As a recruitment company Gravity Recruit processes personal data in relation to its own staff, work-seekers and individual client contacts. It is vitally important that we abide by the principles of the General Data Protection Regulation (GDPR).

The General Data Protection Regulation (GDPR) (Regulation (EU) 2016/679) is a new regulation which replaces the Data Protection Regulation (Directive 95/46/EC). The Regulation aims to harmonise data protection legislation across EU member states, enhancing privacy rights for individuals and providing a strict framework within which commercial organisations can legally operate.

Who controls my personal data?

The Data Controller is Gravity Recruit Limited. It is Registered in the UK Company Number: 8851323
Hampson Chambers, Stone, ST15 8QW
The Data Controller's representative is the Director of Data Protection
You can contact us at info@gravityrecruit.com

Information Gathering

Any personal data you submit to us during the registration process may be stored by us and will be accessible by all employees of Gravity Recruit Limited.

GDPR requires Gravity Recruit as data controller to process data in accordance with the principles of data protection. These principles require that data shall be:

Fairly and lawfully processed
Processed for limited purposes
Adequate, relevant and not excessive
Accurate
Not kept longer than necessary
Processed in accordance with the data subjects rights
Kept securely
Not transferred to countries outside the European Economic Area without adequate protection

Personal data means data, which relates to a living individual who can be identified from the data or from the data together with other information, which is in the possession of, or is likely to come into possession of, Gravity Recruit.

Processing means obtaining, recording or holding the data or carrying out any operation or set of operations on the data. It includes organising, adapting and amending the data, retrieval, consultation and use of the data, disclosing and erasure or destruction of the data. It is difficult to envisage any activity involving data, which does not amount to processing. It applies to any processing that is carried out on computer including any type of computer however described, main frame, desktop, laptop, tablet, smartphone, etc.

By engaging Gravity Recruit for the purpose of job-seeking with the personal data contained within a CV or public social media profile, you will be giving Gravity Recruit consent to processing your data for the purpose of providing recruitment services.

Submitting your CV

You have the ability to submit your CV through our website, applying through a third-party website or submitting your CV to a member of the Gravity Recruit team. Your CV will only be accessible by employees of Gravity Recruit and we will only share your CV with a prospective employer with your consent. It is your responsibility that any information contained in your CV is relevant and up to date.

What data do we collect and why?

In order to assist with your job seeking we may process personal information about you. Examples of which could include:

Your CV
Name
Address
Telephone number
Email address
Salary requirements
Employment history

This could be processed in conjunction with other sources of information such as public professional profiles.

It is necessary to process your personal data (outlined above) in order to provide a job seeking service.

How long will we hold your data?

We have the responsibility as a data controller to hold your information for a set period of time in order to comply with our legal requirements as well as our legitimate interest in providing a recruitment service to you. This period typically being 3 years.

During this period, we will use reasonable measures to ensure your data is kept up to date and relevant. You can also update the personal data we hold on you by contacting the data controller at: info@gravityrecruit.com (we will respond within 48 hours)

How we may use your personal information?

Our aim is to be responsible, relevant and secure when using your personal data. We will primarily use your data for the purpose of providing a recruitment service to you. Should we intend to use your data for any other purpose then we would need to obtain your consent.

When sharing your data as part of the recruitment process to a third party (for example a potential employer) we would only share the essential and relevant information required.

Your personal data will not be shared with any third parties without your consent and will not be shared with any third parties unconnected with Gravity Recruit Limited.

How do we protect your data?

We have robust procedures in place to safeguard your personal data. Our computer systems and databases are protected against unauthorised access. Should any breach be detected we shall inform those affected within 48 hours of discovery.

Your personal data will be safeguarded in accordance with the latest data protection law and this privacy policy.

Your rights in accordance with GDPR

You have:

The right to be informed
The right of access
The right to rectification
The right to erasure
The right to restrict processing
The right to data portability
The right to object

In order to be removed from our database or to request the information we hold on you please contact: info@gravityrecruit.com (we will respond within 48 hours)

Future changes to our privacy policy

Our privacy policy is subject to change and we will notify you of any change in policy via our website. Continued use of our website or our services will constitute your acceptance of the revised policy.

