The HR Brief Privacy Notice

Introduction

The purpose of this document is to set out the privacy entitlements of Data Subjects, as defined in the General Data Protection Regulation (GDPR), of living persons. Privacy can only apply to information that is not already in the public domain and GDPR only applies to such personal data.
The General Data Protection Regulation (GDPR) is an European Union Regulation that sets out the data entitlements of data subjects and the obligations of those who process the personal data of data subjects. GDPR seeks to protect and enhance the rights of data subjects. These rights cover the safeguarding of personal data, protection against the unlawful processing of personal data and the unrestricted movement of personal data within the EU.

Personal Data

Our company collects data from employees necessary for the performance of their contract of employment and of our statutory responsibilities in relation to our employees. Our company collects data from companies as part of the provision of our consultancy services in a business to business context. The consequence is that we may process personal data belonging to the employees of our own company and of our client companies. In this regard we act in the role of data controller, data processor and in some instance as joint controllers with our client companies. We use the data supplied to provide employment related documentation, employment related investigations, disciplinary hearings, management consulting and strategic human resource planning. We do not share any data in our control with any third parties.
Data Minimisation Principle: We will only collect the information we need so that we can ensure adequate processing of information relevant to our employees and adequate information and documentation is provided to our employer/clients. We do not sell or broker your data.

Legal basis for processing any personal data

  1. This company relies upon the following legal bases for data collection:
    Contract: Information is required to create a contract of employment with our own employees. Information is required in order to perform the duties of the consultancy contract between our client companies and ourselves. The basis of data gathering in that instance is contractual requirements. This will include identification information such as but not limited to name, address, date of birth, information relating to the creation of an employment contract and the carrying out of same.
  2. Statutory Obligation: Information is required from our own employees in relation to the performance of our statutory requirements.
    Information may be required in order to perform or advise on statutory obligations to which our clients are subject. This information will include PPS numbers and where relevant GNIB card copies.
  3. Information may be gathered which is sought on the express and explicit consent of the data subjects outside of our contractual and statutory data collection basis.
  4. Information is processed in the legitimate interests of the business of our company, and where so processed it will be in accordance with and subject to your data subject rights and entitlements.

Consent

Through agreeing to this privacy notice you are consenting to us processing your personal data for the purposes outlined. You can withdraw consent at any time by emailing mary@hrbrief.ie who is the Data Protection Officer for our company or by writing to us, see last section for full contact details.

Disclosure

A necessity of our contractual engagement is that we receive and share personal data with our clients in relation to our client businesses. We have in place Data Sharing Agreements or Data Processing Agreements with all such clients relevant to the particular service we are providing our client. We have done our utmost to ensure that all such parties process personal data in a manner that is consistent with this Privacy Notice and GDPR. Our clients may themselves be subject to third party audits either in the form of ethical audits, governmental/statutorily required audits or legal obligations, these are deemed a necessity of the contract of engagement between our client and our company and on this legal basis we may disclose data in relation to our own employees to be shared to comply with these requirements.
We may disclose Personal Information to meet legal obligations, regulations or valid governmental requests. We may also enforce our Terms and Conditions, including investigating potential violations of our Terms and Conditions to detect, prevent or mitigate fraud or security or technical issues; or to protect against imminent harm to the rights, property or safety of our company, its clients and/or the wider community.

Retention Policy

We will process personal data during the duration of any contract and will continue to store only the personal data needed for periods after the contract has expired to meet any legal obligations as set out in the table below. After these periods any personal data not needed will be deleted.

