We weren't going to send out the list. We were thinking of having a
single centrally held list to which each office would add the names of
any staff they had sacked or seriously disciplined. Then whenever they
were recruiting, they would send through the names of any applicants at
interview stage to be checked against the centrally held list.
-----Original Message-----
From: This list is for those interested in Data Protection issues
[mailto:[log in to unmask]] On Behalf Of [log in to unmask]
Sent: 02 September 2005 07:45
To: [log in to unmask]
Subject: Re: [data-protection] "Do not re-employ" Lists
In a message dated 01/09/05 16:31:19 GMT Daylight Time,
[log in to unmask] writes:
> Unfortunately, the miracle of modern technology does not extend in our
> case to a centralised HR function. Each and every office/teaching
> centre, of which there were 212 at the last count, in 110 countries
> worldwide, has their own personnel records and they are not accessible
> outside of that office. So short of contacting every office, there is
> no way of checking whether someone has been previously employed.
---------
In which case keeping such a list would be pointless. Unless you were
going to send an updated copy of the list (each time someone is added to
it) to each office. In that case, please remember Principle 8 as well
as the other seven. Presumably there is a reason the other offices do
not send you information about their personnel - perhaps there is a law
in that country which prevents it?
IMHO, such a list could be lawful provided the 8 Principles are adhered
to.
I would imagine a fair processing statement on the offer of employment
and another when they leave, along with written procedures on how the
policy should be applied, would sort out the problem.
Ian B
Ian Buckland
Keep I.T. Legal Ltd
(Reg: 3822335)
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