A follow-up on this subject in the light of comments from our
solicitors.
Although there is technically a time limit of three months
on someone claiming discrimination in the recruitment process,
the tribunal that handles these claims can extend that limit.
In recent cases apparently quite generous extensions of time
have been allowed, and so in reality cases can be brought months
or even years after the three month time limit.
So the advice we have received is that we should keep recruitment
papers for 12 months from the date on which the appointment is
made in writing. Only after that would the EO data be anonymised.
Obviously I accept this legal advice, but I certainly think it
is important that applicants must be made aware of retention
periods on the application forms that they have to complete. And
as David Wyatt has observed, this never seems to get a mention!!
Best wishes,
Adrian
At 14:58 01/07/01 +0100, you wrote:
><snip>
>Some employment application forms I have seen have an optional question
>seeking such data from individuals and advising the reason it is required as
>Equal opportunities stats purposes. None seem to mention the potential
>retention periods. Should they, given the definition of 'explict consent'
>seems to require full transparency of the processing intended?
______________________________________________________________________
Adrian Tribe <[log in to unmask]>
Web Editor, Birkbeck College, University of London
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