Privacy Center

Privacy

Privacy Notice

People2.0 Global Website(s) & Marketing Privacy Notice

Latest Update: July 25. 2022

People2.0 is committed to safeguarding your personal data and complying with the data privacy regulations of the legal jurisdictions that we operate in. 

This Privacy Statement explains how People2.0 Global and its subsidiaries and affiliates collect, use, store, and disclose Personal Data from individuals who interact with us (“you”). These interactions include when you use our websites; when you request us to provide a proposal or to connect with you; when you contact us; when you register or attend any People2.0 event, webinar, trade show, sales, or marketing activities; download an eBook, report, or other digital materials; apply for a job or reply to a People2.0 survey.

Information We Collect:

In the course of using People2.0 websites, you may provide us with personally identifiable information. This refers to information about you that can be used to contact or identify you, and information about your use of the Services that may be connected with you (“Personal Information” or “Personal Data”).

We may ask you to provide Personal Information when you:

  • Use our website or applications
  • Request quotes, services, support, whitepapers, or information
  • Request services or register for events or webinars
  • Create and manage an account
  • Apply for a job
  • Participate in surveys or other promotional activities online or in any other venue
  • Provide a testimonial
  • Subscribe to newsletters, People2.0 programs, marketing emails, or other materials
  • Interact with us on third party social networks (subject to that third party’s terms of use and privacy policies)
  • *Apply for a job with People2.0 
  • **Use one of the People2.0 platforms as an employee, a contractor, an external employee, or a partner 

*Job applicants will be presented with a applicant privacy notice when applying for a job. Please refer to the applicant notice to understand your privacy rights.

**Platform Privacy Notices will be presented to users when they access and use one of the People2.0 platforms or services in the various regions that we operate in.

Categories of Personal Information we collect may include your full name, email address, contact telephone numbers, and other information necessary to provide additional information or services. It may also include work information such as job title and other business or company information, including, but not limited to, State and Country of company residence, occupation, industry, and/or any other information needed to respond to your request.

What is the legal Basis for the Data Collection and Processing?

Our collection and processing of your information as described above is permitted by applicable data protection law because it is:

  • In specific cases it necessary for our legitimate interests in pursuing the purposes set out above, and such interests in each case not being overridden by your privacy interests
  • necessary for the performance of a contract
  • in some cases, necessary to meet our legal or regulatory responsibilities, such as disclosures to authorities, regulators or government bodies; or
  • processed with your consent which we obtain from you from time to time, such as when you opt-in to receive marketing communications and news, via email and other communication means. 

How we use your personal information

Your personal information will be collected and handled by us for the following purposes:

  • to provide you with the services you expect us to
  • to best tailor content and resources according to your preferences.
  • to respond to your request or questions when you contact us.
  • with your consent we may also use your contact data for direct marketing to inform you about services/products/events etc that might be of interest to you (we will communicate by email, telephone, mail and/or other communication methods)
  • to send to you other information – such as People2.0 UK&I upcoming events or newsletters – that may be of interest to you.
  • to help us create, publish, and improve content most relevant to you.
  • to ensure that the content provided through the Website is presented in the most effective manner for you and for your device.
  • to allow you to participate in interactive features of our website, when you choose to do so.
  • to further develop and improve the Website and systems to better serve you. This mainly takes place in the context of new IT systems and processes so that information about you may be used in the testing of those new IT systems and processes where dummy data cannot fully replicate the operation of the new IT system.
  • to perform analytical research on our prospective client and candidate base, including the content, and the services/products they are interested in
  • to transfer data to third parties (see below)
  • where necessary, to comply with any legal obligation; and
  • we may also process your information to:
  • investigate or respond to incidents and complaints
  • comply with obligations and rights and cooperate with investigations carried out by the police, government or regulators.

Do you have to give us the personal information we ask for?

You are not obligated to provide your personal information to us when generally navigating our website, however we cannot fulfil any specific requests for information or provide you with a tailored service unless you do so.

How long do you keep my personal information for?

We will keep your information for as long as you wish to receive our communications and we have an active business relationship with you. Typically, we will delete data which we are not required to keep due to contractual or statutory obligations for 12 months after the last contact. 

