to work’ checks are carried out before an offer of employment is made unconditional, ‘right and not during the earlier short-listing, interview or decision-making stages; During employment: the HR department, with guidance from the Office Manager, will process: health information for the purposes of administering sick pay, keeping sickness absence records, monitoring staff attendance and facilitating employment-related health and sickness benefits; sensitive personal information for the purposes of equal opportunities monitoring and pay equality reporting; trade union membership information for the purposes of staff administration and administering off’. ‘check Criminal records information Criminal records information will be processed in accordance with Shrewsbury Town Council’s Criminal Records Bureau Disclosure Procedure. Data protection impact assessments (DPIAs) Where processing is likely to result in a high risk to an individual’s data protection rights (eg where Shrewsbury Town Council is planning to use a new form of technology), we will, before commencing the processing, carry out a DPIA to assess: whether the processing is necessary and proportionate in relation to its purpose; the to individuals; and what measures can be put in place to address those risks and protect personal information. Before any new form of technology is introduced, the manager responsible should therefore contact the Office Manager in order that a DPIA can be carried out. During the course of any DPIA, the employer will seek the advice of the Office Manager and the views of other Officers. Documentation and records We will keep written records of processing activities including: the name and details of the employer's organisation (and where applicable, of other controllers, the employer's representative and DPO); the purposes of the processing; a description of the categories of individuals and categories of personal data; categories of recipients of personal data; where possible, retention schedules; and where possible, a description of technical and organisational security measures. As part of our record of processing activities we document, or link to documentation, on:
‘right to work’ checks are carried out before an offer of employment is made unconditional, and not during the earlier short-listing, interview or decision-making stages; During employment: the HR department, with guidance from the Office Manager, will process: health information for the purposes of administering sick pay, keeping sickness absence records, monitoring staff attendance and facilitating employment-related health and sickness benefits; sensitive personal information for the purposes of equal opportunities monitoring and pay equality reporting; trade union membership information for the purposes of staff administration and administering ‘check off’. Criminal records information Criminal records information will be processed in accordance with Shrewsbury Town Council’s Criminal Records Bureau Disclosure Procedure. Data protection impact assessments (DPIAs) Where processing is likely to result in a high risk to an individual’s data protection rights (eg where Shrewsbury Town Council is planning to use a new form of technology), we will, before commencing the processing, carry out a DPIA to assess: whether the processing is necessary and proportionate in relation to its purpose; the to individuals; and what measures can be put in place to address those risks and protect personal information. Before any new form of technology is introduced, the manager responsible should therefore contact the Office Manager in order that a DPIA can be carried out. During the course of any DPIA, the employer will seek the advice of the Office Manager and the views of other Officers. Documentation and records We will keep written records of processing activities including: the name and details of the employer's organisation (and where applicable, of other controllers, the employer's representative and DPO); the purposes of the processing; a description of the categories of individuals and categories of personal data; categories of recipients of personal data; where possible, retention schedules; and where possible, a description of technical and organisational security measures. As part of our record of processing activities we document, or link to documentation, on: