The 1st principle specifies that processing must be fair and lawful. This
requires informing individuals when info is obtained from them about the
purposes their info will be used for and any disclosures which will be made.
There should be no surprises e.g an individual who agred to their c.v to be
put forward for one particular post should not find it has been widely
circulated. In addition, any processing (the definition includes disclosing)
must meet one of the conditions specified in schedule 2. Examples are that
the individual has consented or that the processing is necesary for the
performance of a contract to which the individual is a party.
Possible penalties are a fine and/or enforcement action by the Information
Commissioner. In practice, the latter is only likely to arise as a result of
complaints by individuals
Gail Waters
DP Coordinator
Open University.
> -----Original Message-----
> From: Hugo Brown [SMTP:[log in to unmask]]
> Sent: 07 June 2001 13:17
> To: [log in to unmask]
> Subject: Data Protection requirement
>
> I am a Director of Acumin, a security specific recruiter in the UK and
> have
> built our reputation on quality rather than volume.
>
> As you are no doubt aware, Security is a booming area for larger, more
> volume orientated recruiters and they, unfortunately, seem to think that
> mailshotting CV's without the candidates permission is "good practice".
>
> In short, we want to put a stop to it and wondered if any of you knew what
> areas of the DPA this sort of practice compormised and the likely penalty
> for these recruiters when the government start to enforce the DPA more
> than
> they do now.
>
> Any help would be appreciated.
>
> Hugo Brown
> [log in to unmask]
> 020 7791 3377
>
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