Warren Services

This is all about our GDPR policies and how we use and protect your data.

Warren Services Privacy Policy B2B

Warren Services Privacy Policy B2B

1. The good stuff

We will only use your data to up your experience of the services we can offer.

2. Locked down

We’ll protect your data like it’s our own.

3. Straight talking

We’ll always talk your language and have your back – no nonsense, no surprises.

4. No spam

You decide what and how you hear from us.

5. Just the essentials

Your info won’t just hang about – if we don’t need it, we’ll delete it.

Protecting Your Privacy

At Warren Services we are 100% committed to protecting the privacy and security of our customers and site visitors (yep, we mean you). The Warren Services team members are customers themselves of other internet sites, so we completely appreciate and respect how important privacy is. If you have any questions about how we Protect Your Privacy, drop us a line at enquiries@warrenservices.co.uk

For all our services, the data controller — the company that’s responsible for your privacy— is Warren Services Limited.

How We Use Your Information

We use your information in a number of different ways — what we do depends on the information. The tables below set this out in detail, showing what we do and why we do it.

How we use your name & contact details	Why?
Deliver your purchases to you	We’ve got to do this to perform our contract with you (it’s a bit hard to send your order if we don’t use your name and contact details!)
Send you service messages by text and e-mai, such as order updates	We’ve got to do this to perform our contract with you (so you can tell when your order is coming)
Send you information by email, text, or post, about our new products and services	To keep you up to date. We only send this with your permission
Fraud prevention and detection	To prevent and detect fraud against either you or Warren Services – unfortunate and absolutely essential
Finding out what you and other customers like	To ensure we are giving you what you want and to stay ahead of the competition.

How we use your payment information (eg your bank details)	Why?
Take payment, and give refunds, credit check and references	We’ve got to do this to perform our contract with you — we’re not giving all our stuff away!
Fraud prevention and detection	To prevent and detect fraud against either you or Warren Services – unfortunate and absolutely essential

How we use your contact history (eg what you’ve said to us over the phone, on email or social media)	Why?
Provide customer service and support	We’ve got to do this to perform our contract with you, after all, you expect the best service from us
Train our staff	So that when you contact us, you get the best possible customer service

How we use your purchase history and quoted items	Why?
Sell you things	We’ve got to do this to perform our contract with you
Provide customer service and support, and handle credits	We’ve got to do this to perform our contract with you
Finding out what you and other customers like	To ensure we are giving you what you want, and to stay ahead of the competition

Information about your phone, tablet or laptop, and how you use our website

Information you give us when you browse our site, including your IP address and device type and, if you choose to share it with us, your location data, as well as how you use our website and app.

How we use information about your phone, tablet or laptop, and how you use our website and app	Why?
Improve our website	To give you the best possible web customer experience
Protect our website	To prevent and detect fraud against either you or Warren Services – unfortunate and absolutely essential — and to meet our legal obligations about looking after your data

How we use information from accounts you link to us (on Twitter, Instagram or Facebook and Linked in)	Why?
About our Open days and important milestones.	News events and important developments, as well as social responsibility.

How we use your responses to surveys, competitions and promotions	Why?
Run the survey, competition or promotion.	We’ve got to do this to perform our contract with you — if we can’t use your entry, you can’t possibly win!

You don’t have to give us any of this personal information but if you don’t, you may not be able to buy from us, and you are unlikely to receive our optimal overall customer experience, but that is your choice – and we respect that.

We also use your personal information and use it for purposes including testing our IT systems, research, data analysis, improving our site and app, and developing new products and services. We also share this information with third parties.

Sharing your information

We do not, and will not, sell any of your personal data to any third party – including your name, address, email address or bank detail information. We want to earn and maintain your trust, (trust is one of Warren Services’ Core Values) and we believe this is absolutely essential in order do that.

However, we share your data with the following categories of companies as an essential part of being able to provide our services to you, as set out in this statement:

· Companies that do things to get your purchases to you, such as payment service providers, warehouses, order packers, subcontract services and delivery companies

· Professional service providers, such as marketing agencies, advertising partners and website hosts, who help us run our business

· Credit reference agencies, law enforcement and fraud prevention agencies, so we can help tackle fraud

· Companies approved by you, such as social media sites (if you choose to link your accounts to us)

Marketing messages

If you have said we can, we’ll send you marketing messages by email, to keep you aware of what we’re up to and to help you see and find our products and services.

How to stop marketing messages from warrenservices.co.uk

You can stop receiving marketing messages from us at any time.