Sharing with third parties

To facilitate our efficient use of your information, and to provide you with content and/or resources, or to fulfil a request you make of us, we disclose your information to third parties. However, this disclosure will only occur in the following circumstances:

  • To suppliers, contractors and agents: from time to time we may engage or employ other companies and individuals to perform functions on our behalf. Examples include the hosting and/or maintaining of website content, or the provision of certain features contained on the Website, and the provision of marketing services.
  • Such recipients will only have access to your personal information as required by them to perform their functions and are not permitted to use such personal information for any other purposes. These recipients will be subject to contractual confidentiality obligations.
  • To other People2.0 entities 

IP addresses and cookies

We collect information about your computer, including (where available) your IP address, operating system and browser type, for system administration. This is statistical data about our users’ browsing actions and patterns, and we will not use it in isolation to identify you or any individual. If you provide us with personal data, such as your name, we will then match your IP address and browsing history (for example) with that personal data.

We will only drop strictly necessary & sessions cookies on your computer when you visit our websites. To provide a more robust experience, we may ask you to consent to the dropping of additional cookies such as analytics cookies and certain third-party cookies to improve website performance and to provide for a better user experience. Please refer to our cookie notice for additional information around the cookies that we use. 

Where your personal information is stored and processed

As explained in the “Sharing with third parties” paragraph above, we share your personal information with the following:

  • Third party suppliers, contractors or agents: where we use a third-party supplier, contractor or agent, your personal information remains under our control, and we have controls in place to ensure your personal information is adequately protected.
  • Other companies within People2.0: we have entered into a groupwide Master Data Transfer Agreement arrangement to ensure your personal information continues to be subject to an adequate level of protection.

Data Transfers:

Your personal information can be transferred and processed in one or more other countries where People2.0 has operations. When you provide your contact details to People2.0 we will process your data and send it back to the region that you reside in.

For transfers outside of the EU/EEA:

We shall only transfer your data outside the EU to countries which the European Commission believes offers an adequate level of protection to you, or where the People2.0 has put in place appropriate safeguards to seek to preserve the privacy of your information. Those countries include:

  • United States
  • EU
  • Canada
  • Brazil
  • Australia
  • India
  • Malaysia
  • UK
  • Switzerland

Your data access rights. 

Under applicable data protection laws, you may have the following rights:

  • Right to access and obtain a copy of your personal information: You are entitled to request confirmation on whether we process any of your personal information. Where this is the case, you may have access to your personal information and to certain information about how it is processed. In some cases, you can ask us to provide you with an electronic copy of your information.
  • Right to correct your personal information: If you can demonstrate that personal information we hold about you is not correct, you can ask that this information is updated or otherwise corrected.
  • Right to object to processing and/or automated decision making.
  • Right to data portability
  • Right to be forgotten/have data deleted: In certain circumstances, you have the right to have your personal data deleted. You may make such a request at any time and the People2.0 Privacy team  will evaluate if your request should be granted, however this right is subject to any legal rights or obligations we may have to retain data. For situations where, in accordance with the law, we determine that your request to have your personal information deleted must be granted, the People2.0 Privacy Team will do so within statutory guidelines.

To exercise your rights, you can contact us at the following address: privacy@people20.com 

To the extent our processing of your personal information is based on your consent, you also have the right to withdraw your consent at any time. Withdrawal of your consent will not affect the lawfulness of any processing based on your consent before the receipt of such withdrawal.

You can also lodge a complaint about our processing of your personal information with your local data protection authority.

Marketing communications

We will only send marketing communications to you via email or other communication means where you have consented that we may do so.

We will offer you a check box on the forms we use to collect your personal information where, if you agree to receive marketing communications, you have to click the box. Where we send marketing communications to you via email, you may opt out of receiving any further marketing communications by clicking the ‘unsubscribe’ or ‘opt-out’ function in the email. In addition, you can also exercise your opt-out right at any time by contacting us at privacy@people20.com and providing the following information: your name, your email address, a contact telephone number, the marketing communications you would like to opt out of receiving.

Changes to this Notice

The terms of this Notice may change from time to time. We shall publish any material changes to this Notice through appropriate notices either on this Website or contacting you using other communication channels.