Gravity Recruit Limited will collect the personal details that you provide to us on our website for the purposes of providing you with services and/or information. In providing such services and/or information to you we will only use your data in accordance with the terms of the following statement.

This statement sets out below:

1. How personally identifiable information of yours is collected from you through the website.
2. How the information is used by us
3. With whom the information may be shared and for what purpose(s)
4. What choices are available to you regarding collection, use and distribution of the information.
5. The kind of security procedures that are in place to protect the loss, misuse or alteration of information collected through our website
6. How you can correct any inaccuracies in the information.

If you feel that this company is not abiding by its posted privacy policy, you should first contact info@gravityrecruit.com

Information Collection and Use
Gravity Recruit Limited is the sole owner of the information collected on this site. We will not sell, share, or rent this information to others. Switch Consulting Recruitment Limited collects information from our users at several different points on our website.

Registration
We request information from the user on our online registration forms. Here a user must provide contact information and information regarding the type of work you are seeking and your skills, qualifications and experience. This information is used to enable us to provide you with work-finding services. If we have trouble processing your application, this contact information is used to get in touch with you. Gravity Recruit Limited does not use this information for any other purpose.

Cookies
A cookie is a piece of data stored on the user's hard drive containing information about the user. Usage of a cookie is in no way linked to any personally identifiable information while on our site. Once the user closes their browser, the cookie simply terminates. For instance, by setting a cookie on our site, the user would not have to log in a password more than once, thereby saving time while on our site. If a user rejects the cookie, they may still use our site.

Log Files
We use IP addresses to analyse trends, administer the site, track user's movement, and gather broad demographic information for aggregate use. IP addresses are not linked to personally identifiable information.

Sharing
We may share aggregated demographic information with our clients. This is not linked to any personal information that can identify any individual person.

Links
This web site contains links to other sites. Please be aware that Gravity Recruit Limited is not responsible for the privacy practices of such other sites. We encourage our users to be aware when they leave our site and to read the privacy statements of each and every web site that collects personally identifiable information. This privacy statement applies solely to information collected by this Web site.

Security
This website takes every precaution to protect our users' information. When users submit sensitive information via the website, your information is protected both online and off-line.

All of our users' information, not just the sensitive information mentioned above, is restricted in our offices. Only employees who need the information to perform a specific job are granted access to personally identifiable information.

If you have any questions about the security at our website, you can send an email to info@gravityrecruit.com

Correction/Updating Personal Information:
If your personally identifiable information changes (such as office address), we will endeavour to provide a way to correct, update or remove the personal data provided to us. This can usually be done by emailing info@gravityrecruit.com

Notification of Changes
If we decide to change our privacy policy, we will post those changes on our Homepage so our users are always aware of what information we collect, how we use it, and under circumstances, if any, we disclose it. If at any point we decide to use personally identifiable information in a manner different from that stated at the time it was collected, we will notify users by way of an email. Users will have a choice as to whether or not we use their information in this different manner. We will use information in accordance with the privacy policy under which the information was collected.

1. GENERAL

1.1. Gravity Recruit Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects that belief. We will seek to widen the media in which we recruit to ensure as diverse an employee and candidate base as possible. We will strive to make sure that our clients meet their own diversity targets.

1.2. Gravity Recruit Limited is committed to diversity and will promote diversity for all employees, workers and applicants and shall adhere to such a policy at all times. We will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination. Gravity Recruit Limited will treat everyone equally irrespective of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or membership or non-membership of a Trade Union or spent convictions, and places an obligation upon all staff to respect and act in accordance with the policy. Gravity Recruit Limited is committed to providing training for its entire staff in equal opportunities practice.

1.3. Gravity Recruit Limited shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Gravity Recruit Limited will ensure that each candidate is assessed only in accordance with the candidate's merits, qualifications and abilities to perform the relevant duties required by the particular vacancy.

1.4. Gravity Recruit Limited will not accept instructions from clients that indicate an intention to discriminate unlawfully.

