We have been overwhelmed by the generosity of the local community and our clients for the support they have given us. Our shipment is on its way and we have been busy sorting and packing again today. We are only receiving medicines, toiletries, Bandages, Ladies’ underwear, Children’s underwear, Toys, Batteries, Thank you once again Di & Team.
We are supporting Ukraine so if you would like to donate that would be fantastic, already our customers have supported us with storage and transport. As well as Supplies.. keep up the good work.
FAIR PROCESSING/PRIVACY NOTICE
We care about your information
We ask you to share information with us so that we can provide you with work-finding and related services.
This document tells you what you can expect from us and how we will protect your rights. It applies to information we collect about agency workers, staff members and individuals who work at the companies we do business with.
If you wish to exercise any of your rights, please contact: Mrs Diane Punter – Partner 01225 776500
Why do we process your information?
We process information about you known as ‘personal data’ to enable us to carry out our business as an employment agency for the purposes of permanent recruitment services is as an employment business for the purposes of temporary recruitment services.
By law, we have obligations to ensure that the candidates we place into vacancies are suitable for those positions and that the vacancies are suitable for those candidates. We have a duty of care to look after the best interests of our customers and to do that we need to collect and process relevant information.
We process some other information to help us make sure we are delivering a service that treats people legally and fairly, prevents human rights abuses, and is always improving.
Who will we share information with?
| Client organisations | In order for our client organisations to consider workers for opportunities within their businesses, we need to share worker information with them. We have contracts in place with these organisations that require them to treat worker information as confidential before we share worker information with them. |
| Workers | In order to perform our recruitment services (such as arranging interviews, for example) we often need to share client contact information (such as name, job title and contact details) with workers. |
| Auditors & Inspectors | From time to time we may be audited by third parties to ensure that we are operating a legally compliant and ethical business. These third parties may include: Government regulatory and enforcement audits independent social compliance audits Client audits |
| Other | If we would like to share your data with anyone not covered in this privacy notice (such as sharing testimonials with potential customers, for example), we will only do this where we have a legitimate reason to do so and where required will ask for your specific consent to do so. |
What are your rights?
All individuals have the following rights regarding their personal information (also called ‘personal data’)
| The right to be informed | You have the right to know what information we hold about you, what we are using it for, who we are sharing it with, how long we are keeping it, and on what basis we are processing the data. While we always prefer to process data based on your explicit consent, as a recruitment organisation we also have a ‘legitimate interest’ in processing your data to ensure we are matching you to suitable vacancies. There are also times when we have to process your information because we are required to by law. |
| The right of access | If you would like to see the records we hold on file for you, please contact Mrs Diane Punter. All requests must be made in writing and will be dealt with within 30 days. |
| The right to rectification | If you believe we are holding incorrect information, you can ask us to correct it. |
| The right to erasure | You can ask us to remove your information from our records. As long as there is no legal requirement for us to keep them (for example, HMRC require us to keep payroll records for 6 years), we will remove your details. This will mean that we won’t be able to contact you with any work opportunities in future. |
| The right to restrict processing | Instead of asking to be removed, you can ask us to stop processing it – so you can ask us to stop contacting you about work opportunities, for example. |
| The right to data portability | If you want to take your data to another organisation, please contact Mrs Diane Punter – Partner 01225 776500. |
| The right to object | You have the right to object to your data being processed on the basis of legitimate interests, direct marketing, and processing for statistical purposes. We will stop processing your information immediately unless there are legal reasons for us not to do so. |
| The right not to be subject to automated decision-making (including profiling) | You have the right to object to automated decision-making. We do not use automated decision-making in our recruitment process. |
What information do we collect? How do we use it? How long do we keep it?
This privacy notice has been divided into sections so that you can read the information relevant to you. Each section tells you what information we collect, how we use it, and how long we will keep it for. These sections are:
You may wish to have 3 separate documents or one combined document. If you have separate documents each one will need to include the sections above
AGENCY WORKERS
Agency Workers are workers we supply to work with our client companies.
What information do we collect?
We collect personal data from you in order to fulfil our contract with you, to comply with our legal obligations and where it is in our legitimate interests in order to provide you with work seeking services and to supply our clients with labour.
This will include:
We may also ask for further information to confirm your suitability for work, which may include:
Once a contract has been offered, we will also ask for the following information:
For some roles, we may use assessments as part of the recruitment process literacy numeracy Manual Handling and these results will be held on file.
How do we use it?
The information we collect will only be used for the purposes of progressing your application for work, or to fulfil legal or regulatory requirements if necessary. The information we ask for helps us to assess your suitability for work. You don’t have to provide the information we ask for, but it might affect our ability to provide you with work if you don’t.
How long do we keep it?
We keep the information for either the minimum period we are required to keep it by law, or as defined in our Data Retention Policy or for as long as you give us consent to keep the information.
