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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

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 EMEA Privacy Notice

We are People 2.0 Holding Netherlands BV (People2.0). This Privacy Notice provides information about the personal data we collect from you as a client representative, an employee or employee applicant, what we use that personal data for, and to whom we disclose it.

For purposes of this notice:

  • The words “our,” “us,” “we,” and “People2.0” refer to People2.0, our subsidiaries and other affiliates (which includes any person or entity that controls us, is controlled by us, or is under common control with us, such as our subsidiary, parent company, or our employees).
  • The term “employee” or ‘’you’’ refers to all employees, workers, directors, officers and Board members of People2.0. For the purposes of this Privacy Notice, it also refers to other consultants and individual contractors engaged by People2.0, even though they are not otherwise employees. ‘You’ may also refer to personal data you supply as an independent contractor in business of your own
  • The term “employee applicant” will refer to individuals who have submitted information, or have had information submitted, to 0 (such as a resume or job application) in order to apply to be a People2.0 employee or worker;
  • The term “personal data” means all information relating to an identified or identifiable person, for instance any information which relates to an identifiable, living individual and references one or more factors specific to their physical, physiological, mental, economic, cultural or social
  • The term “sensitive personal data” means personal data about physical or mental health, racial or ethnic origin, political or religious views or activities, trade union membership, sexual orientation or intimate sphere, social security measures, in some countries genetic data and biometric information, the commission or alleged commission of crime or related proceedings and sanctions, administrative proceedings and sanctions, personal data of children, and, in some countries, financial information. Sensitive personal data is usually subject to even stricter controls and protections.

Quickly go to
Compliance with Local Laws. 2
Who Is Controller of the Data Processing?. 2
What Personal Data Do We Collect and How Do We Collect It?. 3
What Do We Use the Personal Data For?. 4
Legal Basis for Processing Personal Data (EEA Employees Only). 5
Monitoring. 6
With Whom Do We Share Your Data?. 7
International Operations and Transfers Out of Your Home Jurisdiction. 7
How Do You Update Your Personal Data?. 8
How Can You Request Access to Your Personal Data?. 8
What Other Rights Do You have Over Your Personal Data?. 8
What data protection rights can you assert as a data subject?. 8
Where can you report a complaint?. 8
How Long Do We Retain Your Personal Data?. 9
Revisions to This Privacy Notice. 9

Compliance with Local Laws

This Privacy Notice is a general guide to how People2.0 treats employee and employee applicant personal data. You should be aware that data privacy laws can vary in different jurisdictions where People2.0 operates and has employees. People2.0’s policy is to comply with local laws, including requirements in certain countries that People2.0 notify its employees in that country of its personal data practices, and in some cases, obtain consent to those practices.

Where local laws are stricter than the policies described in this notice, People2.0 has adopted specific privacy practices in those locations to satisfy those stricter requirements. Where local laws are less strict than this policy, the protections described in this notice will apply.

Who Is Controller of the Data Processing?

Individual processing activities are performed internally by your employer. The controller for these internal data processing activities within the meaning of the GDPR* is solely your respective employer. Your employer could be:

  • Belgium 0 Belgium BB, Antwerp Bus Hse, Bredestraat 4, Antwerp 2000
  • Denmark 0 Denmark APS, c/o Automatikvej 1, 2860 Søborg
  • Finland 0 Finland Oy, C/O Azets Elielinaukio 5 B, 00100 Helsinki
  • Germany 0 Germany GmbH, Zimmerstr. 19, 10969 Berlin
  • Ireland Capital GES Limited, Ten Earlsfort Terrace Dublin 2 IE D02 T380
  • Norway TCP Norway AS, c/o Azets Insights AS, Drammensveien 151, 0277 Oslo
  • Netherlands People 0 Netherlands B.V, Donauweg 10, 1043 AJ Amsterdam, or its Dutch affiliate
  • Sweden 0 Sweden, Revisorerna SYD, Storgatan 22 A, SE-211 42 Malmo
  • Switzerland Capital GES SA, Av des Champs-Montants 12b, 2074 Marin-Epagnier
  • UK 0 UK Limited 60 Gainsford Street, London, SE1 2NY (hereinafter: “Employer”; together with P2.0 Global, “People2.0”, “we” or “us”).

Due to the structure of our group of companies, some corporate functions involving the processing of employee personal data are performed centrally by the head office for the employing company and the other affiliated companies. The controller for these centralized data processing activities in the sense of the GDPR* is solely:

People2.0 Global LLC, 222 Valley Creek Blvd #100, Exton, PA 19341 USA
(hereinafter “P2.0 Global”).

