You must consent to the provisions of this Policy in order to submit or make available your Candidate Data to CopperPoint. Providing your personal information is entirely voluntary. However, if you do not consent, or if you decline to submit or make available your Candidate Data, this may limit our ability to consider your candidacy. By making your Candidate Data available, as defined below, you confirm that you have reviewed this Policy and agree that CopperPoint may process your Candidate Data in accordance with this Policy.
You are responsible for the Candidate Data that you provide to CopperPoint and must ensure that it is legal, truthful, accurate and not misleading in any way. You also must ensure that the information you provide does not contain information that is inappropriate, defamatory, infringing on any rights of a third party or otherwise legally actionable by a third party. Before submitting information to CopperPoint related to another person (such as the name and contact information of an employment reference or prior manager), you must ensure that you have given any notice and obtained any required consent.
CopperPoint will process your Candidate Data in accordance with this Policy. This Policy does not create or form part of any employment contract with CopperPoint.
Types of Information Covered by this Policy
“Sensitive Candidate Data” is Candidate Data about your nationality, citizenship, race, ethnic origin, compensation, or criminal history. CopperPoint does not request or consider information about your religion, sexual life or political opinions in connection with recruiting. To the extent the personal information that you provide contains details of your racial or ethnic origin, political opinions or beliefs, religious beliefs, membership in a trade union or political party, physical or mental health or condition, disability, sexual life, commission (or alleged commission) of an offense or related proceedings, job evaluations or educational records, you expressly consent to CopperPoint handling such details for the purposes of your job application.
Processing and Use of Candidate Data
Retention of Candidate Data
In addition to using your Candidate Data for the position for which you have applied, CopperPoint may retain and use your Candidate Data to consider you for other positions. If you do not want to be considered for other positions or would like to have your Candidate Data removed, you may contact CopperPoint as described under “Contacting Us” below. Unless we are required to retain your Candidate Data for legal reasons or in connection with employment as described above, we may delete your Candidate Data at any time, for any reason. If you become an employee of CopperPoint, your Candidate Data will become part of your file and be used for other employment-related purposes, consistent with CopperPoint’s employee data policies.
Sharing Candidate Data with Third Parties
Your Sensitive Candidate Data
CopperPoint takes technical and organizational measures designed to protect the integrity, confidentiality, security and availability of your Candidate Data, and to comply with applicable legal requirements for information security. CopperPoint limits access to internal systems that hold Candidate Data to individuals who need access for legitimate business purposes.
Access to Your Information
CopperPoint will give you access to the Candidate Data that CopperPoint holds to the extent required by law. You may request correction or deletion of your Candidate Data, except where retention is required by law or in the context of a legal dispute. If access, correction or deletion is denied, CopperPoint will communicate the reason for the denial to you.
Changes to this Policy
CopperPoint reserves the right to modify this Policy, and any changes will be effective immediately upon posting to CopperPoint websites. If you submit additional Candidate Data or ask to be considered for a position with CopperPoint after the effective date of a Policy change, your Candidate Data will be handled in accordance with the Policy in effect at that time. You can determine when this Policy was last revised by referring to the “Revised” section at the bottom of the Policy.