to retrieve any information, or
prevent this happening in a particular circumstance, please contact Human
Resources.
Individual responsibility
Much of the retention and deletion of
documents will be automatic, but when faced with a decision about an individual
document, you should ask yourself the following:
Has the information come to the end of
its useful life?
Is there a legal requirement to keep
this information or document for a set period? (Refer to document retention
periods for more information)
Would the information be likely to be
needed in the case of any legal proceedings?
(Is the information contentious, does it relate to an incident that
could potentially give rise to proceedings?)
Would the document be useful for the
organisation as a precedent, learning document, or for performance management
processes?
Is the document of historic or
statistical significance?
If
the decision is made to keep the document, this should be referred to Human
Resources and reasons given.
Data Protection
INTRODUCTION
TBT Recruitment Ltd, (“we/us”) is the
Data Controller, and in some instances, we are the Data Processor, for the
purposes of the EU General Data Protection Regulation and the Data Protection
Act 2018.
We collect and use certain types of personal
information about the following categories of individuals:
employees;
shareholders;
service users;
clients;
client’s business partners & distributors
directors and other officers;
suppliers;
and other individuals who come into contact
with us.
We will process this personal information in
the following ways:
Refer to Appendix 1
to comply with statutory and contractual
obligations relating to employment;
to comply with statutory and other legal
obligations relating to safeguarding, of any individual at TBT Recruitment
Limited that comes into contact with children as part of his or her duties.
This policy is intended to ensure that
personal information is dealt with properly and securely and in accordance with
the EU General Data Protection Regulation (GDPR) and other related
legislation. It will apply to information regardless of the way it is used or
recorded and applies for as long as the information is held.
PERSONAL DATA
‘Personal data’ is information that identifies
an individual and includes information that would identify an individual to the
person to whom it is disclosed because of any special knowledge that they have
or can obtain. A sub-set of personal data is known as
‘special categories of personal data’.
This special category data is information that relates to:
race or ethnic origin;
political opinions;
religious or philosophical beliefs;
trade union membership;
physical or mental health;
an individual’s sex life or sexual
orientation;
genetic or biometric data for the purpose of
uniquely identifying a natural person.
Special category data is given special
protection, and additional safeguards apply if this information is to be
collected and used.
Information relating to criminal convictions
shall only be held and processed where there is legal authority to do so.
THE DATA PROTECTION PRINCIPLES
The six data protection principles as laid
down in the GDPR must be followed at all times:
personal data shall be processed fairly,
lawfully and in a transparent manner, and processing shall not be lawful unless
one of the processing conditions (see paragraph 4) can be met;
personal data shall be collected for specific,
explicit, and legitimate purposes, and shall not be further processed in a
manner incompatible with those purposes;
personal data shall be adequate, relevant, and
limited to what is necessary for the purpose(s) for which they are being
processed;
personal data shall be accurate and, where
necessary, kept up to date;
personal data processed for any purpose(s)
shall not be kept for longer than is necessary for that/those purpose(s);
personal data shall be processed in such a way
that ensures appropriate security of the data, including protection against
unauthorised or unlawful processing and against accidental loss, destruction,
or damage, using appropriate technical or organisational measures.
In addition to this, we are committed to
ensuring that, at all times, anyone dealing with personal data shall be mindful
of the individual’s rights under the law (as explained in more detail in paragraphs
7 and 8
below).
We are committed to complying with the
principles in paragraph 3.1 at all times. This means that we will:
inform individuals as to the purpose of
collecting any information from them, as and when we ask for it;
be responsible for checking the quality and
accuracy of the information;
regularly review the records held to ensure
that information is not held longer than is necessary, and that it has been
held in accordance with our Records Retention Policy;
ensure that when information is authorised for
disposal it is done appropriately;
ensure appropriate security measures to
safeguard personal information, whether it is held in paper files or on our
computer system, and follow the relevant security policy requirements at all
times;
share personal information with others only
when it is necessary and legally appropriate to do so;
set out clear procedures for responding to
requests for access to personal information, known as subject access requests;
report any breaches of the GDPR in accordance
with the procedure in paragraph 0 below.
The individual has given consent that is
specific to the particular type of processing activity, and that consent is
informed, unambiguous and freely given;
The processing is necessary for the
performance of a contract, to which the individual is a party, or is necessary
for the purpose of taking steps with regard to entering into a contract with
the individual, at their request;
The processing is necessary for the
performance of a legal obligation to which we are subject;
The processing is necessary to protect the
vital interests of the individual or another;
, which can be found HERE.