Contact

Data Protection Officer: Tim Potero, tim.potero@people20.com

Questions, comments and requests regarding this privacy notice are welcomed and should be addressed to privacy@people20.com   

You can request a copy of mechanisms relating to a specific transfer of your personal information by contacting privacy@people20.com 

You may also contact us via Post at any of the following office locations

Americas:

People2.0

People2.0

People2.0

C/O Privacy Office

C/O Privacy Office

C/O Privacy Office

2520 Renaissance Blvd

7685 Hurontario Street

Rua Fernandes Tourinho 264

Suite 130

Suite 600

9th andar Funcionarios

King of Prussia, PA 19406

Brampton, ON LGW OB4

30012-000 Belo Horizonte MG

United States

Canada

Brazil

   

Europe and the UK:

People2.0

People2.0

People2.0

C/O Privacy Office

C/O Privacy Office

C/O Privacy Office

Donauweg 10

60 Gainsford Street

2074 Marin-Epagnier

1043 AJ Amsterdam

London

Switzerland

Netherlands

SE1 2NY

 
 

United Kingdom

 
   

APAC

People2.0

People2.0

People2.0

People2.0

Level 24

65 Chulia Street

Suite 1B-2-3, Block 1B, Plaza Sentral

“The Generator” Level 1

150 Lonsdale Street

#46-00 OCBC Centre

Jalan Stesen

22-28 Customs Street

Melbourne VIC, 3000

Singapore 049513

Sentral 5 Kuala Lumpur Sentral

East Auckland 1010

Australia

 

50470 Kuala Lumpur

New Zealand

  

Malaysia

 

compliance.apac@people20.com

compliance.apac@people20.com

compliance.apac@people20.com

compliance.apac@people20.com

    

 

People2.0

People2.0 

Level 27

C/O Privacy Office

World Wide House

#1-8-505/E/D/A

9 Des Voeux Road Central 

Prakesh Nagar

Central Hong Kong 

Hyderabad-500016

 

Telangana, India

  

compliance.apac@people20.com

compliance.apac@people20.com

People2.0 Canada

Accessibility Plan 2021-2024

 

Message from the President

People2.0 is committed to serving all individuals with respect and dignity. Part of this commitment is ensuring that people with disabilities have the resources and access they require in order to participate as employees, clients, and members of the general public who are interested in learning more about our services.

Our Accessibility plan outlines our planned activities and confirms our commitment to ensuring an accessible, welcoming environment for everyone.

Steve Schaus

President

 

Introduction

People2.0 strives to meet the needs of its employees and customers with disabilities and is working diligently to remove and prevent barriers to accessibility.

Our organization is committed to fulfilling the requirements under the Accessibility for Ontarians with Disabilities Act. This accessibility plan outlines the steps People2.0 is taking to meet those requirements and to improve opportunities for individuals with disabilities.

As other provinces and territories develop their own accessibility legislation, People2.0 will ensure that our accessibility activities meet or exceed compliance requirements in all areas for all employees, regardless of location.

People2.0 is committed to a framework for change that begins with articulating a vision of inclusion based on research and self-reflection. We will implement strategies, policies, and practices inspired by that vision, including addressing the organization’s public image and information (communications). We will continuously improve through an on-going process of evaluation and change.

An inclusive approach will be thoroughly integrated into the organization’s on-going activities, operations, and relationships. People2.0 will make every effort to identify and remove barriers to inclusion.

People2.0 is committed to employment diversity with respect to all aspects of employment. Accordingly, all decisions regarding recruitment, hiring, promotion, compensation, employee development decisions such as training, and all other terms and conditions of employment, will be made without regard to race, religious beliefs, colour, gender, sexual orientation, marital status, physical and mental disability, age, ancestry or place of origin.

People2.0 will make every effort to make its employee workforce representative and reflective of the communities in which its services are provided. The People2.0 will endeavour to ensure that the workplace, all policies, procedures, and practices are free of deliberate or unintentional (systemic) barriers so that no one is disadvantaged.

Our Human Resources department is embarking on the development of a new 3-year strategy to build on current accessibility achievements. This new strategy will enhance training, access to information and strengthen our commitment through action.

 

Section One: Past Achievements to Remove and Prevent Barriers

Below are some highlights from past accessibility initiatives. They have incorporated compliance to legislation and set the baseline for our new accessibility plan.

Customer Service

  • Provided accessible materials to clients in appropriate formats
  • Ensured that access to physical locations met legislated accessibility requirements
  • Implemented client suggestions to improve accessibility offerings

Information and Communications

  • Ensured that clients, employees, and the general public are aware of our accessibility offerings
  • Provided information regarding service outages, planned construction, and alternative access points
  • Provided a dedicated contact for information and issues

Employment

  • Worked with employees on customized return to work programs
  • Offered accessibility equipment/assistive devices to staff as required
  • Provided materials in accessible formats upon request at all stages of the employment, from applicants to accommodation requests for existing employees

Other

  • Training new and existing employees on the Ontario human rights and accessibility laws.

