This notice makes additional disclosures to applicants for employment with Project AWARE Foundation (the “Foundation”) who are California residents, pursuant to the California Consumer Privacy Act of 2018, as amended (the “CCPA”).  The Foundation collects personal information relating to its candidates for employment to manage the recruitment process. The organization is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations.

What personal information does the Foundation collect about applicants for employment?

The Foundation collects a range of information about you. This includes:

• your name, address and contact details, including email address and telephone number, date of birth and gender;
• details of your qualifications, skills, experience and employment history, including start and end dates, with previous employers and with the organization;
• information about your nationality and entitlement to work in the United States of America;
• information about your criminal record (if relevant)
• information about medical or health conditions, including whether or not you have a disability for which the organization needs to make reasonable adjustments; and
• equal opportunity employment monitoring information, including information about your ethnic origin as disclosed by you.

The organization collects this information in a variety of ways. For example, data is collected through resumes, obtained from your passport or other identity documents such as your driving license; from forms completed by you during the recruitment process; from correspondence with you; or through interviews, meetings or other assessments.

In some cases, the organization collects personal data about you from third parties, such as references supplied by former employers and background check results. The organization seeks information from third parties with your consent only.

For what purposes does the Foundation collect this personal information?

The organization needs to process data to complete the recruitment process and to enter into an employment relationship with you.  For example, it needs to process your data to conduct pre-employment screening or to comply with EEOC data collection requirements.

In some cases, the organization needs to process data to ensure that it is complying with its legal obligations. For example, it is required to check an employee's entitlement to work in the United States.

The organization may also process candidate for employment personal information in order to:

• run recruitment processes;
• maintain accurate and up-to-date employment records and contact details and records of candidate statutory rights;
• obtain occupational health advice, to ensure that it complies with duties in relation to individuals with disabilities or meet its obligations under health and safety law;
• ensure effective general HR and business administration;
• respond to and defend against legal claims; and
• maintain and promote equality in the workplace.

Issue date: January 2020