Source of ObligationRetention Period
Contractual obligations with clientsWe create a bespoke template for each document pertinent to the needs of our clients. Once the employee information is put through this template and released to the client and approved, all such individual documents are destroyed by confidential and certified shredding or deleted. Only the template which contains no individual’s personal data is kept for reference purposes. All emails are catalogued for client support evidential purposes but any personal data therein is destroyed once handed over to the client. Any personal data provided in the context of an investigation to which one of our consultants is assigned, is destroyed/deleted as soon as the appeal period following the conclusion of the investigation has expired.
Revenue Commissioners, Collector General, Companies Acts legislative provisions
6 years rolling retention of records
Personal Injuries related recordsRecords are retained for a period of 3 years past the date of the cause of action, unless it involves a minor, in which case the retention period will be up until 3 years after the minor reaches the age of 18.
Breach of Contract related recordsRecords are retained 7 years from the date of the breach – this is to accommodate the six-year statute of limitation and one year beyond
Candidate for Interviews/Employment EqualityCandidate information is kept for a period of 1 year past the initial contact with HR, where the candidate has been interviewed for a position and not been successful
Employment contract/terms of employment related information Duration of the employment plus 1 year – this includes everything from the application form, interview notes, contract related, performance appraisals, references to ensure that all relevant information is available should a claim be made to the Workplace Relations Commission – all non relevant information regarding a claim, such as bank details, next of kin information will be deleted within 3 days of the issuance of a P45.
Organisation of Working Time – time sheets/holiday and public holiday records
National Minimum Wages
Protection of Employment – Temporary Agency Workers, Part Time Workers, Fixed Term Workers
Protection of Young Persons
3 years post the termination of the employment. Records kept are sufficient to show compliance with legal obligations in accordance with the statutory provisions.
Parental Leave Related8 years – records kept show the dates when a qualifying employee availed of the parental leave and force majeure leave provisions
Health and Safety Records
All records relating to health and safety will be kept for a period of 10 years
Data Law ComplianceRecords in relation to our compliance with Data Law and GDPR will be kept for a five year period.

Data storage

Data is held in Ireland using our own server. We do not store personal data outside the EEA.

Your rights as a data subject

For the entirety of the time that we are in possession of personal data, data subjects have the following rights:

  • Right of access – you have the right to request a copy of the information that we hold about you.
  • Right of rectification – you have a right to correct data that we hold about you that is inaccurate or incomplete.
  • Right to be forgotten – in certain circumstances, you can ask for the data we hold about you to be erased from our records.
  • Right to restriction of processing – where certain conditions apply you have a right to restrict the processing.
  • Right of portability – you have the right to have the data we hold about you transferred to another organisation.
  • Right to object – you have the right to object to certain types of processing such as direct marketing.
  • Right to object to automated processing, including profiling – you also have the right not to be subject to the legal effects of automated processing or profiling.

These rights may on occasion need to be modified/curtailed by statutory or competing obligations, for example, you may request that we delete your data, however if we have been your employer will can only do so after the statutory period of record retention has expired. In the event that we are obliged to refuse your request in accordance with your data subject rights, or if we are obliged to place conditions on our assent to your request, we will provide you with a reason as to why, which you have the right to legally challenge. At any time following a request from you we can confirm what information we hold about you, as well as how and why it is being processed.

You can request the following information:

  • Identity and the contact details of the person or organization that has determined how and why to process your data.
  • Contact details of the data protection officer, where applicable.
  • The purpose of the processing as well as the legal basis for processing.
  • If the processing is based on the legitimate interests of our company or a third party such as one of its clients, information about those interests.
  • The categories of personal data collected, stored and processed.
  • Recipient(s) or categories of recipients that the data is/will be disclosed to.
  • How long the data will be stored.
  • Details of your rights to correct, erase, restrict or object to such processing.
  • Information about your right to withdraw consent at any time.
    How to lodge a complaint with the supervisory authority (Data Protection Regulator).
  • Whether the provision of personal data is a statutory or contractual requirement, or a requirement necessary to enter into a contract, as well as whether you are obliged to provide the personal data and the possible consequences of failing to provide such data.
  • The source of personal data if it wasn’t collected directly from you.
  • Any details and information of automated decision making, such as profiling, and any meaningful information about the logic involved, as well as the significance and expected consequences of such processing.

To access what personal data is held, identification will be required

We will accept the following forms of ID when information on your personal data is requested: a copy of your national ID card, driving license, passport, birth certificate and a utility bill not older than three months. A minimum of one piece of photographic ID listed above and a supporting document is required. If we are dissatisfied with the quality, further information may be sought before personal data can be released.
All requests should be made to mary@hrbrief.ie or writing to us at Suite 9985, 26 Upper Pembroke Street, Dublin 2. e. info@hrbrief.ie; t. 01 2343725

Complaints

In the event that you wish to make a complaint about how your personal data is being processed by us or by our partners, you have the right to complain to Mary Seery Kearney, Director and DPO. If you do not get a response within 30 days you can complain to the OFFICE OF THE DATA COMMISSIONER, Supervising Authority of Ireland.