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Northern Employment Services Limited is on the official register for the Data Protection Act 1998. We are committed to information security within the organisation and to protecting against unauthorised or unlawful processing of personal data and against accidential loss, destruction or damage to personal data.
Below is some general information on The Data Protection Act that you should read to enable you to comply with our legal requirements.
The Data Protection Act 1998 is the law that governs the processing of personal information held on living, identifiable individuals.
The Act requires that you are open about your use of information and follow certain principles for processing that information. These principles are known as the eight data protection principles. The Act also provides individuals with certain rights, including the right of subject access.
The Data Protection Act 1998 sets out eight rules (principles) which you must follow for protecting personal information -
Personal data must be:
If a data controller's processing of personal information does not comply with the principles, the Information Commissioner can take enforcement action against that data controller.
The Data Protection Act 1998 provides the right of access for the subjects of the personal information -
They have the right to:
To obtain access, an individual must send either a written or electronic request to Northern Employment Services Limited who will charge a fee of £10 to provide the information requested.
A response to a request must be made as quickly as possible, and in any event within 40 days of receiving it, or 40 days from receiving the fee.
You must provide the information requested in permanent form such as in a computer print out, letter or form, unless the supply of such a copy is not possible or you can show that it will involve a "disproportionate effort".
When you provide the data, make sure you don't violate anyone else's rights. For example, if you get a complaint about a worker, and that worker then requests access to their file, this could lead to the complainant being identified. Removing the name of the complainant would solve the problem.
There are several exceptions to the right of subject access, including:
You must make sure that the individual or individuals responsible for monitoring in your business are aware of the Act and its implications. Keep to a minimum the number of workers who have access to personal information obtained through monitoring.
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