Section Two: Strategies and Actions

The following plan outlines the accessibility commitment and actions of the organization. More detailed information on the activities and objectives are outlined in the Human Resources 3-year strategy on accessibility in the workplace.

 

Customer Service

People2.0 is committed to providing accessible customer service to people with disabilities. This means that we will provide services to people with disabilities with the same high quality and timeliness as others.

Actions

Responsibility

Frequency

Completion Date

Review and plan actions items from results of annual client survey.

Operations

Annual

October 2022, 2023

Provide information and tools to clients as required to fulfill accessibility requests.

Operations/Human Resources

On-going

On-going

Incorporate feedback from all sources, formal and informal in to planning activities for each year to enhance client services.

Operations/Human Resources

Annual

October 2022, 2023

Provide active offer to clients on accessibility options and services,

Operations

On-going

On-going

Track service outages and proactively notify clients of alternative strategies until resolved.

Operations

On-going

On-going

 

Information and Communications

People2.0 is committed to making our information and communications accessible to people with disabilities.

Actions

Resources

Responsibility

Completion Date

Employee Survey on accessibility.

Human Resources

Annual

September 2022, 2023

Client Survey on accessibility.

Human Resources

Annual

September 2022, 2023

Annual communication from the President on commitment to accessibility.

President

Annual

January 2022, 2023

Reminders from Human Resources to managers and employees about accessibility rights and obligations.

Human Resources

2 times per year

2 times per year

All accessibility information posted on intranet with frequent updates to align with best practices and legislative compliance.

Human Resources

On-going

On-going

Review of client and employee accessibility request tracking to identify gaps and trends for the upcoming planning year.

Human Resources

Annual

November 30, 2021, 2022, 2023

Submit accessibility report to senior management for review, action, and inclusion in the organization’s annual report as applicable.

Human Resources

Annual

January 2022, 2023

Posting of initial accessibility plan on the website as well as annual updates on progress.

IT

Annual

January 2022, 2023, 2024

 

Employment

People2.0 is committed to fair and accessible employment practices. Job advertisements will indicate that the organization will meet the needs of people with disabilities, including receiving job postings and descriptions in alternative formats and accommodations as it relates to the interview process. Candidates will also be asked upon hire if they require any workplace accommodation in order to support them in their new role, and the appropriate resources will be provided.

Employees have a right to a fully accessible workplace. People2.0 is committed to an accessible workplace and will collaborate with employees to ensure that they have the tools and support necessary to be successful at work.

Actions

Responsibility

Frequency

Completion Date

Review and refresh existing accessibility policies to ensure compliance in all areas and seek enhancements to improve employee experience based on industry best practices and employee feedback.

Human Resources

Annual

June 30, 2021, 2022, 2023

Audit of Employee HR templates to ensure compliance and seek enhancements to improve the employee experience.

Human Resources

Annual

June 30, 2021, 2022, 2023

Review of all posted materials to ensure WCAG 2.0 compliance on intranet site.

IT

On-going

On-going

Provide active offers to all potential candidates regarding accessibility at all stages of the recruitment process.

Human Resources

On-going

On-going

Provide dedicated, on-going support to employees to ensure that employees have the necessary accessibility tools to be successful at work.

Human Resources

On-going

On-going

Active offer by managers to all employees to ensure that employees are aware of tools and support for accessibility.

All Management

On-going

On-going

 

Training

People2.0 is committed to providing training in the requirements of Ontario’s accessibility laws and the Ontario Human Rights Code as it applies to people with disabilities.

Actions

Responsibility

Frequency

Completion Date

Implementation of Learning Management System (LMS) and new AODA training courses.

Human Resources

One Time

2021

New module/refresher training.

Human Resources

Annual

On-going

Requirement for accessibility objectives for all management as part of performance management expectations.

All Management

Annual

On-going

Annual review of training results to ensure compliance to targets.

Human Resources

Annual

June 30, 2021, 2022, 2023

Environmental scan and review of industry best practices to ensure that accessibility training is best in class and is in compliance with legislation.

Human Resources

Annual

June 30, 2021, 2022, 2023

Ensure that IT staff/service providers have appropriate WCAG training, including any new IT hires, during the course of each year.

IT

Annual

December 31, 2021, 2022, 2023

 

Design of Public Spaces

People2.0 is committed to ensuring that our work premises are accessible to everyone. Where there are plans to renovate existing locations or secure new office space, we will ensure that accessibility is at the forefront of design. At a minimum, we will inspect our physical locations annually to ensure compliance with legislation and look for opportunities to enhance accessibility.