  • and FADP in Switzerland

What Personal Data Do We Collect and How Do We Collect It?

People2.0 collects and stores different types of personal data about employees and employee applicants such as:

  • Identification data – such as your name, gender, photograph, date of birth, employee identification number,
  • Contact details – such as home address, telephone, email addresses, and emergency contact
  • Employment details – such as job title/position, office location, hire dates, employment contracts, compensation, performance and disciplinary records, grievance procedures, sickness and holiday
  • Educational and professional background – such as academic/professional qualifications, education, CV/résumé, reference letters and interview notes, criminal records data (for vetting purposes, where permissible and in accordance with applicable law).
  • National identifiers – such as national ID/passport, immigration status and documentation, visas, social security numbers (US only), national insurance
  • Spouse, beneficiary & dependents information, marital
  • Financial information – such as banking details, tax information, payroll information, withholdings, salary, benefits, expenses, company allowances, stock and equity
  • IT information – information required to provide access to 0’s IT systems and networks such as IP addresses, log files, login information, software/hardware inventories. For further information about how we process IT information, see our “Monitoring” section below.
  • Health information – such as information about short- or long-term disabilities or illnesses that you might share with your HRBP or manager, particularly in relation to any leave of absence you may need to
  • Other information you choose to share with us – g. hobbies, social preferences, etc.

We may also collect certain demographic data that qualifies as sensitive personal data, such as race, ethnicity, religious affiliation, union membership, sexual orientation, and disability to help us understand the diversity of our workforce. This information, when collected, is generally done so on a voluntary consensual basis, and employee and employee applicants are not required to provide this information, unless it is necessary for us to collect such information to comply with our legal obligations.

Most often, the personal data we collect from employees and employee applicants is collected from them directly. In some cases, we may collect personal data about employees and employee applicants from third parties, for example, identification and contact details when that data was passed to us by a third party such as a recruitment or staffing agency or the client for whom the employee will be providing services in order to contact you, or carry out checks that are necessary for the role to be performed by the employee. In most circumstances, your permission will be given before we collect personal data about you from a third party.

If we ask you to provide any other personal data not described above, then the personal data we will ask you to provide, and the reasons why we ask you to provide it, will be made clear to you at the point we collect it.

What Do We Use the Personal Data For?

People2.0 uses and discloses the personal data that we collect primarily for the purposes of managing our employment relationship with you, complying with regulatory requirements, along with other business purposes.

Sole responsibility of the Employer:

The Employer processes your personal data for the following purposes:

  • Entering into a contract of employment or contract of services with you, personnel planning and personnel management (including transfer and promotion, accounting and payment of your remuneration and compensation, organization of your (official) travel and reimbursement of your (travel) expenses and other company-related expenses, management of your sick leave and vacation, management of employee contributions and social security contributions, implementation of employment contracts (time recording, measurement, evaluation and remuneration of work performance, company care and prevention management, organization and implementation of (employee) events.
  • health and safety at work (including contacting your relatives in case of emergency, checking workplaces or work sites regarding health and safety at work to meet health requirements).

P2.0 Global processes your personal data for the following purposes:

  • determining eligibility for hiring, including the verification of references and qualifications and, where permitted by law, administering background checks;
  • administering payroll and benefits as well as processing employee work-related claims (e.g., worker compensation, insurance claims, etc.) and leave of absence requests;
  • establishing training and/or development requirements;
  • reviewing work performance and determining performance requirements;
  • disciplinary actions or termination;
  • establishing emergency contacts and responding to emergencies;
  • complying with laws and regulations (e.g. labor and employment laws, health and safety, tax, anti-discrimination laws), under judicial authorization, or to exercise or defend legal rights;
  • compiling internal directories, such as employee directories;
  • to detect fraud or other types of wrongdoing;
  • IT security and administration; and
  • for other legitimate purposes reasonably required for day-to-day operations, such as accounting, financial reporting and business planning.

We may also use your personal data for other lawful purposes which we will tell you about, and provided that we get your consent to that use, if required by law to do so.

Legal Basis for Processing Personal Data (EEA Employees Only)

If you are an employee in the European Economic Area (EEA), our legal basis for collecting and using the personal data described above will depend on the personal data concerned and the context in which we collect it. We process your personal data based on the provisions of the GDPR and all other relevant national laws.