STAFF MEMBERS
Staff members are those people who work directly for and within our organisation.
What information do we collect?
We collect personal data from you in order to fulfil our contract with you, to comply with our legal obligations and where it is in our legitimate interests as an employer/labour provider to recruit new workers to fill vacancies in our business.
As part of our recruitment process, in order to assess your suitability for employment, we will ask for the following information:
Once a job offer has been made and accepted, we will also ask for the following information:
How do we use it?
The information we ask for helps us to assess your suitability for employment, to enable us to employ you and to fulfil legal or regulatory requirements with us. You don’t have to provide the information we ask for, but it might affect our ability to employ you if you don’t.
This information is collected, processed and retained because employers have a ‘legitimate interest’ under data protection law to do this.
How long do we keep it?
If you are successful in your application for employment with us, we keep the information you provide for either the minimum period we are required to keep it by law, or as defined in our Data Retention Policy or for as long as you give us consent to keep the information.
If you are unsuccessful in your application for employment with us, the information will be kept on file for one year after the end of the recruitment process for that role.
Once you are working with us, your employee record will include other relevant information, including:
Your employee record will be retained for the duration of your employment and for differing periods depending on the records as defined in our Data Retention Policy following the end of your employment.
EXTERNAL BUSINESS CONTACTS
External business contacts mean individual members of staff at the supplier, support, client and other organisations we work with to perform the legitimate activities of our business.
What information do we collect?
We collect personal data in order to comply with our legal obligations and where it is in our legitimate interests as an employer/labour provider to do so.
Individuals within the companies we work with are also entitled to have their personal information protected.
We will only share information where it is allowed by law and relevant to our legitimate business activities, such as providing name, job title and contact details when arranging an interview.
We may also share professional information that is already in the public domain (such as company website pages, LinkedIn profiles, and similar media).
How do we use it?
The information we ask for will only be used in connection with the legitimate activities of our business.
How long do we keep it?
We keep the information for either the minimum period we are required to keep it by law, or for as long as you give us consent to keep the information, whichever is longer.
We will retain contact details for individuals within client organisations while the organisation remains a current or prospective client organisation.
Individuals within our organisations have the same rights as any other individual (including the right to be forgotten). Anyone wishing to exercise their rights under data protection legislation should contact Mrs Diane Punter on 01225 776500
The job market is changing. According to the Office of National Statistics (ONS)*, job vacancies are reaching record highs.
With employers recruiting again following the impact of COVID-19, many employers are leaving the recruitment process in the hands of the recruitment agencies. This means it is a great time to register with a recruitment agency so that you’re first in line to hear about a new job.
Direct Response Employment Services is your local recruitment agency, finding the right people for the right jobs in Wiltshire, somerset and nationally. We recruit for permanent and temporary positions from warehouse, production, and industrial, transport and office and technical jobs.
With lots of people realising that recruitment agencies are the best way of job searching, how can you make sure that you are the first person that springs to mind for a recruiter?
The key is in a successful registration.
A registration with Direct Response Employment services includes a 45-minute appointment with one of our friendly Recruitment Consultants. We also need some necessary details to be able to help you on your job search like your personal details, ID check and GDPR form so that we’re complying with our legal requirements. It doesn’t take long to complete online.
This is an opportunity for us to meet you face to face and have an informal conversation with you. This enables us to get a better feel for the types of jobs and employers that would be the best fit for you and your interests and skills. We are looking for the right person for our clients and a job for you that you will be happy in.
Anti-Slavery Day, 18th October, provides an opportunity to raise awareness of human trafficking and modern slavery, and encourage government, local authorities, companies, charities and individuals to do what they can to address the problem. It was created by the Anti-Slavery Day Act, a Private Members Bill introduced Anthony Steen CBE, now Chair of the Human Trafficking Foundation.
Each year more and more charities, individuals, local authorities and police forces take action to mark Anti-Slavery Day.
The Human Trafficking Foundation hosts Anti-Slavery Day Awards to recognise journalists, filmmakers and broadcasters who have exposed issues of modern slavery, and to celebrate organisations and individuals who have made an outstanding contribution to the fight against modern slavery. Find out more by visiting humantraffickingfoundation.org
Choosing the right agency
Most employers do not have the time or resources to find the right employee for a certain jobs within their company, they resort to a recruitment agency.
Go online and check out your local agencies. Look at their reviews and once you decided who to register with make an appointment.
Give as much information as possible upfront about the kind of role you are looking for. Expect to be asked about the type of organisation you want to work for. How far you are willing to travel and your salary expectations.
Make sure your CV is accurate and up to date. This will save you a lot of time in the end. Your recruitment consultant can give you advise on how to improve your CV, based on what they know their clients are looking for.
Be proactive! Keep in regular contact with your agency to stay at the top of their mind.
LOOKING AFTER MENTAL HEALTH AT WORK
In the UK each year 1 to 4 people are affected with Mental health. With the country slowly easing its way back to some sort of normality, taking time to prioritise your mental health is as important as ever.