People2.0 will continue to ensure that procedures are in place to prevent service disruptions to the accessible parts of our public spaces and provide the necessary alternatives should a disruption occur.

 

Actions

Responsibility

Frequency

Completion Date

Review of public and employee spaces to ensure alignment with legislation.

Operations

Annual

November 30, 2021, 2022, 2023

Review Client and Employee surveys to identify opportunities to enhance accessibility.

Operations

Annual

November 30, 2021, 2022, 2023

Refer any feedback received from clients and employees on an on-going basis to ensure that enhancements to physical locations are communicated to Operations for planning and implementation in addition to annual inspections.

Human Resources

On-going

On-going

 

Other

Actions

Responsibility

Frequency

Completion Date

3-year Accessibility Strategy Refresh.

Human Resources

Every 3 years

December 2021

Accessibility Annual Report.

Human Resources

Annual

January 2022, 2023

 

For More Information

For more information on this accessibility plan or to request accessible forms of this or other documents, please contact the HR Department at HRCanada@people20.com.

 

 

 
 





California Consumer Privacy Act Notice (CCPA)

July 25, 2022

This California Resident Privacy Notice supplements the information and disclosures contained in our Privacy Notice. It applies to individuals who are residents of the state of California from whom we collect Personal Information as a business under the CCPA.

What Personal Information do we collect?

Category of personal data

Data Collected 

Identity Information

Name, address, email address, etc..

Personal information as per California Customer Records statute

Name, address, phone number, etc.. 

Internet or other similar network activity

IP Address, URLs, website history, etc..

Geolocation

General Geolocation info, etc..

Professional or employment-related information

Company, Job Title, Occupation, Location, etc..

Categories of Personal Information we collect may include your full name, email address, contact telephone numbers, and other information necessary to provide additional information or services. It may also include work information such as job title and other business or company information, including, but not limited to, State and Country of company residence, occupation, industry, and/or any other information needed respond to your request.

How do we collect your information?

    • Directly from you when you visit our websites, tradeshows, fill out information requests
  • Indirectly from our third-party service providers, through social media websites and other service providers that we connect with in order to conduct our business or provide services, government entities from which public records are obtained, or consumer data resellers.

How we use your personal information?

Your personal information will be collected and handled by us for the following purposes:

  • to provide you with the services you expect us to
  • to best tailor content and resources according to your preferences.
  • to respond to your request or questions when you contact us.
  • with your consent we may also use your contact data for direct marketing to inform you about services/products/events etc that might be of interest to you (we will communicate by email, telephone, mail and/or other communication methods)
  • to send to you other information – such as People2.0 UK&I upcoming events or newsletters – that may be of interest to you.
  • to help us create, publish, and improve content most relevant to you.
  • to ensure that the content provided through the Website is presented in the most effective manner for you and for your device.
  • to allow you to participate in interactive features of our website, when you choose to do so.
  • to further develop and improve the Website and systems to better serve you. This mainly takes place in the context of new IT systems and processes so that information about you may be used in the testing of those new IT systems and processes where dummy data cannot fully replicate the operation of the new IT system.
  • to perform analytical research on our prospective client and candidate base, including the content, and the services/products they are interested in
  • to transfer data to third parties (see below)
  • where necessary, to comply with any legal obligation; and
  • we may also process your information to:
  1. investigate or respond to incidents and complaints
  2. comply with obligations and rights and cooperate with investigations carried out by the police, government or regulators.

Disclosure to Third parties

We may disclose your personal information to third parties for a business purpose. When we disclose personal information for a business purpose, we enter a contract that describes the specific processing purposes and restricts to the third party to only processing the data in accordance with the contractual purpose and also binds the third party to maintaining the confidentiality of the personal data. 

Types of third parties we share data with:

  • Service Providers

Sales of Personal Information:

In the preceding 12 months the People2.0 and its affiliates has not sold personal information.

