Enquiries are received by:
1. Telephone
2. E-mail
3. From the Organisation??s Website

An initial telephone interview is conducted and, outline details are taken.

The applicant is requested to send in a CV. On receipt, the details are entered onto the Organisation??s database system:

1. Date
2. Name
3. Passed to
4. Job category
5. Contact Details
6. Unique registration number.

The candidate is contacted and further details may be entered onto the database. CVs are emailed to they are then loaded onto the database and a reference form is sent.

The candidate is contacted on an adhoc basis when suitable roles are found. The candidate has the right to refuse their details being submitted at any time.

You also have the right to see the personal data (as defined in the Act that we keep about you, on receipt of a written request, verification of your identity, and payment of a fee of £10). If you are concerned that any of the information we hold on you is incorrect or if you wish to object to the use we have made of your personal data, please contact us at the address in the “Contact Us” section below.

About the Data Protection Act

The Data Protection Act 1984 is concerned about information about individuals. This covers all aspects of the Company??s operation, including suppliers, customers, shareholders and employees.

The Act is concerned with ??personal information? which is defined as:

? about a living person and affects that person??s privacy (whether in his/her personal or family life, business or professional capacity) in the sense that the information has the person as its focus or is otherwise biographical in nature, and
? Identifies a person, whether by itself, or together with other information in the organisation??s possession or that is likely to come into its possession.

The Act applies to personal information that is subject to ??processing??. For the purposes of the Act, the term ??processing?? applies to a comprehensive range of activities. It includes the initial obtaining of personal information, the retention and use of it, access and disclosure and final disposal.

Anyone who ??processes data? is called a ??data controller for the purpose of this document?. A data controller is required to comply with the eight principles of good information handling (the Data Protection Principles):
These principles require the data controller to:

1. process personal data fairly and lawfully.
2. obtain personal data only for one or more specified and lawful purposes and to ensure that such data is not processed in a manner which is incompatible with the purpose or purposes for which it was obtained.
3. ensure that personal data is adequate, relevant and not excessive for the purpose or purposes for which it is held.
4. ensure that personal data is accurate and, where necessary, kept up to date.
5. ensure that personal data is not kept for any longer than is necessary for the purpose for which it was obtained.
6. process personal data in accordance with the rights of the individuals to whom the information relates.
7. ensure that personal data is kept secure.
8. ensure that personal data is not transferred to a country outside the European Economic Area unless the country to which the information is to be sent ensures an adequate level of protection for the rights (in relation to the information) of the individuals to whom the personal data relates.

The Act also lays down rules concerning the processing of ‘sensitive personal data’; that is data that consists of information about an employee’s:

? racial or ethnic origins;
? political opinions;
? religious beliefs;
? trade union membership (or non-membership);
? physical or mental health or condition;
? sex life or sexual orientation;
? criminal (or alleged criminal) activities;
? criminal proceedings, criminal convictions (or any sentences imposed by the courts).

Sensitive personal data must not be held on a file without his or her express consent – unless held in compliance with legal obligations (for example under health and safety legislation) or to protect the person’s vital interests (for example under the Sex Discrimination Act 1975).
The Act requires that the Company must registered that it is processing information held on a computer or in some manual filing systems about living individuals on the Information Commission??s Register.

PG Global complies with this Act within all areas.

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