You can do this;

· By clicking on the ‘unsubscribe’ link in any email

· By contacting our Sales Team at enquiries@warrenservices.co.uk

Once you do this, we will update your profile to ensure that you don’t receive further marketing messages.

Please note that, as Warren Services comprises a complex web of many inter-connecting services, it might take a few days for all our systems to be updated, so you might get messages from us while we process your request.

Stopping marketing messages will not stop service communications (such as order updates or where you have expressed an interest in an activity at Warren Services, for example new services or events).

Your information and countries outside Europe

All your information is stored in the UK and is compliant with UK and EU legislation.

Keeping your information

We’ll hold on to your information for as long as you have your account, or as long as is needed to be able to provide the services to you, or (in the case of any contact you may have with our Sales team reference enquiries) for as long as is necessary to provide support-related reporting.

If reasonably necessary or required to meet legal or regulatory requirements, resolve disputes, prevent fraud and abuse, or enforce our terms and conditions, we may also keep hold of some of your information as required, even after you have closed your account or it is no longer needed to provide the services to you.

Your rights

You have a lot of rights relating to your personal information;

· The right to be informed about how your personal information is being used (like this notice!)

· The right to access the personal information we hold about you

· The right to request the correction of inaccurate personal information we hold about you

· The right to request that we delete your data, or stop processing it or collecting it, in some circumstances

· The right to stop direct marketing messages, which you can do through emailing enquiries@warrenservices.co.uk , and to withdraw consent for consent-based processing at any time

· The right to request that we transfer or port elements of your data either to you or another service provider

· The right to complain to your data protection regulator — in the UK, this is the Information Commissioner’s Office

If you want to exercise your rights, have a complaint, or just have questions, please contact us.

Changes to how we protect your privacy

We may change this page from time to time, to reflect how we are processing your data.

If we make significant changes, we will make that clear on the Warren Services website or by some other means of contact such as email, so that you are able to review the changes before you continue to use Warren Services.

Cookies

We need to get back to you on this!

How to contact us

We always want to hear from you (especially if you feel we’ve let you down or could do better).

If you;

· Have any questions or feedback about this notice

· Would like us to stop using your information

· Want to exercise any of your rights as set out above or have a complaint,

then please contact our Sales team, who will be happy to answer any questions you may have. You can us by;

· dropping us a line at enquiries@warrenservices.co.uk

· through our website at warrenservices.co.uk

· you can write to us at; Warren Services Limited, 2 Brickfields Way, Thetford, Norfolk, IP24 1HX or

· call us on Tel: 01842 760850 option 1

Job Applicant Privacy Notice

Job Applicant Privacy Notice

This Job Applicant Privacy Notice sets out what personal data we, Warren Services, hold about you and how we collect and use it during and after the recruitment process. It applies to anyone who is applying to work for us, whether as an employee, worker, contractor, consultant, intern, volunteer, partner or director (together referred to as ‘Job Applicant’ or ‘you’).

Please note that we will not necessarily hold, use or share all of the types of personal data described in this Privacy Notice in relation to you. The specific types of data about you that we will hold, use and share will depend on the role for which you are applying, the nature of the recruitment process, how far you progress in the recruitment process and your individual circumstances.

We are required by data protection law to give you the information in this Privacy Notice. It is important that you read the Privacy Notice carefully, together with any other similar or additional information that we might give you from time to time about how we collect and use your personal data. Should your application be successful, when you start work for us, we will provide you with another privacy notice that explains how we deal with your personal data whilst you are working for us.

This Privacy Notice applies from 25 May 2018, when the General Data Protection Regulation comes into force. It does not give you any contractual rights. We may update this Privacy Notice at any time.

Who is the controller?

Warren Services is the “controller” for the purposes of data protection law. This means that we are responsible for deciding how we hold and use personal data about you.

Our Data Protection team consists of the Finance Director, HR Manager, IT Manager and Sales and Marketing Manager. As a Data Protection team, they are responsible for informing and advising us about our data protection law obligations and monitoring our compliance with these obligations. They also act as your first point of contact if you have any questions or concerns about data protection.

What is personal data?

Personal data means any information relating to a living individual who can be identified (directly or indirectly) in particular by reference to an identifier (e.g. name, NI number, employee number, email address, physical features). It can be factual (e.g. contact details or date of birth), an opinion about an individual’s actions or behaviour, or information that may otherwise impact that individual in a personal or business capacity.

