SAFEGUARDING POLICY

Statement of Purpose

Konnect With Sport (the Organisation, we, our or us) is committed to preventing and responding to risks of harm to and promoting the welfare of all children and adults at risk that we work with (i.e. as Konnect With Sport’s clients). These individuals are referred to as the ‘Beneficiaries’ of this Safeguarding Policy.
We recognise the importance of this commitment to safety and welfare and, further, are committed to safeguarding all Beneficiaries without discrimination due to an individual’s age, disability, race, religion or belief, sex, gender reassignment, pregnancy or maternity leave status, marriage or civil partnership status, or sexual orientation.
This Safeguarding Policy is based on the safeguarding laws of England, Wales, and Scotland, including related guidance issued by the UK Government and relevant governmental departments, agencies, and public bodies. If this Policy is at any time inconsistent with this body of law, Konnect With Sport will act to meet the requirements of up-to-date safeguarding laws in priority to the requirements set out in this Policy.
Konnect With Sport has implemented this Safeguarding Policy in order to meet its obligations as a childcare provider.
Any questions in relation to this Policy should be referred to Kieran Wells - DSL in the first instance, by emailing konnectwithsport@outlook.com or by contacting 07730445442.

Scope of this Safeguarding Policy

This Policy explains key aspects of how Konnect With Sport prevents harm in relation to its Beneficiaries via its practices and its Staff Members’ conduct.
This Safeguarding Policy covers the organisation and operation of all of Konnect With Sport’s activities involving children and adults at risk (i.e. our Relevant Activities). These primarily include:
1. Running school holiday sports activities.
This Policy’s guidelines and obligations apply to all individuals working for or acting on behalf of Konnect With Sport in the UK at all levels, including senior managers, officers, employees, consultants, trainees, homeworkers, part-time and fixed-term workers, casual workers, agency workers, volunteers, and interns (collectively ‘Staff Members’).
This Policy does not form part of any contract of employment or similar and Konnect With Sport may amend it at any time at our absolute discretion.

Defining Safeguarding

‘Safeguarding’ is an umbrella term that refers to work (e.g. practices and procedures) aimed at preventing or responding to harm or risks of harm posed to vulnerable individuals, and at promoting these individuals’ wider welfare. Safeguarding is particularly important for children and adults at risk. Most safeguarding legal obligations relate to the care of these groups and these are the groups to whom the protections set out in this Policy apply. For safeguarding purposes:
1. Children are individuals younger than 18 years old.
2. Adults at risk are individuals 18 years old or over (in England and Wales) or 16 years old or over (in Scotland) who have care and/or support needs and who are, because of these needs, unable to protect themselves from harm (e.g. due to illness or disability). This need not be on a permanent basis.
The commitments and practices contained in this Safeguarding Policy apply to the safeguarding of Konnect With Sport’s Beneficiaries from harm caused by either:
1. The activities and practices of Konnect With Sport and any conduct of its Staff Members, or
2. People and situations outside of Konnect With Sport’s and its Staff Members’ control, where Konnect With Sport’s Staff Members are aware of, ought to be aware of, or reasonably suspect the risks posed by a situation.
For the purposes of this Policy, a ‘Safeguarding Concern’ is any conduct or situation that is known or reasonably suspected by a Staff Member or another party that risks violating the safeguarding commitments set out above.

Key Measures that Konnect With Sport is Committed to Implementing and Maintaining to Safeguard its Beneficiaries

