FPM Recruitment Ltd will collect the personal details that you provide to us on our website for the purposes of providing you with services and/or information.
In providing such services and/or information to you we will only use your data in accordance with the terms of the following statement.
This statement sets out below:
- How personally identifiable information of yours is collected from you through the website.
- How the information is used by us
- With whom the information may be shared and for what purpose(s)
- What choices are available to you regarding collection, use and distribution of the information.
- The kind of security procedures that are in place to protect the loss, misuse or alteration of information collected through our website
- How you can correct any inaccuracies in the information.
If you feel that this company is not abiding by its posted privacy policy, you should first contact us
Information Collection and Use
PMR Ltd is the sole owner of the information collected on this site. We will not sell, share, or rent this information to others. PMR Ltd collects information from our users at several different points on our website.
Registration
We request information from the user on our online registration forms. Here a user must provide contact information and information regarding the type of work you are seeking and your skills, qualifications and experience. This information is used to enable us to provide you with work-finding services. If we have trouble processing your application, this contact information is used to get in touch with you. PMR Ltd does not use this information for any other purpose.
Cookies
A cookie is a piece of data stored on the user’s hard drive containing information about the user. Usage of a cookie is in no way linked to any personally identifiable information while on our site. Once the user closes their browser, the cookie simply terminates. For instance, by setting a cookie on our site, the user would not have to log in a password more than once, thereby saving time while on our site. If a user rejects the cookie, they may still use our site.
Log Files
We use IP addresses to analyse trends, administer the site, track user’s movement, and gather broad demographic information for aggregate use. IP addresses are not linked to personally identifiable information.
Links
This web site contains links to other sites. Please be aware that PMR Ltd is not responsible for the privacy practices of such other sites. We encourage our users to be aware when they leave our site and to read the privacy statements of each and every web site that collects personally identifiable information. This privacy statement applies solely to information collected by this Web site.
Security
This website takes every precaution to protect our users’ information. When users submit sensitive information via the website, your information is protected both online and off-line.
When our registration form asks users to enter information that information is encrypted and is protected. While on a secure page, the lock icon on the bottom of Web browsers such as Netscape Navigator and Microsoft Internet Explorer becomes locked, as opposed to un-locked, or open, when you are just ‘surfing’. While we use encryption to protect sensitive information online, we also do everything in our power to protect user-information off-line.
All of our users’ information, not just the sensitive information mentioned above, is restricted in our offices. Only employees who need the information to perform a specific job (for example, our accounts clerk or a marketing assistant) are granted access to personally identifiable information.
If you have any questions about the security at our website, you can send an email to our Data Protection Manager.
Correction/Updating Personal Information:
If your personally identifiable information changes (such as office address), we will endeavour to provide a way to correct, update or remove the personal data provided to us. This can usually be done by emailing our Administration team.
Notification of Changes
If we decide to change our privacy policy, we will post those changes on our Homepage so our users are always aware of what information we collect, how we use it, and under circumstances, if any, we disclose it. If at any point we decide to use personally identifiable information in a manner different from that stated at the time it was collected, we will notify users by way of an email. Users will have a choice as to whether or not we use their information in this different manner. We will use information in accordance with the privacy policy under which the information was collected.
Background Checking
FPMR Ltd carry out background vetting checks on candidates offered permanent work by our clients and also on temporary workers employed by ourselves.
The reason for this is that many posts we fill give candidates access to peoples’ property, vehicles and belongings and are essentially positions requiring a high degree of trust.
We have the following policies that cover background checking,
Policy Statement on the Secure Storage, Handling, Use, Retention and Disposal of Disclosures and Disclosure Information and the Policy Statement on the Recruitment of Ex-Offenders
- The Code of Practices for both the Criminal Records Bureau and Disclosure Scotland state that Disclosure information should only be used in accordance with a policy on the recruitment of ex-offenders, designed to protect applicants from unfair discrimination on the basis of non-relevant convictions.
- The Codes of Practices also require that the information revealed is considered only for the purpose for which it was obtained and that it should be destroyed after a suitable period of time has passed.
- The Policy Statements on the Recruitment of Ex-Offenders and the Secure Storage, Handling, Use, Retention and Disposal of Disclosures and Disclosure information have been written so as to demonstrate your compliance with the Codes of Practice.
- The Criminal Records Bureau and Disclosure Scotland can refuse to issue Disclosure information to organisations if it suspects that the Codes of Practice are not being adhered to.
Policy Statement on Secure Storage, Correct Handling, Use, Retention and Disposal of Disclosures and Disclosure Information
- We fully comply with the Code of Practice regarding the correct gathering, safe handling, use, storage, retention and disposal of Disclosure information provided under Part V of the Police Act 1997.
- We also comply fully with our obligations under the Data Protection Act and other relevant legislation pertaining to the correct gathering, safe handling, use, storage, retention and disposal of Disclosure and personal information.
- In accordance with Section 142 of the Police Act 1997, Disclosure information is only passed to those who are authorised to receive it in the course of their duties. We recognise that, under Section 124 of the Police Act 1997, it is a criminal offence to release Disclosure information to any unauthorised person.
- Disclosure certificates detailing “Additional Information” will only be disclosed to those individuals who make decisions on recruitment and will not be disclosed to the applicant.
- Disclosure Information is only used for the purpose of assessing an applicant’s suitability for employment purposes.
- We do not keep Disclosure information on an individual’s personnel file. It is kept securely, in lockable, non-portable storage containers. Access to storage units is strictly controlled to authorised and named individuals, who are entitled to see such information in the course of their duties.
- We do not keep Disclosures or Disclosure information for any longer than is required after the recruitment (or any other relevant) decision has been taken. In general, this is no longer than 90 days. This is to allow for the resolution of any disputes or complaints.
- Once the retention period has elapsed, we will ensure that Disclosure information is immediately destroyed in a secure manner i.e. by shredding, pulping or burning.
Policy Statement on the Recruitment of Ex-Offenders
- As an organisation using Disclosure information for the purpose of assessing an applicant’s suitability for employment purposes undertake to treat all applicants fairly. We undertake not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.
- We are committed to the fair treatment of our staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
- A Disclosure should only be requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a disclosure is required, all application forms, job adverts, and recruitment briefs will contain a statement that a Disclosure will be requested.
- Unless the nature of the position allows us to ask questions about your entire criminal record, we will only ask about “Unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.
- We ensure that all those within the company who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. The Rehabilitation of Offenders Act 1974.
- We make every subject of a Disclosure aware of the existence of the Code of Practice and make a copy available on request.
