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We found 4 articles matching the search criteria what recruitment records must i keep.

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Age Discrimination Regulations  
Section: Employers' Guide to HR: Employment Legislation
http://www.vizualhr.com/hrguide/article.asp?article=417§ion=8

...legitimate aim' - this is explained as follows: What does proportionate mean? What you are doing must actually contribute to a legitimate aim, for example if your aim is to encourage loyalty, ... ...non-discrimination if required.  Recruitment Base all recruitment decisions on the skills required to do the job and not on the length of experience you feel a candidate should ... ...individual; record all short-listing decisions and keep records for up to 12 months. Interviewing: base interview questions on the requirements of the role using the job description and person ... ... What does proportionate mean? What you are doing must actually contribute to a legitimate aim, for example if your aim is to encourage loyalty, then you should have evidence that the provision ... ...he Regulations make it unlawful on the grounds of age to: Discriminate directly against anyone, i.e. treat them less favourably because of their age, unless this can be objectively justified. Discriminate ... ...individual; record all short-listing decisions and keep records for up to 12 months. Interviewing: base interview questions on the requirements of the role using the job description and person ...
Working Time Regulations  
Section: Employers' Guide to HR: Employment Legislation
http://www.vizualhr.com/hrguide/article.asp?article=47§ion=8

...time limit is complied with, but they can determine what records are necessary for this purpose. The DTI guidance suggests that you do not have to keep a running total of how much time workers work ... ...Regulations took effect on December 17 1999. What Recruitment Records Must I Keep? Working Time regulations, holiday entitlements Page keywords: Working Time regulations, holiday entitlements Section: ... ...agreement to 52 weeks. Employers must maintain adequate records to show that the limit is being complied with, however, a running total of workers' hours on average is not required. Records need ... ...week Under the Working Time Regulations the employer must take all reasonable steps to ensure that a worker's average working week (including overtime) does not exceed 48 hours. The average weekly ... ... The purpose of the regulations is to set health and safety standards for organisations in relation to limiting the hours of work, giving statutory entitlements to rest breaks and paid annual leave. There ... ...needed. Since the Amendment Regulations the only record keeping requirements for opt-outs are that the employer must keep a record of those who have signed an opt-out. Employees cannot be fairly ...
Data Protection Code - Frequently Asked Questions  
Section: Employers' Guide to HR: Employment Legislation
http://www.vizualhr.com/hrguide/article.asp?article=213§ion=8

...former) Contract workers (current and former) What data are covered by the Code? It is likely that most information about workers that is processed by an organisation will fall within the scope ... ... A report on the comparative success of different recruitment campaigns where no details regarding individuals are held A report on the results of 'exit interviews' where all responses are anonymised ... ...obtaining of information about workers, the retention of records, access to records and disclosure of them. The Code consists of four parts, Recruitment and Selection - covers ... ...processing his or her personal data. This request must be in writing, for example by letter or e-mail. Once an organisation receives such a request it must respond promptly, or at the most within 40 calendar ... ... The Data Protection Act 1998 came into force on 1 March 2000. It regulates the use of personal data and gives effect in UK law to the European Directive on data protection (95/46/EC). The Employment ... ...concerned with data that employers might collect and keep on any individual who might wish to work, work, or have worked for them. In the Code the term 'workers' is used to cover all these individuals. ...
Data Protection Act  
Section: Employers' Guide to HR: Employment Legislation
http://www.vizualhr.com/hrguide/article.asp?article=38§ion=8

...the contract of employment. Inform the employee what data will be processed, why it is needed, how it will be processed, and who will have access to it (including third parties). Can your processes ... ...affects' them is taken on a solely automated means (e.g. recruitment and selection assessments) To sue for compensation if damage is suffered from any breach of the Act To apply for a court ... ...protection. Main changes under the 1998 Act Manual records i.e. those forming part of a 'filing system' structured by reference to individuals, or criteria relating to individuals, ... ... To be legitimate, the processing of personal data must be based on one of the following criteria: The individual agrees to the processing The processing is necessary: for the performance ... ... The Data Protection Act introduced fundamental changes to the legal basis on which 'personal data' is processed and covers processing manual/paper data. Companies can no longer assume that they have ... ...addition they may contest the legitimacy of making or keeping particular data. Employee's rights to access emails or CCTV camera footage Emails or CCTV camera footage that refer to the employee, ...

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