Following applicable local safeguarding arrangements when safeguarding children. These arrangements include leadership and guidance issued by the safeguarding partners for a local area (i.e. the local authority, chief officers of police, and a clinical commissioning group).
Following applicable leadership and guidance provided by local Safeguarding Adults Boards when safeguarding adults.
Complying with specific safeguarding obligations for childcare providers, including:
1. Complying with relevant statutory regulations, for example, the Statutory Framework for the Early Years Foundation Stage (when caring for children up to 5 years of age) and The Childcare (General Childcare Register) Regulations 2008 (when caring for children under 8 years old).
2. Making appropriate registrations with Ofstead.
3. Ensuring that Staff Members are aware of potential signs of child abuse and neglect and understand what actions to take to protect children in situations of suspected abuse or neglect.
4. Having due regard to the need to prevent people from being drawn into terrorism (i.e. meeting the ‘Prevent’ duty imposed by the Counter-Terrorism and Security Act 2015) by, for example, providing Staff Members with training on recognising signs of radicalisation and on responding to these.
Ensuring that Staff Members are trained to, and encouraged to, report any Safeguarding Concerns that they identify. Staff Members will be encouraged to follow Konnect With Sport’s safeguarding reporting procedures as closely as possible when reporting concerns (set out below under the heading ‘Procedures: Reporting’).
Ensuring that all Staff Members listen to all safeguarding-related queries and concerns raised by other Staff Members, Beneficiaries, or relevant other parties, with respect and professionalism. Staff Members should be trained how to, and encouraged to, then assist with reporting any such concerns via Konnect With Sport’s regular reporting procedures.
Ensuring that all reported Safeguarding Concerns are dealt with by appropriate individuals and teams and in accordance with Konnect With Sport’s relevant procedures (set out below under the heading ‘Procedures: Investigation and Response’).
Implementing and maintaining comprehensive, accessible, fair, and efficient procedures for Staff Members to use when reporting and dealing with Safeguarding Concerns. These procedures will be made known and easily accessible to all Staff Members.
1. Procedures will be designed to ensure all safeguarding issues are dealt with fairly and objectively even when allegations are made against one of Konnect With Sport’s Staff Members. Any such allegations will be treated in a manner that takes into account the gravity of the accusations, but which does not vilify or presume the guilt of an accused individual without a fair investigation.
2. Any reports that qualify as protected disclosures under whistleblowing law will be treated securely and in a protected manner in line with whistleblowing law.
Appointing Kieran Wells to hold responsibility for managing safeguarding policies and procedures within Konnect With Sport.
Following appropriate recruitment processes when recruiting new Staff Members, including volunteers. This includes:
1. Conducting all appropriate pre-employment checks (e.g. Disclosure and Barring Service (DBS) criminal record checks).
2. Ensuring new Staff Members take part in, and understand the content of, all necessary safeguarding training before having any contact with Konnect With Sport’s Beneficiaries.
3. Following Konnect With Sport’s policies and procedures on hiring and recruitment.
Providing appropriate safeguarding training for all relevant Staff Members. Every Staff Member should be provided with, and required to undertake, training that is appropriate to their role, responsibilities, and degree and type of contact with Beneficiaries. This should, where appropriate, include training on:
1. How to define and identify potential signs of different types of abuse, including physical abuse, emotional abuse, sexual abuse and exploitation, neglect, and others.
2. How to listen to and respond to concerns or disclosures about safeguarding issues during an initial conversation (e.g. how to explain when information can and cannot be kept confidential).
3. How to use Konnect With Sport’s safeguarding reporting procedures and when doing so is appropriate.
4. Which additional resources (e.g. policies, other supporting documents, or external educational resources) are available to ensure Staff Members remain informed about safeguarding.
Ensuring that all information related to Safeguarding Concerns, including the content of reported concerns as well as the personal data of anybody involved, is handled safely and securely. This involves:
1. Following the requirements set out by the UK’s data protection laws, including The UK General Data Protection Regulation (GDPR) and the Data Protection Act 2018.
2. Following Konnect With Sport’s data protection policies and procedures, including our Data Protection and Data Security Policy.
3. Providing Staff Members with training on data protection and privacy, where appropriate.
4. Ensuring Staff Members always have an identifiable point of contact for questions or concerns about data protection and privacy. This is currently Kieran Wells, who can be contacted by emailing konnectwithsport@outlook.com or at 07730445442.
5. Only sharing information about a Safeguarding Concern internally as far as is necessary to manage the concern for the relevant Beneficiary’s benefit.
Ensuring transparency and awareness regarding safeguarding information and procedures. For example, by:
1. Providing information to Beneficiaries about our safeguarding procedures so that they are aware of how to raise any concerns.
2. Ensuring all Staff Members are aware of safeguarding laws, Konnect With Sport’s safeguarding commitments and procedures, and Staff Members’ responsibilities in relation to these.
Regularly reviewing all safeguarding policies and procedures to ensure that they are up-to-date with safeguarding law and that they remain suitable for Konnect With Sport’s Relevant Activities and workforce, and meeting any review and evaluation requirements specific to Konnect With Sport’s industry and organisation type.

Staff Members’ Responsibilities

All Staff Members have a responsibility to promote the safety and wellbeing of all of Konnect With Sport’s Beneficiaries. This means that all of Konnect With Sport’s policies and procedures relevant to safeguarding and all UK laws relevant to safeguarding must be followed at all times. Specifically:
All Staff Members must contribute to upholding the key measures that Konnect With Sport has committed to taking to safeguard its Beneficiaries (set out above) to an extent that is appropriate for their role, responsibilities, and degree and type of contact with Beneficiaries. Specific ways that Staff Members should do this will be clarified during training. If a Staff Member is uncertain as to their responsibilities, it is their responsibility to raise this with Kieran Wells - DSL.
Staff Members must actively participate in all safeguarding training they are assigned and, if they do not understand any aspects of their training, must raise this with Kieran Wells - DSL.
Staff Members must never do anything to actively risk the safety or wellbeing of any of Konnect With Sport’s Beneficiaries. This includes, but is not limited to:
1. Subjecting them to or facilitating abuse of any sort.
2. Engaging in any sexual activity with children (i.e. anybody under the age of 18).
3. Participating in or facilitating any activities that may commercially exploit Beneficiaries. For example, failing to report suspected child labour or trafficking.
Staff Members must report all Safeguarding Concerns that they have regarding Beneficiaries, regardless of whether the concerns relate to potential wrongdoing of other Staff Members, other Beneficiaries, or external parties (e.g. parents, teachers, other organisations, or members of the public).

Procedures: Reporting

Staff Members will receive safeguarding training that should enable them to identify Safeguarding Concerns (e.g. suspected abuse, neglect, or threats to wellbeing) relevant to Konnect With Sport’s Beneficiaries.
If a Staff Member identifies a Safeguarding Concern, to report it they should:
1. For minor incidents complete a safeguarding incident form.
2. For serious safeguarding concerns, contact the designated safeguard lead immediately.
If a Staff Member feels unable to follow the above steps, they should report their Safeguarding Concern in a reasonable alternative manner. This may the case if, for example:
1. Following the above procedure would require disclosing the concern to somebody who is implicated in the Safeguarding Concern or who the Staff Member is otherwise uncomfortable contacting about this concern, or
2. The matter is time sensitive and involves a risk of serious harm to somebody, in which case contacting an external agency (e.g. the police, the ambulance service, or a mental health crisis line) or a more senior member of Konnect With Sport’s staff first may be more appropriate.

Procedures: Investigation and Response

Reported Safeguarding Concerns will be dealt with promptly by appropriate individuals within Konnect With Sport, in accordance with our safeguarding response procedures and safeguarding laws. Details of these procedures are available on request from Kieran Wells - DSL.
Staff Members who report a Safeguarding Concern will be kept informed about the progression of the matter they reported to an appropriate degree. Note that, depending on the nature of the concern and consequent investigations, some information about matters may be kept confidential and not shared with the reporter.
If a Staff Member is found to be in breach of this Safeguarding Policy or safeguarding law in general, they will be treated fairly and in line with Konnect With Sport’s Disciplinary Policy and/or Disciplinary Procedure.
Referrals or notifications to external organisations (e.g. police services, local authorities, or regulatory bodies) will be made when, and only when, this is appropriate, and will always be made in accordance with the law (e.g. data protection law).

Supporting Documents and Other Protections

Konnect With Sport has various other documents in place that support this Safeguarding Policy. These include:
1. Detailed safeguarding investigation and response procedures.
This Safeguarding Policy does not cover all of Konnect With Sport’s commitments relevant to protecting its Beneficiaries. We also have other policies in place that protect our Beneficiaries, Staff Members, and/or others. These include:
1. An Anti-Harassment and Bullying Policy.
2. A Data Protection and Data Security Policy.
3. A Disciplinary Procedure.
All of the policies, procedures, and other documents set out above are available on request from the person within the Organisation responsible for HR matters or via Staff Members’ line managers.

Attribution

This Safeguarding Policy was created using a document from Rocket Lawyer (https://www.rocketlawyer.com/gb/en).

Contact numbers:

Police: 101 (non-emergency) or 999 (emergency)

Anti-terrorist hotline: 0800 789 321

NSPCC: 0808 800 500

Ofsted: 0300 123 1231

This policy was adopted by: Konnect With Sport

Date: 28-09-24

To be reviewed: 28-09-25

DATA PRIVACY, PROTECTION AND SECURITY POLICY

Statement and Purpose of Policy

Konnect With Sport (the Employer) is committed to ensuring that all personal data handled by us will be processed according to legally compliant standards of data protection and data security.
We confirm for the purposes of the data protection laws, that the Employer is a data controller of the personal data in connection with your employment. This means that we determine the purposes for which, and the manner in which, your personal data is processed.
The purpose of this Policy is to help us achieve our data protection and data security aims by:
1. notifying our staff of the types of personal information that we may hold about them, our customers, suppliers and other third parties and what we do with that information;
2. setting out the rules on data protection and the legal conditions that must be satisfied when we collect, receive, handle, process, transfer and store personal data and ensuring staff understand our rules and the legal standards; and
3. clarifying the responsibilities and duties of staff in respect of data protection and data security.
This is a statement of policy only and does not form part of your contract of employment. We may amend this Policy at any time, in our absolute discretion.
For the purposes of this Policy:
1. Data protection laws means all applicable laws relating to the processing of personal data, including, for the period during which it is in force, the UK General Data Protection Regulation.
2. Data subject means the individual to whom the personal data relates.
3. Personal data means any information that relates to an individual who can be identified from that information.
4. Processing means any use that is made of data, including collecting, storing, amending, disclosing, or destroying it.
5. Special categories of personal data means information about an individual's racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership, health, sex life or sexual orientation and biometric data.

Data Protection Principles

Staff whose work involves using personal data relating to Staff or others must comply with this Policy and with the following data protection principles which require that personal information is:
1. processed lawfully, fairly and in a transparent manner. We must always have a lawful basis to process personal data, as set out in the data protection laws. Personal data may be processed as necessary to perform a contract with the data subject, to comply with a legal obligation which the data controller is the subject of, or for the legitimate interest of the data controller or the party to whom the data is disclosed. The data subject must be told who controls the information (us), the purpose(s) for which we are processing the information and to whom it may be disclosed.
2. collected only for specified, explicit and legitimate purposes. Personal data must not be collected for one purpose and then used for another. If we want to change the way we use personal data, we must first tell the data subject.
3. processed only where it is adequate, relevant and limited to what is necessary for the purposes of processing. We will only collect personal data to the extent required for the specific purpose notified to the data subject.
4. accurate and the Employer takes all reasonable steps to ensure that information that is inaccurate is rectified or deleted without delay. Checks to personal data will be made when collected and regular checks must be made afterwards. We will make reasonable efforts to rectify or erase inaccurate information.
5. kept only for the period necessary for processing. Information will not be kept longer than it is needed and we will take all reasonable steps to delete information when we no longer need it. For guidance on how long particular information should be kept, contact the Company Director .
6. secure, and appropriate measures are adopted by the Employer to ensure as such.

Who is Responsible for Data Protection and Data Security?

Maintaining appropriate standards of data protection and data security is a collective task shared between us and you. This Policy and the rules contained in it apply to all staff of the Employer, irrespective of seniority, tenure and working hours, including all employees, directors and officers, consultants and contractors, casual or agency staff, trainees, homeworkers and fixed-term staff and any volunteers (Staff).
Questions about this Policy, or requests for further information, should be directed to the Company Director .
All Staff have personal responsibility to ensure compliance with this Policy, to handle all personal data consistently with the principles set out here and to ensure that measures are taken to protect the data security. Managers have special responsibility for leading by example and monitoring and enforcing compliance. The Company Director must be notified if this Policy has not been followed, or if it is suspected this Policy has not been followed, as soon as reasonably practicable.
Any breach of this Policy will be taken seriously and may result in disciplinary action up to and including dismissal. Significant or deliberate breaches, such as accessing Staff or customer personal data without authorisation or a legitimate reason to do so, may constitute gross misconduct and could lead to dismissal without notice.

What Personal Data and Activities are Covered by This Policy?

This Policy covers personal data:
1. which relates to a natural living individual who can be identified either from that information in isolation or by reading it together with other information we possess;
2. is stored electronically or on paper in a filing system;
3. in the form of statements of opinion as well as facts;
4. which relates to Staff (present, past or future) or to any other individual whose personal data we handle or control;
5. which we obtain, is provided to us, which we hold or store, organise, disclose or transfer, amend, retrieve, use, handle, process, transport or destroy.
This personal data is subject to the legal safeguards set out in the data protection laws.

What Personal Data Do We Process About Staff?

We collect personal data about you which:
1. you provide or we gather before or during your employment or engagement with us;
2. is provided by third parties, such as references or information from suppliers or another party that we do business with; or
3. is in the public domain.
The types of personal data that we may collect, store and use about you include records relating to your:
1. home address, contact details and contact details for your next of kin;
2. recruitment (including your application form or curriculum vitae, references received and details of your qualifications);
3. pay records, national insurance number and details of taxes and any employment benefits such as pension and health insurance (including details of any claims made);
4. telephone, email, internet, fax or instant messenger use;
5. performance and any disciplinary matters, grievances, complaints or concerns in which you are involved.

