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Privacy
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 Notice explains how People2.0 collects, uses, store, and disclose Personal data from individuals who interact with us.
For purposes of this notice, “People2.0” means People2.0 Global, LLC and its subsidiaries and affiliates.
People2.0 collects and uses the following categories of personal information:
People2.0 collects and uses the information described above only for business purposes in relation to your employment, application for employment, independent contractor eligibility status or independent contractor relationship. Such purposes may include, as applicable:
People2.0 retains your personal information for as long as reasonably necessary to fulfill the purpose(s) for which People2.0 collected such information as described in this notice, or for as long as People2.0 is legally required to retain such information under applicable law:
People2.0 maintains a variety of organizational and technical measures to protect it against unauthorized or unlawful processing, as well as against accidental loss, destruction, or damage.
People2.0 does not sell or market your personal information.
Within People2.0, your personal information is only accessed by employees who have a need to know in the course of their duties.
People2.0 may share your personal information, in relation to your employment, contract or application, with third parties including Service Providers, defined as any person or organization that processes personal information on behalf of People2.0 in the context of a service agreement, to: (a) facilitate one or more uses identified above, (b) facilitate a sale, assignment or transfer of all of part of People2.0’s business, or (c) comply with other legal requirements.
Your personal information may be processed, transferred, and stored in Canada, the U.S., the EU/EEA, UK, or in another country.
You may have certain rights with respect to accessing and controlling your personal information, including rights concerning the collection, use, and sharing of your data. To the extent that we are legally or otherwise obligated to fulfill one or more of the following requests on the basis of your legal right(s) to cause us to do so, you may exercise any of the rights described in this section by submitting a request through our Data Request Form (at the bottom of People 2.0’s page for the California Consumer Privacy Act page), if applicable, or via privacy@People20.com.
Please visit https://www.people20.nl/privacy-center/ to review all of our privacy notices.
If you have any questions regarding the information contained in this notice or have concerns about the use of your personal information at People2.0, please contact privacy@People20.com.
In order to keep this Notice in line with legal or regulatory obligations or to update the manner in which we manage your personal information, we may occasionally amend this Notice. To stay up to date with the content of this Notice, we encourage you to refer back to it on a regular basis.
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.
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
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.
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:
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”).
People2.0 collects and stores different types of personal data about employees and employee applicants such as:
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.
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:
P2.0 Global processes your personal data for the following purposes:
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.
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.
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:
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.
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:
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.
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.
You have the right to see and/or update personal data that we hold. You should direct your requests to dataprotection@people20.com.
In addition to being able to update, correct, and access your personal data, you may also have other data protection rights.
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.
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.
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.
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 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
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.
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
Information and Communications
Employment
Other
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 on this accessibility plan or to request accessible forms of this or other documents, please contact the HR Department at HRCanada@people20.com.
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?
Your personal information will be collected and handled by us for the following purposes:
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:
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:
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.
June 30, 2024
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.
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.
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.
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:
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:
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:
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.
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.
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.
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.
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.
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.
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 June 25, 2024.
For further advice please contact the Legal and Compliance Department or email compliance.apac@people20.com.
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.
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.
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.
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:
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.
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.
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.
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.
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.
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