2. DISCRIMINATION

Unlawful discrimination occurs in the following circumstances:

2.1. Direct discrimination

Direct discrimination occurs where one individual treats or would treat another individual less favourably on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs ("the protected categories").

It is unlawful for a recruitment consultancy to discriminate against a person on the grounds that they are members of a protected category:

• in the terms on which the recruitment consultancy offers to provide any of its services;
• by refusing or deliberately omitting to provide any of its services;
• in the way it provides any of its services.

Direct discrimination would also occur if a recruitment consultancy accepted and acted upon a job registration from an employer which states that certain persons are unacceptable because they are members of a protected category, unless one of the exceptions applies, for instance, the job demands a genuine occupational requirement or, in the case of age, the discrimination can be lawfully justified.

2.2. Indirect Discrimination

Indirect discrimination occurs where an agency or employer applies a provision, criterion or practice generally, but which is such that a proportion of persons in a protected category who can comply with it are considerably smaller than the proportion of persons who are not in that protected category.

Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer.

If the vacancy requires characteristics which amount to a genuine occupational requirement or the instruction is lawfully discriminatory due to a statutory exception or objective justification, Gravity Recruit Limited will not deal further with the vacancy unless the client provides written confirmation of such genuine occupational requirement, exception or justification.

2.3. DISABLED PERSONS

Direct Discrimination

Direct discrimination against a person occurs where, if for a reason which relates to the disabled person's disability, an individual:

• treats him less favourably than he treats, or would treat others to whom that reason does not or would not apply, and,
• the employer cannot show that the treatment in question is justified.

Or

• If on the ground of a disabled person's disability, he treats the disabled person less favourably than he treats or would treat a person not having that particular disability, whose relevant circumstances, including his abilities, are the same as, or not materially different from, those of the disabled person. This type of direct discrimination can never be justified.

2.3.2 Duty to make reasonable adjustments and to provide auxiliary aids and services

This is a similar protection to indirect discrimination in the other protected categories.

Where a provision, criterion or practice applied by or on behalf of an employer, or any physical feature of the employer's premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled, it will be the duty of an employer to take such steps as are reasonable, in all the circumstances of the case, to remove the provision, criterion, practice or physical feature.

Agencies must take reasonable steps to provide auxiliary aids or services if this would make it easier for the disabled person to use their services. For instance, an appropriate auxiliary aid or service can include the provision of information on audiotape or provision of a sign language interpreter.

Gravity Recruit Limited will not discriminate against a disabled person on the grounds of disability -

• in the arrangements i.e. application form, interview or arrangements for selection for determining to whom a job should be offered; orin the terms on which employment or engagement of temporary workers is offered; or
• by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or
• in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording him or her any such opportunity; or
• by subjecting him or her to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment).

Gravity Recruit Limited will accordingly make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates and clients.

Wherever possible Gravity Recruit Limited will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled employees and workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances.

3. AGE DISCRIMINATION

Gravity Recruit Limited will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications and every attempt will be made to persuade clients to recruit on the basis of competence and skills and not age.

Gravity Recruit Limited is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions regardless of age.

No age requirements will be stated in any job advertisements on behalf of the company.

Gravity Recruit Limited will request age as part of its recruitment process but such information will not be used as selection, training or promotion criteria or in any detrimental way and is only for compilation of personal data, which the company holds on all employees and workers and as part of its equal opportunities monitoring process.

4. PART-TIME WORKERS

This Diversity Policy also covers the treatment of those employees and workers who work on a part-time basis Gravity Recruit Limited recognises that it is an essential part of this policy that part time employees are treated on the same terms, with no detriment, as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to our pension scheme. Gravity Recruit Limited also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations.

5. HARASSMENT POLICY

Gravity Recruit Limited is committed to providing a work environment free from unlawful harassment on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or any other basis protected by legislation is unlawful and will not be tolerated by Gravity Recruit Limited.

This policy prohibits unlawful harassment by any employee or worker of Gravity Recruit Limited.