Sensitive Personal Data

We may from time to time need to process sensitive personal information (sometimes referred to as 'special categories of personal data').
We will only process sensitive personal information if:
1. we have a lawful basis for doing so, e.g. it is necessary for the performance of the employment contract; and
2. one of the following special conditions for processing personal information applies:
  1. the data subject has given explicit consent.
  2. the processing is necessary for the purposes of exercising the employment law rights or obligations of the Company or the data subject.
  3. the processing is necessary to protect the data subject's vital interests, and the data subject is physically incapable of giving consent.
  4. processing relates to personal data which are manifestly made public by the data subject.
  5. the processing is necessary for the establishment, exercise, or defence or legal claims; or
  6. the processing is necessary for reasons of substantial public interest.
Before processing any sensitive personal information, Staff must notify the Company Director of the proposed processing, in order for the Company Director to assess whether the processing complies with the criteria noted above.
Sensitive personal information will not be processed until the assessment above has taken place and the individual has been properly informed of the nature of the processing, the purposes for which it is being carried out and the legal basis for it.
Our Privacy Notice sets out the type of sensitive personal information that we process, what it is used for and the lawful basis for the processing.

How We Use Your Personal Data

We will tell you the reasons for processing your personal data, how we use such information and the legal basis for processing in our Privacy Notice. We will not process Staff personal information for any other reason.
In general, we will use information to carry out our business, to administer your employment or engagement and to deal with any problems or concerns you may have, including, but not limited to:
1. Staff address lists: to compile and circulate lists of home addresses and contact details, to contact you outside working hours.
2. Sickness records: to maintain a record of your sickness absence and copies of any doctor's notes or other documents supplied to us in connection with your health, to inform your colleagues and others that you are absent through sickness, as reasonably necessary to manage your absence, to deal with unacceptably high or suspicious sickness absence, to inform reviewers for appraisal purposes of your sickness absence level, to publish internally aggregated, anonymous details of sickness absence levels.
3. Monitoring IT systems: to monitor your use of e-mails, internet, telephone and fax, computer or other communications or IT resources.
4. Disciplinary, grievance or legal matters: in connection with any disciplinary, grievance, legal, regulatory or compliance matters or proceedings that may involve you.
5. Performance reviews: to carry out performance reviews.
6. Equal opportunities monitoring: to conduct monitoring for equal opportunities purposes and to publish anonymised, aggregated information about the breakdown of the Employer's workforce.

Accuracy and Relevance

We will:
1. ensure that any personal data processed is up to date, accurate, adequate, relevant and not excessive, given the purpose for which it was collected.
2. not process personal data obtained for one purpose for any other purpose, unless you agree to this or reasonably expect this.
If you consider that any information held about you is inaccurate or out of date, then you should tell the Company Director . If they agree that the information is inaccurate or out of date, then they will correct it promptly. If they do not agree with the correction, then they will note your comments.

Storage and Retention

Personal data (and sensitive personal information) will be kept securely in accordance with our
The periods for which we hold personal data are contained in our Privacy Notices.

Individual Rights

You have the following rights in relation to your personal data.
Subject access requests:
1. You have the right to make a subject access request. If you make a subject access request, we will tell you:
  1. whether or not your personal data is processed and if so why, the categories of personal data concerned and the source of the data if it is not collected from you;
  2. to whom your personal data is or may be disclosed.
  3. for how long your personal data is stored (or how that period is decided);
  4. your rights of rectification or erasure of data, or to restrict or object to processing;
  5. your right to right to complain to the Information Commissioner if you think we have failed to comply with your data protection rights; and
  6. whether or not we carry out automated decision-making and the logic involved in any such decision making.
2. We will provide you with a copy of the personal data undergoing processing. This will normally be in electronic form if you have made a request electronically, unless you agree otherwise.
3. To make a subject access request, contact us at konnectwithsport@outlook.com.
4. We may need to ask for proof of identification before your request can be processed. We will let you know if we need to verify your identity and the documents we require.
5. We will normally respond to your request within 28 days from the date your request is received. In some cases, eg where there is a large amount of personal data being processed, we may respond within 3 months of the date your request is received. We will write to you within 28 days of receiving your original request if this is the case.
6. If your request is manifestly unfounded or excessive, we are not obliged to comply with it.
Other rights:
1. You have a number of other rights in relation to your personal data. You can require us to:
  1. rectify inaccurate data;
  2. stop processing or erase data that is no longer necessary for the purposes of processing;
  3. stop processing or erase data if your interests override our legitimate grounds for processing the data (where we rely on our legitimate interests as a reason for processing data);
  4. stop processing data for a period if data is inaccurate or if there is a dispute about whether or not your interests override the Employer's legitimate grounds for processing the data.
2. To request that we take any of these steps, please send the request to konnectwithsport@outlook.com.