DISCLOSURE OF PERSONAL DATA
The following list includes the most usual
reasons that we will authorise disclosure of personal data to a third party:
to give a confidential reference relating to a
current or former employee;
for the prevention or detection of crime;
for the assessment of any tax or duty;
where it is necessary to exercise a right or
obligation conferred or imposed by law upon us (other than an obligation
imposed by contract) e.g. regulatory obligations under the Money Laundering
Regulations;
for the purpose of, or in connection with,
legal proceedings (including prospective legal proceedings);
for the purpose of obtaining legal advice;
for research, historical and statistical
purposes (so long as this neither supports decisions in relation to
individuals, nor causes substantial damage or distress);
We may receive requests from third parties
(i.e. those other than the data subject, us, and our employees) to disclose
personal data we hold about individuals. This information will not generally be
disclosed unless one of the specific exemptions under the GDPR which allow
disclosure applies, or where disclosure is necessary for the legitimate
interests of us or the third party concerned.
All requests for the disclosure of personal
data must be sent to Human Resources, who will review and decide whether to make
the disclosure, ensuring that reasonable steps are taken to verify the identity
of the requesting third party before making any disclosure.
SECURITY OF PERSONAL DATA
We will take reasonable steps to ensure that
members of staff will only have access to personal data where it is necessary
for them to carry out their duties. All
staff will be made aware of this Policy and their duties under the GDPR. We will take all reasonable steps to ensure
that all personal information is held securely and is not accessible to
unauthorised persons.
For further details as regards security of IT
systems, please refer to the ICT Policy.
Anybody who makes a request to see any
personal information held about them by us is making a subject access request.
All information relating to the individual, including that held in electronic
or manual files should be considered for disclosure, provided that they
constitute a “filing system” (see paragraph 1.5).
All requests should be sent to Human Resources
within three working days of receipt and must be dealt with in full without
delay and at the latest within one month of receipt.
Where a child or young person does not have
sufficient understanding to make his or her own request (usually those under
the age of twelve, or over twelve but with a special educational need which
makes understanding their information rights more difficult), a person with
parental responsibility can make a request on their behalf. Human Resources must, however, be satisfied
that:
the child or young person lacks sufficient
understanding; and
the request made on behalf of the child or
young person is in their interests.
Any individual, including a child or young
person with ownership of their own information rights, may appoint another
person to request access to their records. In such circumstances, we must have
written evidence that the individual has authorised the person to make the
application and Human Resources must be confident of the identity of the
individual making the request and of the authorisation of the individual to
whom the request relates.
Access to records will be refused in instances
where an exemption applies, for example, information sharing may place the
individual at risk of significant harm or jeopardise police investigations into
any alleged offence(s).
A subject access request must be made in
writing. We may ask for any further information reasonably required to locate
the information.
An individual only has the automatic right to
access information about themselves, and care needs to be taken not to disclose
the personal data of third parties where consent has not been given, or where
seeking consent would not be reasonable, and it would not be appropriate to
release the information. Particular care
must be taken in the case of any complaint or dispute to ensure confidentiality
is protected.
All files must be reviewed by Human Resources
before any disclosure takes place. Access will not be granted before this
review has taken place.
Where all the data in a document cannot be
disclosed, a permanent copy should be made and the data obscured or retyped if
this is more sensible. A copy of the full document and the altered document
should be retained, with the reason why the document was altered.
Exemptions
to Access by Data Subjects
Where a claim to legal
professional privilege could be maintained in legal proceedings, the
information is likely to be exempt from disclosure unless the privilege is
waived.
We have an obligation to comply with the
rights of individuals under the law and take these rights seriously. The following section sets out how we will
comply with the right to:
object to processing;
rectification;
erasure; and
data portability.
Right
to object to processing
4.5 and 4.6 above) where they do not believe that
those grounds are made out.
Where such an objection is made, it must be
sent to Human Resources within two working days of receipt, and Human Resources
will assess whether there are compelling legitimate grounds to continue
processing which override the interests, rights and freedoms of the
individuals, or whether the information is required for the establishment,
exercise or defence of legal proceedings.
Human Resources shall be responsible for
notifying the individual of the outcome of their assessment within 10 working
days of receipt of the objection.
Where personal data is being processed for
direct marketing purposes, an individual has the right to object at any time to
processing of personal data concerning him or her for such marketing (which
includes profiling to the extent that it is related to such direct marketing)
and his or her personal data shall no longer be processed by us for direct
marketing purposes.
Right
to rectification
An individual has the right to request the
rectification of inaccurate data without undue delay. Where any request for
rectification is received, it should be sent to Human Resources within two
working days of receipt, and where adequate proof of inaccuracy is given, the
data shall be amended as soon as reasonably practicable, and the individual
notified.
Where there is a dispute as to the accuracy of
the data, the request and reasons for refusal shall be noted alongside the data
and communicated to the individual. The
individual shall be given the option of a review under the complaints
procedure, or an appeal direct to the Information Commissioner.
