Protecting our clients’ privacy is of paramount importance to Doodle HR Limited. It is Doodle HR’s policy that no client information obtained by us is sold or made available to third parties except that:
We will not share non-public personal information about our clients with non-affiliated third parties without prior client consent, except for specific purposes described below. This notice explains our collection, use and safeguarding of client information.
In connection with providing clients with advice and support, we may obtain information about them from the following sources:
The sources as detailed above are necessary to provide services and to conduct clients, and Doodle HR business operations and also for the processing of data to allow Doodle HR to provide and conduct client and business operations such as the:
Please note these lists are not exhaustive. However, all necessary steps and actions have been taken to ensure stringent safeguards are in place to protect all data held by Doodle HR Ltd.
No information will be accessible to anyone other than an authorised person(s) within Doodle HR Ltd, and controls including door entry systems are in place to ensure a high level of protection.
Please note that currently no information is shared outside of the European Economic Area, however from time to time to ensure and provide services we may pass personal data such as your name and email address to other services that we use to send out newsletters and other communications and/or marketing (both electronic and print). However, your personal data will remain in the EU or countries considered by the EU to have equivalent policies such as Jersey, Guernsey, Switzerland, New Zealand and Canada. Companies based in the USA that have certified with the EU-US Privacy Shieldprogramme are also considered to be permitted destinations by the EU (this includes popular US products like Gmail, DropBox and MailChimp).
Measures have been taken through our IT systems and electronic/print systems to ensure that Doodle HR Ltd protects data against:
Doodle HR Ltd has further committed to ensure:
Please note this list is not exhaustive, however Doodle HR Ltd works within the strict guidelines set out in this policy and its own standards.
The GDPR requires that Doodle HR Ltd retains data for no longer than reasonably necessary. Information will be retained for a period of 7 (seven) years. This will be in conjunction with current laws and contractual obligations.
Your rights in relation to personal data:
Under the GDPR, Doodle HR Ltd respects the right of data subjects (clients and others whom we hold data on) to access and control their personal data, including (but not limited too):
Should you wish to make a request in relation to your own personal data please do so in writing to our Data Officer (Nancy Prest), where a response will be given within one month.
Please be aware that in certain circumstances data subject rights may be limited:
The “General Data Protection Regulation” (GDPR) is the primary piece of legislation defining your rights over our processing of your personal information. The GDPR requires us to declare which of six “lawful reasons” we are relying on when we are processing your personal data:
We only disclose non-public client information to non-affiliated third parties when we believe it necessary for our provision of services to you or as required or permitted by legislation, such as:
We do not make any disclosure of client non-public personal information to other companies who may want to sell their products or services to you. For example, we do not sell client lists and we will not sell client names to catalogue companies.
If, at any time in the future, it is necessary to disclose any client personal information in a way that is inconsistent with this policy, we will give our clients advance notice of the proposed disclosure so that they will have the opportunity to opt out of such disclosure. We believe that sharing client private information under the circumstances noted above is either mandated by law or necessary for us to conduct our business and to best service client accounts. Clients desiring to opt out of the above disclosures should contact us immediately and we will terminate our agreement with you and arrange for you transfer your account.
If, at any time in the future, it is necessary to disclose any of client personal information in a way that is inconsistent with this policy, we will give our clients advance notice of the proposed disclosure so that they will have the opportunity to opt out of such disclosure.
We take steps to safeguard client information. We restrict access to the personal and account information of our clients to our employees and agents for business purposes only. We maintain physical, electronic and procedural safeguards to guard your personal information. Additionally, we have internal controls to keep client information as accurate and complete as we can. If you believe that any information about you is not accurate, or you wish to discuss this policy, and how it is applied further, please contact our Data Officer (Nancy Prest) either via the Doodle HR contact us page online, by email or postal mail.
We may use Google Analytics to monitor how our website is being used so we can make improvements. Our use of Google Analytics requires us to pass to Google your IP address (but no other information) – Google uses this information to prepare site usage reports for us, but Google may also share this information with other Google services. In particular, Google may use the data collected to contextualize and personalize the ads of its own advertising network. This also applies to our use of Microsoft. Their Privacy policies are available on their own company websites.
With this years cycle calendar now upon us, starting with the Tour de Yorkshire, there has been much discussion and press about the benefits these races actually have on the economy of Yorkshire (and Harrogate). Apart from the kudos of these prestigious races coming through our towns, and the revenue from tourism, there are some […]Read More...
Since 2013, employees have had to pay a fee of up to £1,200 to take their employer to a tribunal. This led to a drop of around 70% in the number of claims, enabling some employers to take a robust approach to employee relations because of the heavily reduced risk of a claim. The Supreme […]Read More...
With an abundance of information from both Brexit and In camps, it’s very confusing as to what to believe and what to do for the best on Thursday. Which was why I was interested in a recent report from the BBC titled ‘How much UK law is decided by EU law’. From the Vote Leave […]Read More...
Our very own Director and Founder is this months HR Professional of the Month in @daniel_barnetts HR Inner Circle m… twitter.com/i/web/status/11507…
@grooves_golf ... are you at the Yorkshire Show? Where are you? 🤨