Data Security

We will use appropriate technical and organisational measures to keep personal data secure, and in particular to protect against unauthorised or unlawful processing and against accidental loss, destruction or damage.
Maintaining data security means making sure that:
1. only people who are authorised to use the information can access it;
2. where possible, personal data is pseudonymised or encrypted;
3. information is accurate and suitable for the purpose for which it is processed; and
4. authorised persons can access information if they need it for authorised purposes.
By law, we must use procedures and technology to secure personal information throughout the period that we hold or control it, from obtaining to destroying the information.
Personal information must not be transferred to any person to process (eg while performing services for us on or our behalf), unless that person has either agreed to comply with our data security procedures or we are satisfied that other adequate measures exist.
Security procedures include:
1. Any desk or cupboard containing confidential information must be kept locked.
2. Computers should be locked with a strong password that is changed regularly or shut down when they are left unattended and discretion should be used when viewing personal information on a monitor to ensure that it is not visible to others.
3. Data stored on CDs or memory sticks must be encrypted or password-protected and locked away securely when they are not being used.
4. The Company Director must approve of any cloud used to store data.
5. Data should never be saved directly to mobile devices such as laptops, tablets or smartphones.
6. All servers containing sensitive personal data must be approved and protected by security software.
7. Servers containing personal data must be kept in a secure location, away from general office space.
8. Data should be regularly backed up in line with the Employer's back-up procedure.
Telephone precautions. Particular care must be taken by Staff who deal with telephone enquiries to avoid inappropriate disclosures. In particular:
1. the identity of any telephone caller must be verified before any personal information is disclosed;
2. if the caller's identity cannot be verified satisfactorily then they should be asked to put their query in writing;
3. do not allow callers to bully you into disclosing information. In case of any problems or uncertainty, contact the Company Director .
Methods of disposal. Copies of personal information, whether on paper or on any physical storage device, must be physically destroyed when they are no longer needed. Paper documents should be shredded and CDs or memory sticks or similar must be rendered permanently unreadable.

Data Impact Assessments

Some of the processing that the Employer carries out may result in risks to privacy.
Where processing would result in a high risk to Staff rights and freedoms, the Employer will carry out a data protection impact assessment to determine the necessity and proportionality of processing. This will include considering the purposes for which the activity is carried out, the risks for individuals and the measures that can be put in place to mitigate those risks.

Data Breaches

If we discover that there has been a breach of Staff personal data that poses a risk to the rights and freedoms of individuals, we will report it to the Information Commissioner within 72 hours of discovery.
We will record all data breaches regardless of their effect in accordance with our Breach Response Policy.
If the breach is likely to result in a high risk to your rights and freedoms, we will tell affected individuals that there has been a breach and provide them with more information about its likely consequences and the mitigation measures it has taken.

Individual Responsibilities

Staff are responsible for helping the Employer keep their personal data up to date.
Staff should let the Employer know if personal data provided to the Employer changes, e.g. if you move house or change your bank details.
You may have access to the personal data of other Staff members and of our customers in the course of your employment. Where this is the case, the Employer relies on Staff members to help meet its data protection obligations to Staff and to customers.
Individuals who have access to personal data are required:
1. to access only personal data that they have authority to access and only for authorised purposes;
2. not to disclose personal data except to individuals (whether inside or outside of the Employer) who have appropriate authorisation;
3. to keep personal data secure (e.g. by complying with rules on access to premises, computer access, including password protection, and secure file storage and destruction);
4. not to remove personal data, or devices containing or that can be used to access personal data, from the Employer's premises without adopting appropriate security measures (such as encryption or password protection) to secure the data and the device; and
5. not to store personal data on local drives or on personal devices that are used for work purposes.

Training

We will provide training to all individuals about their data protection responsibilities as part of the induction process and at regular intervals thereafter.
Individuals whose roles require regular access to personal data, or who are responsible for implementing this Policy or responding to subject access requests under this Policy will receive additional training to help them understand their duties and how to comply with them.