An individual also has a right to have
incomplete information completed by providing the missing data, and any
information submitted in this way shall be updated without undue delay.
Right
to erasure
Individuals have a right, in certain
circumstances, to have data permanently erased without undue delay. This right arises in the following
circumstances:
where the personal data is no longer necessary
for the purpose or purposes for which it was collected and processed;
where consent is withdrawn and there is no
other legal basis for the processing;
where an objection has been raised under the
right to object, and found to be legitimate;
where personal data is being unlawfully
processed (usually where one of the conditions for processing cannot be met);
where there is a legal obligation on us to
delete.
Human
Resources will make a decision regarding any application for erasure of
personal data and will balance the request against the exemptions provided for
in the law. Where a decision is made to
erase the data, and this data has been passed to other controllers, and/or has
been made public, reasonable attempts to inform those controllers of the
request shall be made.
Right
to restrict processing
In
the following circumstances, processing of an individual’s personal data may be
restricted:
where the accuracy of data has been contested,
during the period when we are attempting to verify the accuracy of the data;
where processing has been found to be
unlawful, and the individual has asked that there be a restriction on processing
rather than erasure;
where data would normally be deleted, but the
individual has requested that their information be kept for the purpose of the
establishment, exercise or defence of a legal claim;
where there has been an objection made under
paragraph 8.2, pending the outcome of any decision.
Right
to portability
If an individual wants
to send his or her personal data to another organisation, he or she has a right
to request that you provide his/her information in a structured, commonly used,
and machine-readable format. If a
request for this is made, it should be forwarded to Human Resources within two
working days of receipt, and Human Resources will review and revert as
necessary.
Any breach of the GDPR, including a breach of
any of the data protection principles of the Data Protection Act 1998 (as
amended or replaced from time to time) shall be reported as soon as it is
discovered, to Human Resources.
Once notified, the Human Resources shall
assess:
the extent of the breach;
the risks to the data subjects as a
consequence of the breach;
any security measures in place that will
protect the information;
any measures that can be taken immediately to
mitigate the risk to the individuals.
Unless
Human Resources concludes that there is unlikely to be any risk to individuals
from the breach, it must be notified to the Information Commissioner’s Office
within seventy-two hours of the breach having come to our attention, unless a
delay can be justified.
The Information Commissioner shall be told:
details of the breach, including the volume of
data at risk, and the number and categories of data subjects;
the contact point for any enquiries (which
shall usually be Human Resources);
the likely consequences of the breach;
measures proposed or already taken to address
the breach.
If the breach is likely to result in a high
risk to the rights and freedoms of the affected individuals, Human Resources
shall notify affected data subjects of the breach without undue delay, unless
the data would be unintelligible to those not authorised to access it, or
measures have been taken to mitigate any risk to the affected individuals.
Data subjects shall be told:
the nature of the breach;
who to contact with any questions; and
measures taken to mitigate any risks.
Human Resources shall be responsible for
instigating an investigation into the breach, including how it happened, and
whether it could have been prevented.
Any recommendations for further training or a change in procedure shall
be reviewed by the Board and a decision made about implementation of those
recommendations.
CONTACT
If anyone has any concerns or questions in
relation to this policy they should contact Human Resources.
APPENDIX 1
What personal information we might need and why
Your name
Your Job Title
Contact information
(eg address, telephone numbers, email addresses)
Information about your
age, ethnicity, gender, nationality, disability status
ID documentation
Photographs
Biographical data
Your bank details
Your occupation
Your place of work
Information about your
education and qualifications
Information about your
skills and expertise
Information relevant
to our HR function
Marketing &
communications data (includes your preferences in receiving marketing from us,
our clients and your communication preference)
Transaction data
(includes details of services we have provided to you)
We may use/process
this information to:
Carry out our
statutory functions
Handle complaints
Conduct investigations
Conduct research
Understand people’s
views and opinions (eg through consultations)
Improve our services
Carry out
administrative functions (eg HR)
Share it with third
parties for the purpose of obtaining advice and in complying with our contractual
obligations
Comply with our legal
and regulatory obligations
Enable payment to
suppliers
Enable payment to
employees
Arrange travel on your
behalf
Proof of right to work
To register you as a
new client
To deliver relevant marketing
content to you and measure or understand the effectiveness of the marketing we
serve to you
To make suggestions
and recommendations to you about goods or services that may be of interest
APPENDIX 2
Data Breach Incident Response
Plan
The flow of actions following a
Data Breach is classified in four main phases, following the guidelines of the
Information Commissioner’s Office (ICO):
Containment and recovery
Assessment of ongoing risk
Notification of breach
Evaluation and response
1. Containment and recovery
Data
breaches and weaknesses which could lead to breaches need to be reported as
soon as detected to Human Resources, who will lead the investigation.