Examples of prohibited harassment are: -

• Verbal or written conduct containing derogatory jokes or comments,
• Slurs or unwanted sexual advances
• Visual conduct such as derogatory or sexually orientated posters,
• Photographs, cartoons, drawings or gestures which some may find offensive,
• Physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected category basis,
• Threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favour
• Retaliation for having reported or threatened to report harassment.

If you believe that you have been unlawfully harassed, you should make an immediate report to Paul Turner followed by a written complaint as soon as possible after the incident. Your complaint should include:

• Details of the incident
• Name(s) of the individual(s) involved
• Name(s) of any witness(es)

5.5 Gravity Recruit Limited will undertake a thorough investigation of the allegations. If it is concluded that unlawful harassment has occurred, remedial action will be taken.

5.6 Any employee(s) who Gravity Recruit Limited finds to be responsible for unlawful harassment will be subject to the disciplinary procedure and any sanction may include termination. [A person who discriminates or harasses may be personally liable for payment of compensation to the person offended, in addition to any compensation payable by Gravity Recruit Limited. There is no statutory cap on the amount of compensation which may be awarded in discrimination cases. Under the Criminal Justice Act 1994, harassment became a criminal offence, punishable by a fine of up to £5,000 and/or a prison term of up to 6 months. Under the Protection from Harassment Act 1997, the penalties for aggravated harassment are an unlimited fine and/or 5 years imprisonment.]

6. GENDER REASSIGNMENT POLICY

6.1 Gravity Recruit Limited recognises that any employee or worker may wish to change their gender during the course of their employment with the Company.

6.2 Gravity Recruit Limited will support any employee or worker through the reassignment provided that full medical counselling has been undertaken and Gravity Recruit Limited has access to any relevant medical reports.

6.3 Gravity Recruit Limited will make every effort to try to protect an employee or worker who has undergone, is undergoing or intends to undergo gender reassignment, from discrimination or harassment within the workplace.

6.4 All employees and workers will be expected to comply with Gravity Recruit Limited's policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary sanction.

6.5 Where an employee is engaged in work where the gender change imposes genuine problems, Gravity Recruit Limited will make every effort to reassign the employee or worker to an alternative role in the Company, if so desired by the employee.

6.6 Any employee or worker suffering discrimination on the grounds of gender reassignment should make recourse to the Company's grievance procedure.

7. COMPLAINTS AND MONITORING PROCEDURES

7.1 Gravity Recruit Limited has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. These are available from Paul Turner and will be made available immediately upon request.

7.2 Any discrimination complaint will be investigated fully.

Gravity Recruit Limited is committed to providing a high level of service to our customers. If you do not receive satisfaction from us we need you to tell us about it. This will help us to improve our standards.

Complaints Procedure

If you have a complaint, please contact: Paul Turner (Director).

Next steps:

1. We will send you a letter acknowledging your complaint and asking you to confirm or explain the details set out. We will also let you know the name of the person who will be dealing with your complaint. You can expect to receive our letter within 5 days of us receiving your complaint.

2. We will record your complaint in our central register within a day of having received it.

3. We will acknowledge your reply to our acknowledgment letter and confirm what will happen next. You can expect to receive our acknowledgement letter within 5 days of your reply.

4. We will then start to investigate your complaint. This will normally involve the following steps;

• We may ask the member of staff who dealt with you to reply to your complaint within 5 days of our request;
• We will then examine the member of staff's reply and the information you have provided for us. If necessary, we may ask you to speak to them. This will take up to 5 days from receiving their reply.

5. Paul Turner will then invite you to meet him to discuss and hopefully resolve your complaint. He will do this within 5 days of the end of our investigation.

6. Within 2 days of the meeting Paul Turner will write to you to confirm what took place and any solutions he has agreed with you.

If you do not want a meeting or it is not possible, Paul Turner of Gravity Recruit will send you a detailed reply to your complaint. This will include his suggestions for resolving the matter. He will do this within 5 days of completing his investigation.

7. At this stage, if you are still not satisfied you can write to us again.

8. We will let you know of the outcome of this review within 5 days of the end of the review. We will write to you confirming our final position on your complaint and explaining our reasons.

If we have to change any of the time scales above, we will let you know and explain why.

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