Primarily, the data processing serves the purpose of establishing, performing and terminating the employment relationship. The legal basis for this is Art. 6 (1) b GDPR in conjunction with the relevant national laws.

We also process your data in order to be able to fulfill our legal obligations as an employer, in particular in the area of tax and social security law. This is done on the basis of Art. 6 (1) c GDPR in conjunction with the relevant national laws.

Furthermore, we process your data in order to protect legitimate interests of us or of third parties (e.g. authorities). Such a legitimate interest exists, in particular if the processing of your data is necessary for the investigation of criminal or administrative offences, for an intra-group data exchange for administrative purposes or, in the case of centralized corporate functions, or for the maintenance of operational safety and order, the prevention of legal violations or law enforcement (legal basis Art. 6 (1) f GDPR).

As far as special categories of personal data are processed according to Art. 9 (1) GDPR, this serves the exercise of rights or the fulfillment of legal obligations arising from labor law, social security law and social protection within the framework of the employment relationship (e.g. disclosure of health data to the health insurance company). This is done on the basis of Art. 9 (2) b GDPR in conjunction with the relevant national laws. In addition, the processing of health data may be necessary for the assessment of your ability to work pursuant to Art. 9 (2) h GDPR. In addition, the processing of special categories of personal data may be based on consent pursuant to Art. 9 (2) a GDPR. If we ask you to provide personal data to comply with a legal requirement or to perform a contract with you, we will make this clear at the relevant time and let you know whether the provision of your personal data is mandatory or not (as well as the possible consequences if you do not provide it). In the context of your employment, you must provide the personal data that is required for the establishment, performance and termination of the employment relationship and the fulfillment of the associated contractual obligations, or which we are required to collect by law. Without this data, we will not be able to perform the employment contract with you.

Similarly, if we collect and use your personal data in reliance on our legitimate interests (or those of a third party) that are not listed above, we will make clear to you at the relevant time what those legitimate interests are.

If you have questions about or need further information concerning the legal basis on which we collect and use your personal data, please contact us using the contact details provided in the “Questions?” section below.

Monitoring

Subject to local laws, People2.0 physically and electronically monitors its offices, and use of our IT and communications systems, for specific purposes. For example, we may monitor employees’ activity and presence in our offices with badge readers, sign-in sheets, and surveillance cameras. We generally do these things to prevent unauthorized access to our offices, to data, and to protect employees, authorized visitors, and our property.

People2.0 may also monitor or record activity on our IT and communications systems and network, such as internet traffic, website filtering, email communications or systems accessed.

Where permitted by law, we may also carry out monitoring for other purposes such as:

  • Proof of business transactions and archiving;
  • Training and evaluation of employees;
  • Protection of confidential information, intellectual property and other business interests;
  • To investigate breaches of 0 policies and procedures, or other unlawful or improper acts;
  • For compliance with a legal obligations;
  • Other legitimate purposes as permitted by applicable

In the process of monitoring People2.0’s offices, systems, network and work-related activities, we may come across employees’ or employee applicants’ personal data. Monitoring will be done in a manner that is proportionate and only as required or permitted by applicable law. People2.0 will always strive to respect employees’ reasonable privacy expectations. All People2.0 employee work products as well as tools used to generate that work product, wherever stored, belongs to People2.0 and we may review and monitor them for the purposes described above.

With Whom Do We Share Your Data?

We take care to allow your personal data to be accessed only by those who really need to in order to perform their tasks and duties, and to third parties who have a legitimate purpose for accessing it.

We may share your personal data with other employees, other People2.0 group companies, contractors, consultants and service providers who require the data to assist People2.0 to establish, manage or terminate your employment with People2.0, including parties that provide products or services to us or on our behalf and parties that collaborate with us to provide services to you. For example, we engage third parties such as employee benefit plan providers, payroll support services and employee travel management services. In some cases, these parties may also provide certain IT and data processing services to us so that we can operate our business. When we share personal data with these parties, we typically require that they use or disclose that personal data only as instructed by People2.0 and in a manner consistent with this Privacy Notice. We also enter into contracts with these parties to make sure they respect the confidentiality of your personal data and have appropriate data security measures in place.

If we go through a corporate sale, merger, reorganization, dissolution or similar event, personal data we gather from you may be transferred in connection with such an event. Any acquirer or successor of People2.0 may continue to use the data as described in this notice provided that the acquirer or successor is bound by appropriate agreements or obligations and may only use or disclose your personal data in a manner consistent with the use and disclosure provisions of this notice, or unless you consent otherwise.