Your California Privacy Rights

If you are a California resident, you may exercise the following rights:

  • Right to Know and Access. You may submit a verifiable request for information regarding the: (1) categories of Personal Information collected, sold, or disclosed by us; (2) purposes for which categories of Personal Information are collected or sold by us; (3) categories of sources from which we collect Personal Information; (4) categories of third parties with whom we disclosed or sold Personal Information; and (5) specific pieces of Personal Information we have collected about you during the past twelve months.
  • Right to Delete. Subject to certain exceptions, you may submit a verifiable request that we delete Personal Information about you that we have collected from you.
  • Verification. Requests for access to or deletion of Personal Information are subject to our ability to reasonably verify your identity in light of the information requested and pursuant to relevant CCPA requirements, limitations, and regulations. To verify your access or deletion request, please provide us with your full name, email address, and phone number, and we will let you know if we need any additional information to verify your request.
  • Right to Opt Out. In some circumstances, you may opt out of the sale of your Personal Information. We do not sell your Personal Information.
  • Right to Equal Service and Price. You have the right not to receive discriminatory treatment for the exercise of your CCPA privacy rights, subject to certain limitations.
  • Shine the Light. We do not rent, sell, or share Personal Information with nonaffiliated companies for their direct marketing uses as contemplated by California’s “Shine the Light” law (Civil Code § 1798.83), unless we have your permission.

Submit Requests. To exercise your rights under the CCPA:

People2.0 

C/O Privacy Office 

2520 Renaissance Blvd

Suite 130

King of Prussia, PA 19406

Authorizing an Agent. If you are acting as an authorized agent, to make a request to know or delete on behalf of a California resident, please send a written authorization signed by the resident to us via the email or postal address provided in the Contact Information section above. We may also require the resident to verify their identity or confirm that they provided you permission to submit the request.

Modern Slavery Statement Act 2020

September 27, 2022

INTRODUCTION 

This statement is made as part of People2.0 (Group) UK Limited’s (“People2.0 UK”) commitment to  eliminating the exploitation of people under the Modern Slavery Act (2015). People2.0 UK is committed  to supporting ethical and compliant practices in the provision of our services. This statement is published  in accordance with section 54 of the Act.  

OUR BUSINESS 

People2.0 UK is a payroll and compliance company and is the parent company of People2.0 UK, Ireland,  Sweden, Norway, Denmark, Germany and Finland companies. People2.0 UK are part of a global group,  and the ultimate parent company is People2.0 Global, LLC, which is based in the United States of  America.  

People2.0 UK’s office is based in London and within the People2.0 UK group we have two other offices  located in Berlin and Antwerp. We provide global flexible workforce solutions across for recruitment  agencies and clients, and pride ourselves on offering compliant services in line with local and global  legislation. 

We value transparency and compliant employment practices based on honesty and integrity and aim to  provide a quality trustworthy service.  

OUR SUPPLY CHAINS 

We work closely with recruitment agency partners, who source contractors for placements with clients.  Our external business supply chain involves engaging with contractors, agency and clients for the supply  of the contractor’s services to clients. Our internal supply chain relates to our office facilities such as IT,  telecoms, refreshments, and cleaning services.  

OUR POLICIES ON SLAVERY AND HUMAN TRAFFICKING 

We are committed to ensuring that there is no modern slavery or human trafficking in our supply chains, or in any part of our business. Our Anti-Slavery Policy reflects our commitment to acting ethically and  with integrity in all our business relationships and to implementing and enforcing effective systems and  controls to ensure slavery and human trafficking is not taking place anywhere in out supply chains and  partnerships.  

We value partnerships and suppliers who support these principles and impart our attitude towards  compliance to the organisations we work with. We recognise the importance of this ethos within the  recruitment sector and can demonstrate our commitment to compliance through the following steps.  These include:- 

  • award of sector specific employer accreditations; 
  • award of country specific temporary worker licencing authorisations; 
  • membership of employment organisations; 
  • adherence to specific collective agreements; 
  • adherence to health and safety audits;
  • adherence to financial audits; 
  • assessment of working environments; 
  • adherence to minimum wage regulations; 
  • regular communication and contact with contractors, agencies and clients; 
  • adherence to working time regulations; and 
  • requiring contractual commitments from our partners to modern slavery legislation.

DUE DILIGENCE PROCESSES FOR SLAVERY AND HUMAN TRAFFICKING 

As part of our initiative to identify and mitigate risk, we have multiple legal teams based across our  European offices and work closely with local lawyers and accountants in each jurisdiction in which we  operate to ensure that we are engaging employees and contractors compliantly in line with local labour  laws. Our legal teams work closely with the sales and operations departments to ensure compliance  alignment. This enables us to work collaboratively to:- 

  • Identify and assess potential risk areas in our supply chains. 
  • Mitigate the risk of slavery and human trafficking occurring in our supply chains. 
  • Monitor potential risk areas in our supply chains. 
  • Protect against illegal working practices.