Following
notification, Human Resources will open an incident log and make an initial
assessment of the breach’s severity. This step will involve Netitude Limited
(TBT Recruitment Limited’s outsourced IT provider), who will help identify the
most effective course of action to contain the situation and, where possible,
recover any losses.
Once the
first two steps are completed, Human Resources will inform a Legal TBT
Recruitment Director and assess whether any other contacts outside the
organisation need to be made aware of the breach, (in case directly involved),
informing them of what TBT Recruitment is going to do to assist in the
containment exercise.
2. Assessing the risks
After the
initial assessment of the breach’s severity, Human Resources, Netitude Limited
and a Legal TBT Recruitment Director will assess the risks which may be
associated with the breach. The purpose of this is to identify potential
adverse consequences for individuals, how serious and substantial these are and
how likely they are to reoccur.
Once the
scope of the breach has been ascertained, there may be a need to obtain
additional information about how and why this happened, the assets affected,
the type of incident, its category and priority before putting together a
dedicated team to manage the incident, (if appropriate).
The above
is achieved by interviewing the key personnel involved in the breach and their
Line Managers, collecting all available information to help determine how the
breach occurred, what actions have to be taken, whether outside parties are
involved and whether the data subjects have been notified.
3. Notification of breaches
The
objective of any breach investigation is to identify what actions the
organisation needs to take to first prevent a recurrence of the incident and
second to determine whether the incident needs to be reported to appropriate
regulatory bodies. The purpose of the report is to document the circumstances
of the breach, what actions have been and will be taken, what recommendations
have been made and whether the disciplinary procedure needs to be followed. Not
all data protection breaches will result in formal action – this will be
assessed on a case-by-case basis.
In case a
large number of people are affected or there are very serious consequences
relating to a personal data breach, the ICO will be informed within 72 hours
from detection.
When
notifying individuals, TBT Recruitment will give specific and clear advice on
the additional steps they can take to protect themselves, also providing all
necessary information to ensure that they can contact TBT Recruitment for any
further information that might be needed.
4. Evaluation and response
Key to
preventing further incidents is ensuring the organisation learns from it.
Following an incident, all stakeholders involved in investigating a data breach
will attend a dedicated meeting chaired by Human Resources to evaluate the
effectiveness of the response to it.
Regular
review meetings chaired by Human Resources will also take place to discuss
“what if” scenarios, put forward recommendations, review and possibly update
policies in the light of experience. These recurrent meetings will be attended
by key stakeholders across the organisation and outsourced IT provider to
consider trends and identify opportunities for improvement.
Human
Resources will be in charge to monitor staff awareness of security issues and
look to fill any gaps through dedicated training or tailored advice.
APPENDIX 3
Outline Procedure for Data Breach
Incidents
1. Investigation
Once a breach has been reported
the following actions must be followed by Human Resources, as soon as possible:
Create an entry in the Incident
Log using the information provided by the Reporter
Create a folder under Data
Breaches in the T-Drive
Start an investigation report and
save it in this folder together with any emails/documents relating to the
breach
Prepare report for Breach Review
meeting if required
If required, notification to the
ICO must take place
An initial report for the ICO
should also be prepared
Consideration must be given to
notifying the individual(s) affected by the breach. Factors to be considered include:
Sensitivity
of Information
Volume of
Information
Likelihood
of unauthorised use
Impact on
individual(s)
Feasibility
of contacting individual(s)
Any notification must be agreed
by stakeholders connected with the breach, including Legal TBT Recruitment Directors
Begin investigation and complete
report as soon as possible
2. Recommendations
Regardless of the type and
severity of incidents, there will always be recommendations to be made even if
it is only to reinforce existing procedures.
There are two categories of recommendation that can be made:
Local – these apply purely to a
department affected by the incident and will usually reflect measures that need
to be taken to restrict the chances of the same type of incident occurring
Corporate – some incidents will be caused
by factors that are not unique to one department but can be found right across
the organisation. Issues such as
training, information handling and physical security affect all departments and
it is essential that the organisation identifies such risks and puts in place
measures to prevent the incident occurring elsewhere.
All recommendations will be
assigned an owner and have a timescale by when they should be implemented which
has a dual purpose. The first is to
ensure that the organisation puts in place whatever measures have been
identified and that there is an individual that can report back on
progress. The second is that where
incidents are reported to the ICO, TBT Recruitment can demonstrate that the measures have either put
in place or that there is a documented plan to do so.
This is a recurrent theme of ICO
enforcement and it’s important that the organisation’s procedures reflect
this. Identifying recommendations is
more than just damage control – the knowledge of what has happened together
with the impact is a fundamental part of learning which can then be
disseminated throughout the organisation.
01373 469250