Work can make us feel good about ourselves and give us a sense of purpose, but for some it can also have a negative effect on mental health. To cope with the stresses of work and overcome what life can throw at us, it is important we stay on top of our mental health.
Five ways to boost your mental health at work:
TALK.
It is important to remember that you can talk about your feelings at work. This can help you maintain your mental health and deal with times when you feel stressed or troubled.
KEEP ACTIVE.
Taking regular exercise can really help boost your self-esteem, not to mention help you concentrate, sleep and feel better. Experts say that we should aim to do 30 minutes of exercise, 5 days a week.
EAT AND DRINK WELL.
What we eat and drink can affect how we feel both immediately and in the longer term. It is important to bear in mind that a good diet that benefits your physical health is also good for your mental health.
TAKE UP A HOBBY.
Enjoying yourself is an excellent way to combat stress. At work, you may have a hobby that you would like to share or join in with colleagues. For example, a work running club or crafting group can be a great way to share a skill with others and enjoy yourself.
MAINTAIN YOUR RELATIONSHIPS.
Maintaining relationships and collaborating in a supportive team is important for mental health at work. If working relationships break down it can lead to tension. Seeking out a friend or trusted work colleague with whom you can share your feelings can help you work through any challenges you experience in your workplace.
What are Agency Regulations How Can They Help You?
All recruitment agencies must abide to two key regulations, these being the Employment Agencies Act 1973 and Conduct of Employment Agencies and Employment Businesses Regulations 2003. The agency regulations were put in place to ensure the rights of agency workers and to prevent agencies from exploiting their workers in the jobs they carry out
Important Agency Regulation – Candidates Cannot be Charged
The following points are included in the Employment Agencies act but here is a summary of some of what these agency regulations are and how they help. As an agency it is illegal to charge job seekers for being a candidate.
Important Agency Regulation – Written Contract
When it comes to an agency hiring a worker, the worker must be provided with a Key Information Document. This document includes important details such as pay, holiday leave, legally required deductions (such as Statutory deductions (Tax and National insurance) and also whether they are under contract for services or a contract of employment. This is just a verification for the Agency and worker to make the engagement official and have all the important details noted on a Key Information Document which helps both parties.
Important Agency Regulation- Worker’s Suitability
Agencies are legally obligated to assess the suitability of a candidate for a particular job role. This benefits job seekers as agencies should never expect you to do a job that you are not suitable for.
Important Agency Regulation – Workers Must Be Paid
The Agency shall pay the Agency worker for all hours worked regardless of whether the Agency has received payment from the client for those hours.
Direct Response Employment Services, have zero tolerance towards modern-day slavery. This is why educate are workers and staff in prohibiting human trafficking and slavery in any of the sectors we supply.
Forced Labour
To assess if someone is undergoing forced labour there are some really obvious signs, someone who looks extremely tired or overworked has most likely worked more hours than the allowed amount. A person may be getting underpaid compared to the hours and amount of work they have done, they may be facing threats from their employer and so carry on working in fear. Even something as simple as getting your staff to work late consistently without extra pay would classify as forced labour.
Child Abuse
This is again quite easy to spot as a child undergoing extreme abuse will be showing some concerning signs, these include dark bruising on their face and limbs, going off with unfamiliar people, they may even be intoxicated in some cases as they may have been coerced into drinking. We understand how morally wrong the act of child abuse is and strongly encourage people to come forward if they have experienced or witnessed it in the workplace.
Sexual Exploitation
This range of modern-day slavery tends to happen in the residential housing sector, this is because it is out of the way of the public and private, notify the police and your employer if you notice any of the following: Someone sleeping on work premises, being subjected to sexual abuse or harassment. The persons pay getting given to someone else if they are abusing substances. When noticing these signs, you can help in the global effort to call out workplaces that engage in sexual assault and ensure people can safely go about their working day.
Criminal Activities
In some jobs people may not be getting their desired pay, this may be due to their role and position or employer. This could lead others to try and make money a different way and undergoing illegal activity. Some signs to look out for when looking for criminal activity are; damaged windows being covered up on the inside, people using machinery to produce and grow illegal drugs, someone who is acting unordinary and suspicious.
Direct Response Employment Services are registered members of the GLAA. Our membership enables us to legally supply temporary workers into the aforementioned sectors. In line with GLAA stipulation towards agency workers, we ensure that all workers are paid and receive all benefits that they are entitled to.
The Direct Response team were busy on another training course yesterday presented by the responsible recruitment toolkit covering Fair and Equal Opportunity and treatment in the workplace and recruitment process.
Here at Direct Response, its important to make sure we remain compliant and that we are regularly updating our skills and knowledge to ensure we offer a fair recruitment process and equal opportunities for all.
Well done team and Thank you RRT, we look forward to the next training session.
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