Data protection law divides personal data into two categories: ordinary personal data and special category data. Any personal data that reveals racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership, physical or mental health conditions, sexual life or sexual orientation, or biometric or genetic data that is used to identify an individual is known as special category data. (The rest is ordinary personal data).

What type of ordinary personal data do we hold about you and why?

At the initial stages of recruitment, we collect, hold and use the following types of ordinary personal data about you:

· Information contained in your application form/CV/covering letter, including your name, title, contact details, photograph, employment history, experience, skills, qualifications/training (including educational, vocational, driving licences where appropriate), referees’ names and contact details, etc.

· Publicly available information about you, such as your business social media presence

· Selection information, including correspondence, interview notes, internal notes, the results of any written or online selection tests

If you are shortlisted for a position, or you receive a conditional offer of employment, we may collect, hold and use the following additional types of ordinary personal data about you:

· Pre-employment check information, including references and verification of qualifications

· Right to work checks and related documents

We hold and use this personal data so that we can:

· process your application and correspond with you about it;

· assess whether you have the required skills, experience, qualifications and training for a role within the company;

· make informed recruitment decisions;

· verify information provided by you;

· check and demonstrate that you have the legal right to work in the UK;

· keep appropriate records of our recruitment process and decisions;

What are our legal grounds for using your ordinary personal data?

Data protection law specifies the legal grounds on which we can hold and use personal data.

We rely on one or more of the following legal grounds when we process your ordinary personal data:

· We need it to take steps at your request in order to enter into a contract with you (entry into a contract), because by applying for a job with us you are effectively asking us to enter into a contract with you, whether this is an employment contract, a contract for services or another type of contract.

· We need it to comply with a legal obligation (legal obligation), e.g. the obligation not to discriminate during our recruitment process, or the obligation not to employ someone who does not have the legal right to work in the UK.

· It is necessary for our legitimate interests (or those of a third party) and your interests and fundamental rights do not override those interests (legitimate interest). For example, it is in our legitimate interests to review and consider your personal data (as listed above) so that we can select the most appropriate candidate for the job.

What type of special category personal data do we hold about you, why, and on what legal grounds?

We will only collect, hold and use limited types of special category data about you during the recruitment process, as described below.

Since special category data is usually more sensitive than ordinary personal data, we need to have an additional legal ground to collect, hold and use it. The additional legal grounds that we rely on to collect, hold and use your special category data are explained below for each type of special category data.

At the initial stages of recruitment, we collect, hold and use the following special category data about you:

Equal opportunities monitoring

Equal opportunities monitoring data which could include information about your race or ethnicity, religious beliefs, sexual orientation or health. We use this information to monitor equality of opportunity and diversity in our recruitment process. Our additional legal ground for using this information is that it is necessary in the public interest for the purposes of equal opportunities monitoring and is in line with our Data Protection Policy.

Adjustments for disability/medical conditions

Information relevant to any request by you for adjustments to the recruitment process as a result of an underlying medical condition or disability. We use this information to enable us to carry out a fair, non-discriminatory recruitment process by considering/making reasonable adjustments to our process as appropriate. Our additional legal ground for using this information is that we need it to comply with a legal obligation/exercise a legal right in relation to employment – namely, the obligations not to discriminate, and to make reasonable adjustments to accommodate a disability – and such use is in line with our Data Protection Policy.

If you are shortlisted for a position, or you receive a conditional offer of employment, we may collect, hold and use the following additional types of special category personal data about you:

Pre-employment health questionnaires/medicals

We collect information about your health in a pre-employment medical questionnaire and/or examination, as well as any information about underlying medical conditions and adjustments that you have brought to our attention. We use this information to assess whether you are fit to do the job with adjustments, to consider/arrange suitable adjustments and to comply with health and safety requirements. Our additional legal grounds for using this information are that:

· we need it to comply with a legal obligation/exercise a legal right in relation to employment – namely, the obligation to make reasonable adjustments to accommodate a disability – and such use is in line with our Data Protection Policy; and

· it is needed to assess your working capacity on health grounds, subject to appropriate confidentiality safeguards.

Criminal records information/DBS checks

We may request criminal records checks from the DBS. We use this information to assess your suitability for the role and verify information provided by you. Our additional legal ground for using this information is that you have given us your explicit consent to do so.

How do we collect your personal data?

You provide us with most of the personal data about you that we hold and use, for example in your written application, by completing any assessments and during any interviews.