We may also disclose your personal data to a third party under the following circumstances:

  1. if we in good faith believe we are compelled by any applicable law, regulation, legal process or government authority;
  2. where necessary to exercise, establish or defend legal rights, including to enforce our agreements and policies;
  3. to protect 0’s rights or property;
  4. in connection with regular reporting activities to other members of the 0 corporate family;
  5. to protect 0, our other customers, or the public from harm or illegal activities;
  6. to respond to an emergency which we believe in good faith requires us to disclose data to prevent harm; or
  7. with your

International Operations and Transfers Out of Your Home Jurisdiction

Your personal data may be collected, used, processed, stored or disclosed by us and our service providers outside your home jurisdiction, including in the U.S., Australia, UK, and in some cases, other countries. These countries may have data protection laws that are different than the laws of your country. People2.0 only transfers personal data to another country, including within the People2.0 corporate family, in accordance with applicable privacy laws, and provided there is adequate protection equivalent to the EU in place for the data.

People2.0 has established and implemented a Master Data Transfer Agreement (MDTA) for international transfers between People2.0 entities in the European Union and People2.0 entities elsewhere. The MDTA leverages the EU, Swiss, & UK Standard Contractual Clauses (SCCs) as a transfer mechanism. Our MDTA and the SCCs can be provided on request.

How Do You Update Your Personal Data?

It is important that the information contained in our records is both accurate and current. To request an update to your personal data, please send a request to dataprotection@people20.com

For employees of People2.0 Germany GmbH, questions or inquiries about employee-related privacy issues can be directed to the appointed DPO: E: datenschutz@slk-compliance.de, T: +4935189676360.

For employees of Capital GES SA, questions or inquiries about employee-related privacy issues can be directed to the appointed DPO: E: dorthe@jmrlegal.ch, T: +41213481111.

How Can You Request Access to Your Personal Data?

You have the right to see and/or update personal data that we hold. You should direct your requests to dataprotection@people20.com.

What Other Rights Do You have Over Your Personal Data?

In addition to being able to update, correct, and access your personal data, you may also have other data protection rights.

What data protection rights can you assert as a data subject?

You have the right to request information about your personal data processed by us. In particular, you may request information about the processing purposes, the category of personal data, the categories of recipients to whom your data has been or will be disclosed, the planned storage period, the existence of a right to rectification, erasure, restriction of processing or objection, the existence of a right of complaint, the origin of your data, if it was not collected by us, as well as the existence of automated decision- making, including profiling and, if applicable, meaningful information about its details.

According to the applicable laws, you may immediately request the correction of incorrect or completion of your personal data stored by us. You may have the right to request the deletion of your personal data stored by us, unless the processing is necessary for the exercise of the right to freedom of expression and information, for compliance with a legal obligation, for reasons of public interest or for the establishment, exercise or defense of legal claims.

Based on the applicable laws, you may have the right to request the restriction of the processing of your personal data, insofar as the accuracy of the data is disputed by you, the processing is unlawful, but you object to its erasure and we no longer need the data, but you need it for the assertion, exercise or defense of legal claims or you may have objected to the processing.

According to the applicable laws, you may have the right to receive your personal data that you have provided to us in a structured, common and machine-readable format or to request that it be transferred to another controller.

Based on the applicable laws, you may have the right to revoke your consent at any time. This has the consequence that we may no longer continue the data processing, which was based on this consent, for the future.

Based on the applicable laws, If we process your data to protect legitimate interests, you may object to this processing for reasons arising from your particular situation. We will then no longer process your personal data unless we can demonstrate compelling legitimate grounds for the processing which override your interests, rights and freedoms, or the processing serves the assertion, exercise or defense of legal claims.

Where can you report a complaint?

According to the applicable law, you may also have the right to lodge a complaint about the processing of your personal data by us with a supervisory authority, in particular in the member state of your habitual residence, your place of work or the place of the alleged infringement, if you believe that the processing of personal data concerning you violates the applicable law.

How Long Do We Retain Your Personal Data?

We will keep your personal data for as long as is needed to carry out the purposes we’ve described above, or as otherwise required by law. Generally, this means we will keep your personal data until the end of your employment with us, plus a reasonable period of time after that where necessary to respond to any employment inquiries, deal with legal, tax, accounting or administrative matters, or to provide you with ongoing pensions or other benefits.

