5.7 GDPR Policy

All such personal information, whether held on computer, paper or other media, will be obtained, handled, processed, transported and stored lawfully and correctly, in accordance with the safeguards contained in GDPR. The following are the principles contained in the GDPR:

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GDPR Principles

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1. Personal data should be processed fairly and lawfully.

2. Personal data shall be obtained only for one or more specific and lawful purposes and shall not be processed in any manner incompatible with those purposes.

3. Personal data shall be adequate, relevant and not excessive in relation to the purposes they are processed.

4. Personal data shall be accurate and, where necessary, kept up to date.

5. Personal data shall not be kept for longer than is necessary.

6. Personal data shall be processed in accordance with the individual’s rights under the Act.

7. Appropriate technical and organizational measures shall be taken against unauthorized or unlawful processing of personal data and against accidental loss or destruction or damage to personal data.

8. Personal data shall not be transferred to a country or territory outside the European Economic Area unless that country or territory ensures adequate levels of protection for the rights and freedom of individuals in relation to the processing of their personal data.

 

Purposes of Obtaining Data

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In order to fulfil individuals’ contracts of employment, monitor sickness and performance, equal opportunity policies and otherwise administer the business, we will use and process personal information relating to you which we have obtained during your employment. Such information includes but is not limited to:

• Employment history.

• Personal circumstances.

• Educational qualifications.

• Sickness records.

• Medical records.

• Accident reports.

• Attendance records.

• Convictions.

• Performance appraisals.

• Disciplinary records.

• Ethnic or racial origins.

• Salaries.

• Benefits.

In most cases, you have provided such information. In others, the information has been provided by your manager, other employees, external referees, or in the case of medical records, a doctor. We hold this personal data about you confidentially and will only disclose it to others where we are required to do so, e.g. to give information about your earnings to HM Revenue & Customs. Sensitive data concerning employees, such as information about health, racial or ethnic origins, criminal convictions, trade union membership, political or religious belief, may come into our possession. No such data will be divulged to a third party without your permission, unless we have a specific legal requirement to process and allow others access to such data.

 

Accuracy of Data

 

It is important that any personal data held by us is accurate. You are required to inform the Company if you believe that your personal data is inaccurate or untrue or if you are dissatisfied with the information in any way.

 

Right to Access Information

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Under the legislation, you are entitled to have access to certain personal data held about you. If you require access, you should contact a director. The request should be made in writing specifying the information required.

 

5.8 Protected Disclosure Policy

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The Company is committed to ensuring a culture of openness and accountability in which abuse, theft, fraud or other misconduct within the organisation by any employee is recognised and reported. You are encouraged to express any concerns you may have and the Company will respect any request you may make to preserve confidentiality as far as possible. If you raise concerns in good faith, you will be protected by the Company from reprisals or victimisation.

If you have concerns about possible abuse, theft, fraud, or other misconduct, you should bring the matter to the attention of a Director or a Director. Any employee with knowledge of abuse, theft, fraud or other misconduct who does not report this may be subject to disciplinary action. Anyone attempting to stop or discourage another employee from coming forward to express a serious concern will be subject to disciplinary action. Likewise, anyone who criticises or victimises an employee after a concern has been expressed will be subject to disciplinary action.

The complaint will be investigated and outside agencies may be involved as necessary. The results of the investigation will be relayed to you, whilst protecting the confidentiality of any others involved. If you continue to have serious concerns after the investigation has been completed and feel that you need to contact an external agency, you may then do so. Please be aware that any employee who raises a concern with malicious intent or abuses this policy will be subject to disciplinary action.

 

5.9 Corporate Social Responsibility Policy

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This policy sets out our view of our corporate responsibilities for the environment and communities in which we operate and for the well-being of our staff, partners, and clients. Some of these responsibilities are spelled out in more detail in other documents.

Every person we work with and for makes important and unique contributions to the community, to their own organizations, and to our work. We appreciate and honour their diversity in every way it manifests itself and encourage diversity as basic in all our interaction with the community and with our partners, associates, employees and clients.

We acknowledge our responsibility to care for our employees, to provide them with meaningful employment through which they can support themselves and their families, and to do everything possible to ensure their ongoing workplace welfare, health, and safety.

We are committed to help provide our clients with a secure and safe environment, and attempt to safeguard their property, including intellectual property, just as much as we would protect our own.