In relation to our internal suppliers, we engage with recognised telecoms and facilities providers, ethical  local food suppliers, and local cleaning providers with whom we have a long-standing relationship.  

RISK ASSESSMENT & MEASURING EFFECTIVENESS 

People2.0 UK regularly assesses the risks of non-compliance when engaging with new business deals to ensure it provides the highest standard of service. We work collaboratively from a compliance  perspective with individuals across the following departments in order to ensure all those in our supply  chain and contractors adhere to our values 

  • Legal 
  • Audit and compliance 
  • Finance 
  • Operations 
  • Sales 

People2.0 UK measure the effectiveness of the steps it takes by educating internal staff and external  partners in relation to labour compliance, reviewing internal policies and procedures and monitoring  feedback.  

TRAINING 

To ensure a high level of understanding of the risks of modern slavery and human trafficking in our supply  chains and our business, we will continue to educate our staff.  

FUTURE STEPS AND REVIEW  

People2.0 UK believes in seeking continuous improvement opportunities to raising standards. We will  continuously develop our policies, procedures and training to support our compliance responsibilities. 

View here or on their site: Transparency in Coverage – UHC

View here or on their site: Transparency in Coverage – SisCo

VCU staat voor Veiligheid en Gezondheid Checklist Uitzendorganisaties. Het is een procedure voor de certificering van het VG-beheersysteem. VCU-certificering is bedoeld voor bedrijven die personeel uitzenden naar VCA-gecertificeerde organisaties. Deze bedrijven voeren werkzaamheden uit met verhoogd risico in een risicovolle omgeving.

Hoe wordt de VCU met WePayPeople georganiseerd?

Het uitzendbureau is de frontoffice en heeft de volgende taken:
  • Bij de aanvraag van een plaatsing bij een VCA-gecertificeerd bedrijf, neemt de intercedent de juiste stappen (voor het proces van WePayPeople);
  • Werkplekinspecties en -evaluaties uitvoeren;
  • Evaluatiegesprekken voeren;
  • Ongevallen en incidenten rapporteren aan WePayPeople;
  • Per kwartaal de VGM-rapportage aan WePayPeople rapporteren;
  • De VG-coördinator bij het uitzendbureau moet het diploma Vil-VCU behalen;
  • Het uitzendbureau moet NEN-gecertificeerd zijn.

WePayPeople is de backoffice en heeft de volgende taken:
  • Aanleveren van het handboek en de procedure waarmee het uitzendbureau aan de slag kan;
  • Aanleveren van documenten om vastleggen van het VCU-proces mogelijk te maken;
  • Ondersteuning met vragen en incidenten waar nodig;
  • Na rapportage van een ongeval, het juist afhandelen van het incident en ruggespraak houden met de uitzender.

Wat zijn de te nemen stappen?

  • We bespreken aan de hand van de checklist welke processen reeds (wellicht niet vastgelegd) plaatsvinden. Wij leveren de formulieren aan die bij iedere nieuwe plaatsing moeten worden ingevuld.
  • De uitzender moet gaan werken volgens de procedure zoals WePayPeople die heeft voorgeschreven. Uiteraard is hier contact over met de VCU-coördinator van WePayPeople.

Wil je het VCU-certificaat samen met WePayPeople behalen? Heb je interesse in het behalen van het VCU-certificaat? Neem contact op met os@wepaypeople.nl of bel naar onze Operations & Support-afdeling via 020 – 716 33 84.

Wil je het VCU-certificaat samen met WePayPeople behalen? Heb je interesse in het behalen van het VCU-certificaat? Neem contact op met

NEN 4400-1 certificering is een belangrijk aandachtspunt wanneer u als ondernemer over payrollen nadenkt. Het is verstandig om u te oriënteren op een payrollbedrijf dat de juiste certificeringen op zak heeft. Alle bedrijven kunnen zelf vinden dat ze betrouwbaar zijn, maar pas wanneer een payrollbedrijf een keurmerk van Stichting Normering Arbeid (afgekort: SNA) bezit weet u zeker dat u goed zit.

Om in aanmerking te komen voor een NEN 4400-1 certificering moet een uitzendbureau of (onder)aannemer van het uitzendbureau voldoen aan bepaalde eisen. De NEN 4400-1 certificering stelt onder andere eisen aan personeels- en loonadministratie. Doel: makkelijker en fraude bestendiger maken van het inlenen en uitbesteden van arbeid en (onder)aannemen van werk.