Where we have no continuing legitimate business need to process your personal data, we will either delete or anonymize it or, if this is not possible (for example, because your personal data has been stored in backup archives), then we will securely store your personal data and isolate it from any further processing until deletion is possible.

Revisions to This Privacy Notice

We may, from time to time, make updates or changes to this Privacy Notice because of changes in applicable laws or regulations or because of changes in our personal data practices. We will give you notice of any material changes that impact your personal data, and where consent is necessary to make a change apply to our practices with respect to your personal data, we will not apply the changes to your personal data until we have that consent.

PDF Download: People2.0 EMEA Privacy Notice

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 2023

June 30, 2023

Introduction

This statement is published on behalf of P20 ESG Acquisition Group Pty Ltd and its subsidiaries’ (“People2.0 Group”) commitment to eliminating the exploitation of people under the Modern Slavery Act 2018 (Cth) (the Act). People2.0 Group is committed to supporting ethical and compliant practices in the provision of our services. This statement is published in accordance with section 12 of the Act. References to “People2.0 Group” we,” “us,” or “our” are to the aforementioned named entities.

Our organisational structure

People2.0 Group is part of the People2.0 global group, a contingent workforce specialist provider operating through a number of separately constituted and regulated legal entities which provide contractor management solutions for recruitment agencies, large corporates, small to medium enterprises, consultancies and independent contractors in accordance with the relevant laws of the jurisdictions in which they respectively operate. People2.0 Group combines unmatched industry knowledge, an outstanding compliance record and superior customer service to simplify processes and ease the complexities associated with flexible work arrangements. Further information about the People 2.0 global group, including information on the countries in which we operate, can be found on our website at https://www.people20.com/.

Our head office is in the US and our APAC regional office is located in Melbourne, Australia.

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, agencies 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.

We understand whether as a client or as a supplier, there is always some risk that may contribute to modern slavery practices. We expect our suppliers to commit to ethical standards and to operate in an ethical, legally compliant and professional manner. We also expect our suppliers to promote compliant employment practices based on honesty and integrity and aim to provide a quality trustworthy service.

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 Modern 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 our 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 labour hire 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

  • assessment of working environments

  • adherence to minimum wage regulations

  • regular communication and contact with contractors, agencies and clients

  • adherence to working time regulations

  • requiring contractual commitments from our partners to modern slavery legislation

Due diligence process for slavery and human trafficking

As part of our initiative to identify and mitigate risk, we have a legal team based in Australia and work closely with local lawyers in each jurisdiction in which we operate to ensure that we are engaging contractors compliantly, in line with local labour laws. Our legal team works 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

  • Mitigate the risk of slavery and human trafficking occurring in our supply

  • Monitor potential risk areas in our supply

  • Protect against illegal working

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.

Below are the steps taken within the business to support Modern Slavery compliance practices:

Review of our suppliers

Requesting our current and prospective suppliers to provide information to understand their processes and commitment to address modern slavery risks. We have enhanced our own

procedures to mitigate modern slavery risks and reviewed the standard supplier agreement to include specific references to modern slavery law compliance.

Client due diligence cooperation

People2.0 Group clients operate globally in many industries. We are committed to complying with our clients’ own practices on the prevention of modern slavery. People2.0 Group has participated in our clients’ audits of their respective supply chains and provides ongoing support to ensure our clients’ continued compliance and continuous improvement.

Employees to raise concerns under the Whistle Blower Policy

People2.0 Group is committed to promoting a culture of honest and ethical behaviour, corporate compliance and good corporate governance by providing a convenient and safe reporting mechanism. Modern slavery non-compliance can be reported by employees through the People2.0 Group whistle blower policy and procedure. The policy ensures that any reports of potential misconduct are dealt with discreetly and appropriately and that employees are protected from victimisation and retaliation.

Training

To ensure that People2.0 Group staff are aware of our commitment to comply with Modern Slavery laws, Modern Slavery training has been delivered to our internal customer delivery team. We will roll out this training to the rest of the business to ensure a high level of understanding of the risks of modern slavery and human trafficking in our supply chains and our business.

Risk assessment & measuring effectiveness

People2.0 Group regularly assesses the risks of non-compliance when engaging with new business deals, to ensure we provide 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 Group measures 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.

Future steps and review

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

This statement has been approved by the Board of Directors of P20 ESG Acquisition Pty Ltd on 30 June 2023.

Further information

For further advice please contact the Legal and Compliance Department or email compliance.apac@people20.com.

If you would like to download a copy of our Modern Slavery Statement please click here.

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