Some of the personal data we hold and use about you is generated from internal sources during the recruitment process. For example, the person interviewing you may score your suitability for the role and we record the reasons for decisions made about whether or not your application is successful.

Some of the personal data about you that we hold and use may come from external sources. For example, a recruitment agency provides us with a shortlist of candidates. If we offer you a role, we will carry out pre-employment checks, such as taking up references from past employers or education providers. We may ask an occupational health professional to report to us on your fitness to do the job. We may seek a criminal record check from the DBS. In some circumstances, we may ask the Home Office for information about your immigration status to verify your right to work in the UK. For some roles, we may also obtain information about you from publicly available sources, such as your LinkedIn profile or other media sources.

Who do we share your personal data with?

Recruitment agencies

We engage recruitment agencies to provide us with the details of suitable candidates for our available vacancies, to communicate with those candidates and to handle administration in connection with the recruitment process. If we have received your initial application details from a recruitment agency, we will share with them any of your personal data that is necessary to enable them to fulfil their functions for us. Our legal grounds for doing so are that it is necessary for entry into a contract and it is in our legitimate interest to engage service providers to assist us with the recruitment process.

Medical/occupational health professionals

We may share information relevant to any request by you for adjustments to the recruitment process as a result of an underlying medical condition or disability with medical/occupational health professionals to enable us to identify what, if any, adjustments are needed in the recruitment process and, if you are successful, once you start work. We may also share details of disclosed medical conditions and/or answers to pre-employment health questionnaires with medical/occupational health professionals to seek a medical report about you to enable us to assess your fitness for the job and whether any adjustments are needed once you start work. This information may also be used by the medical/occupational health professionals to carry out assessments required by health and safety legislation. Our legal grounds for sharing this personal data are that: it is necessary for entry into a contract; it is in our legitimate interests to consider adjustments to enable Job Applicants to participate fully in the recruitment process; to assess the fitness for work of Job Applicants to whom we have offered jobs; and it is necessary to comply with our legal obligations/exercise legal rights in the field of employment (obligations not to discriminate, to make reasonable adjustments, to comply with health and safety requirements).

Legal/professional advisers

We share any of your personal data that is relevant, where appropriate, with our legal and other professional advisers, in order to obtain legal or other professional advice about matters related to you or in the course of dealing with legal disputes with you or other Job Applicants. Our legal grounds for sharing this personal data are that: it is in our legitimate interests to seek advice to clarify our rights/obligations and appropriately defend ourselves from potential claims; it is necessary to comply with our legal obligations/exercise legal rights in the field of employment; and it is necessary to establish, exercise or defend legal claims.

Home Office

We may share your right to work documentation with the Home Office, where necessary, to enable us to verify your right to work in the UK. Our legal ground for sharing this personal data is to comply with our legal obligation not to employ someone who does not have the right to work in the UK.

Consequences of not providing personal data

We only ask you to provide personal data that we need to enable us to make a decision about whether or not to offer you a role. If you do not provide particular information to us, then we will have to make a decision on whether or not to offer you a role without that information, which in some cases could result in us deciding not to recruit you. For example, if we ask you to provide a certificate verifying a qualification and you do not, we will have to decide whether to recruit you without that information. If you do not provide us with names of referees or a reference when asked, we will not usually be able to offer you the role. In addition, some of the personal data you provide to us is required by law. For example, if you do not provide us with the documentation we need to check your right to work in the UK, then we cannot by law employ you.

If you choose not to provide us with personal data requested, we will tell you about the implications of any such decision at the relevant time.

How long will we keep your personal data?

We will keep your personal data throughout the recruitment process.

If your application is successful, when you start work for us you will be issued with an Employee Privacy Notice which will include information about what personal data we keep from the recruitment process and how long we keep your personal data whilst you are working for us and after you have left.

If your application is unsuccessful, we will keep your personal data for up to 12 months from the date we notify you of our decision. There may, however, be circumstances in which it is appropriate for us to keep particular items of your personal data for longer. We will base these decisions on relevant circumstances, taking into account the following criteria:

the amount, nature, and sensitivity of the personal data
the risk of harm from unauthorised use or disclosure
the purposes for which we process your personal data and how long we need the particular data to achieve these purposes
how long the personal data is likely to remain accurate and up to date
for how long the personal data might be relevant to possible future legal claims
any applicable legal, accounting, reporting or regulatory requirements that specify how long certain records must be kept

In all cases, we will not keep your personal data for longer than we need it for our legitimate purposes.

Will we keep your application on file?

