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Privacy Notice for Employment Applicants, Employees, and Independent Contractors

August 1, 2024

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:

  • Contact and personal information, including name, email address, phone number, and additional personal information disclosed in response to an advertisement and/or through submission of a job application, such as home or mailing address, educational information, and work history. People2.0 may also collect additional personal information from your publicly available social media profile, such as your LinkedIn profile and/or your personal website, plus additional contact information such as emergency contact information and spouse and dependent contact information.
  • Background information, including resume, letters of recommendation, and information needed to perform a background check, or information discovered during a background check.
  • Governmental identifiers necessary to perform your duties through your employment or contract with People2.0, including national identification number, work permit, social security number (SSN), passport numbers, driver’s license number, tax ID number (TIN) or any other necessary government identification number.
  • Employment information, including application for employment, offer letters, transition notices, job title, performance evaluations, time records, time-off or leave records, training records, disciplinary records, vehicle details, photographs, policy acknowledgments, agreements, union affiliation, and any personal information you input on People2.0 property.
  • Financial & insurance information, including bank account details, salary, bonuses, compensation plans, tax information, retirement account information, certificates of insurance (COI) and any other information required to administer payroll, taxes, expense reimbursements, and benefits.
  • Your use of People2.0 systems to ensure systems’ integrity and protection of confidential information, including systems access records, geolocation data, IP addresses, browsing or search history, and electronic communications/content created, stored, or transmitted to People2.0 systems or on People2.0 systems.
  • Other personal information, where it is necessary in the context of your employment or contract, including date of birth, citizenship status, preferred language, preferred names, gender, marital status, birthdate, medical information and workers compensation information.
  • California residents must visit People2.0’s California Consumer Privacy Act Notice (CCPA)

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:

  • To communicate with the applicant (pre-employment and post-employment) for informational and emergency communications purposes. This communication may take place via telephone, text, or email (personal email addresses).
  • To evaluate an applicant’s job application and suitability for employment with People2.0.
  • To inform you of new jobs and or roles that you may qualify for.
  • To fulfill/manage the terms and conditions of an employee relationship with People2.0.
  • To determine applicants’ eligibility status as an independent contractor
  • To fulfill/manage the terms and conditions of an independent contractor relationship with People2.0.
  • To maintain information regarding employee work history.
  • To detect security incidents and protect against malicious, deceptive, and fraudulent activity.
  • To ensure compliance with People2.0 policies and to comply with legal requirements, including but not limited to record retention requirements, conducting sanction list screenings, and to assist People2.0 in the defense of legal claims.

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:

  • Personal information submitted in support of an application for employment becomes part of your personnel file if you are hired.
  • 0 may process your information after your employment concludes or contractual relationship ends in order to:
    • support compliance requirements with applicable law;
    • respond to legally issued subpoenas and other requests for information;
    • comply with reporting and recordkeeping legal requirements;
    • and/or prosecute or defend against any legal claims or actions, whether potential, threatened, or actual;
    • respond to data subject access requests.

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.

  • Update your personal information. You may ask us to correct inaccurate or incomplete personal information about you.
  • Right to access your personal information. You have the right to obtain a copy of your personal information in our possession. You may also have the rights to request a copy of personal information that you provided to us in machine-readable form, and to request that we transfer this information to another Service Provider if technically feasible to do so. We will respond within the timeline required by applicable law either to provide you access to your personal information or to ask for an extension if it is necessary to retrieve it or to provide reasons in case we are precluded from providing it. For example, we could not provide you access to your personal information if doing so revealed someone else’s personal information without consent.
  • Right to request deletion of your data.Under certain circumstances, you may have the right to ask us to erase or delete some or all of your personal information.
  • Right to object to, withdraw consent to, or limit use of your information.You may have the right to ask us to stop using some or all of your personal information for certain purposes
  • You may also have the right to limit the ways we use your personalinformation
  • Right to file a complaint with a supervisory authority. Depending on your legal jurisdiction, you may have the right to file complaints about our information processing activities with the relevant data protection authority.
  • Options to opt-out of receiving further communications.

Please visit https://www.people20.co.il/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.

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

June 30, 2024

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 chains.
  • Mitigate the risk of slavery and human trafficking occurring in our supply chains.
  • Monitor potential risk areas in our supply chains.
  • Protect against illegal working practices.

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.

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 June 25, 2024.

Further information

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