Stichting Normering Arbeid

De sterke wens binnen de uitzendsector tot zelfregulering zorgde ervoor dat het SNA-Keurmerk in het leven werd geroepen. De ministeries van Sociale Zaken en Werkgelegenheid en Financiën en de ABU en NBBU werkten daarin samen. Een onderneming met een SNA-keurmerk wordt beoordeeld op hun verplichting uit arbeid en deze bestaat onder andere uit de volgende punten:

  • Identificatie van het bedrijf;
  • Juiste aangifte en afdracht van de te betalen loonheffingen en omzetbelasting;
  • Loonbetaling moet in lijn zijn met de Wet Minimumloon en minimum vakantiebijslag;
  • Uitvoeren van identiteitscontrole en controleren op het recht hebben van het verrichten van arbeid in Nederland;
  • Risico’s voorkomen voor aansprakelijkheid en boetes welke kunnen volgen uit het in- en doorlenen of uitbesteden van werk.

De SNA beheert een register van ondernemingen die de NEN 4400–1 of NEN 4400–2 certificering hebben. Dit register is te vinden op de website van Stichting Normering Arbeid.

Belang voor de uitzendbranche

De certificering is mede ontwikkeld door de uitzendbranche en bedrijven die veel gebruik maken van uitzendkrachten. Samen hebben zij het eisenpakket opgesteld waar bedrijven aan moeten voldoen. Dit betekent dat u, wanneer u zaken doet met een bedrijf dat NEN 4400–1 gecertificeerd is, u met een betrouwbare partij te maken heeft. Kortom, erg belangrijk om als uitzender of ondernemer in de flexbranche zulke certificering op zak te hebben!

Uiteraard is WePayPeople ook NEN 4400–1 gecertificeerd en laten wij meermaals per jaar controleren of wij aan de verplichtingen van het SNA-keurmerk voldoen. Uitzendbureaus met werknemers bij WePayPeople profiteren daardoor van onze certificeringen. En zo draait u dus niet zelf op voor de kosten van de certificering.

Belang voor de uitzendbranche

In elke cao worden afspraken gemaakt over (mogelijke) loonmutaties die plaatsvinden gedurende de looptijd van een cao. Deze afspraken kunnen invloed hebben op de beloningen van onze medewerkers. Daarom publiceren wij elke nieuwe maand een overzicht van de nieuwe loonmutaties. Zo weet jij altijd hoe het zit.

Niet alle loonmutaties zijn verplicht. In het overzicht geven wij aan of het een verplichte mutatie betreft en/of deze valt onder de inlenersbeloning.

Heb je vragen over de (mogelijke) wijziging in de cao die bij jullie van toepassing is, of als deze wijziging van toepassing is voor een medewerker die via jou aan het werk is, stuur dan een mail naar os@wepaypeople.nl.

CAO loonmutaties 1 september 2021

In elke cao worden afspraken gemaakt over (mogelijke) loonmutaties die plaatsvinden gedurende de looptijd van een cao. Deze afspraken kunnen invloed hebben op de beloningen van onze medewerkers. Daarom publiceren wij elke nieuwe maand een overzicht van de nieuwe loonmutaties. Zo weet jij altijd hoe het zit.

Niet alle loonmutaties zijn verplicht. In het overzicht geven wij aan of het een verplichte mutatie betreft en/of deze valt onder de inlenersbeloning.

Heb je vragen over de (mogelijke) wijziging in de cao die bij jullie van toepassing is, of als deze wijziging van toepassing is voor een medewerker die via jou aan het werk is, stuur dan een mail naar os@wepaypeople.nl.

CAO loonmutaties 1 augustus 2021

In elke cao worden afspraken gemaakt over (mogelijke) loonmutaties die plaatsvinden gedurende de looptijd van een cao. Deze afspraken kunnen invloed hebben op de beloningen van onze medewerkers. Daarom publiceren wij elke nieuwe maand een overzicht van de nieuwe loonmutaties. Zo weet jij altijd hoe het zit.

Niet alle loonmutaties zijn verplicht. In het overzicht geven wij aan of het een verplichte mutatie betreft en/of deze valt onder de inlenersbeloning.

Heb je vragen over de (mogelijke) wijziging in de cao die bij jullie van toepassing is, of als deze wijziging van toepassing is voor een medewerker die via jou aan het werk is, stuur dan een mail naar os@wepaypeople.nl.

CAO loonmutaties 1 juli 2021