If you are unsuccessful for the role for which you have applied, or you sent us a speculative application, then, if you have consented to us doing so, we will keep your personal data on file to identify if you might be suitable for any other vacancies that may arise in the next 12 months and will contact you if we believe this is the case. We will not keep your personal data for this purpose for longer than 12 months.

If during the period that we have your personal data on file, you wish to apply for any particular vacancy that we have open, please do contact us to make us aware of this – particularly if it is not a close match with your previous experience or is in a different area of our business from a vacancy you applied for previously, as we may not otherwise realise that the vacancy would be of interest to you.

When applying for a particular role, there is no obligation for you to consent to us keeping your personal data on file for consideration for other roles if you do not want to. Your application for the particular role you are putting yourself forward for will not be affected.

If you change your mind about us keeping your personal data on file, you have the right to withdraw your consent at any time – see ‘Your Rights’, below.

References

If you give us details of referees, we require you to inform them what personal data of theirs you are giving to us. You must also give them our contact details and let them know that they should contact us if they have any queries about how we will use their personal data.

Your rights

You have a number of legal rights relating to your personal data, which are outlined here:

• The right to make a subject access request. This enables you to receive certain information about how we use your data, as well as to receive a copy of the personal data we hold about you and to check that we are lawfully processing it.

• The right to request that we correct incomplete or inaccurate personal data that we hold about you.

• The right to request that we delete or remove personal data that we hold about you where there is no good reason for us continuing to process it. You also have the right to ask us to delete or remove your personal data where you have exercised your right to object to processing (see below).

• The right to object to our processing your personal data where we are relying on our legitimate interest (or those of a third party), where we cannot show a compelling reason to continue the processing

• The right to request that we restrict our processing of your personal data. This enables you to ask us to suspend the processing of personal data about you, for example if you want us to establish its accuracy or the reason for processing it.

• The right to withdraw your consent to us using your personal data. As described above, we do not normally rely on your consent as the legal ground for using your personal data. However, if we are relying on your consent as the legal ground for using any of your personal data and you withdraw your consent, you also have the right to request that we delete or remove that data, if we do not have another good reason to continue using it.

• The right to request that we transfer your personal data to another party, in respect of data that you have provided where our legal ground for using the data is that it is necessary for the performance of a contract or that you have consented to us using it (this is known as the right to “data portability”).

If you would like to exercise any of the above rights, please contact the HR Manager in writing. Note that these rights are not absolute and in some circumstances we may be entitled to refuse some or all of your request.

If you have any questions or concerns about how your personal data is being used by us, you can contact the HR Manager Estee Ross on estee@warrenservices.co.uk

Note too that you have the right to make a complaint at any time to the Information Commissioner’s Office (ICO), the UK supervisory authority for data protection issues. Details of how to contact the ICO can be found on their website: https://ico.org.uk

Category of personal data	Purpose of processing	Lawful basis for processing	Additional lawful basis for processing and safeguards for special categories of personal data or data relating to criminal convictions and offences	Retention period	Categories of recipients to whom disclosed	Transferred outside the European Economic Area?	Technical and organisational security measures adopted
Information contained in application forms/CVs/covering letters, including name, title, contact details, photograph, employment history, experience, skills, qualifications/training (including educational, vocational, driving licences where appropriate), referees' names and contact details	- Processing application and corresponding with Job Applicant about it; - Assessing whether Job Applicant has required skills, experience, qualifications and training for a role; - Making informed recruitment decisions; - Verifying information provided by Job Applicant; - Keeping appropriate records of recruitment process	- Entry into a contract - Legal obligation - Legitimate interest to review and consider Job Applicants' personal data in order to select the most appropriate candidate for the job	N/A	12 months prior to employment	N/A	N/A	- See the IT & E-communications Policy - Company e-information is protected by a firewall - Company paper information containing personal information is securely stored in a locked cabinet to which there is limited access
Publicly available information about Job Applicants, such as their business social media presence	- Processing application and corresponding with Job Applicant about it; - Assessing whether Job Applicant has required skills, experience, qualifications and training for a role; - Making informed recruitment decisions; - Verifying information provided by Job Applicant; - Keeping appropriate records of recruitment process	- Entry into a contract - Legal obligation - Legitimate interest to review and consider Job Applicants' personal data in order to select the most appropriate candidate for the job	N/A	- See Employee Data Retention Process - Up to 12 months prior to employment	N/A	N/A	N/A
Selection information, including correspondence, interview notes, internal notes, results of any written or online selection tests	- Processing application and corresponding with Job Applicant about it; - Assessing whether Job Applicant has required skills, experience, qualifications and training for a role; - Making informed recruitment decisions; - Verifying information provided by Job Applicant; - Keeping appropriate records of recruitment process	- Entry into a contract - Legal obligation - Legitimate interest to review and consider Job Applicants' personal data in order to select the most appropriate candidate for the job	N/A	- See Employee Data Retention Process - Up to 12 months prior to employment	N/A	N/A	- See the IT & E-communications Policy - Company e-information is protected by a firewall - Company paper information containing personal information is securely stored in a locked cabinet to which there is limited access
Pre-employment check information, including references and verification of qualifications	- Processing application and corresponding with Job Applicant about it; - Assessing whether Job Applicant has required skills, experience, qualifications and training for a role; - Making informed recruitment decisions; - Verifying information provided by Job Applicant; - Keeping appropriate records of recruitment process	- Entry into a contract - Legal obligation - Legitimate interest to review and consider Job Applicants' personal data in order to select the most appropriate candidate for the job	N/A	- See Employee Data Retention Process - Up to 12 months prior to employment	N/A	N/A	- See the IT & E-communications Policy - Company e-information is protected by a firewall - Company paper information containing personal information is securely stored in a locked cabinet to which there is limited access
Right to work checks and related documentation	- Processing application and corresponding with Job Applicant about it - Making informed recruitment decisions - Checking and demonstrating that Job Applicant has right to work in UK - Verifying information provided by Job Applicant - Keeping appropriate records of recruitment process	- Entry into a contract - Legal obligation - Legitimate interest to review and consider Job Applicants' personal data in order to select the most appropriate candidate for the job	N/A	- See Employee Data Retention Process - Up to 12 months prior to employment	N/A	N/A	- See the IT & E-communications Policy - Company e-information is protected by a firewall - Company paper information containing personal information is securely stored in a locked cabinet to which there is limited access
Equal opportunities and diversity (which could include information about race or ethnicity, religious beliefs, sexual orientation or health)	To monitor equality of opportunity and diversity in the organisation, comply with company policies	Legitimate interest to understand how the organisation is doing with regard to diversity and equal opportunities	- Public interest in monitoring equal opportunities within the workforce - Data is retained and erased in accordance with the Employee Data Retention Process	- See Employee Data Retention Process - Up to 12 months prior to employment	Government organisations and bodies where required	N/A	- See the IT & E-communications Policy - Company e-information is protected by a firewall - Company paper information containing personal information is securely stored in a locked cabinet to which there is limited access
Information relevant to request by Job Applicant for adjustments to recruitment process as result of medical condition/disability	To carry out a fair, non-discriminatory recruitment process by considering/making reasonable adjustments to the process as appropriate	- Entry into a contract - Legal obligation - Legitimate interest to review and consider Job Applicants' personal data in order to select the most appropriate candidate for the job	- Legal obligation/right in relation to employment - Data is retained and erased in accordance with the Employee Data Retention Process	- See Employee Data Retention Process - Up to 12 months prior to employment	Occupational Health/ Medical professionals and advisers	N/A	- See the IT & E-communications Policy - Company e-information is protected by a firewall - Company paper information containing personal information is securely stored in a locked cabinet to which there is limited access
Pre-employment health questionnaires/medicals	To assess whether successful Job Applicant is fit to do the job with adjustments, to consider/arrange suitable adjustments, and to comply with health and safety requirements	- Entry into a contract - Legal obligation - Legitimate interest to review and consider Job Applicants' personal data in order to select the most appropriate candidate for the job	- Legal obligation/right in relation to employment - Data is retained and erased in accordance with the Employee Data Retention Process	- See Employee Data Retention Process - Up to 12 months prior to employment	Occupational Health/Medical professionals and advisers	N/A	- See the IT & E-communications Policy - Company e-information is protected by a firewall - Company paper information containing personal information is securely stored in a locked cabinet to which there is limited access
Criminal records information/DBS checks	To assess suitability for the role and verify information provided by the Job Applicant	Legitimate interest to determine whether to employ individuals with criminal convictions in particular roles	- Job Applicant has given explicit consent - Data is retained and erased in accordance with the Employee Data Retention Process	- See Employee Data Retention Process - Up to 12 months prior to employment	N/A	N/A	- See the IT & E-communications Policy - Company e-information is protected by a firewall - Company paper information containing personal information is securely stored in a locked cabinet to which there is limited access

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