These documents make up the terms and conditions you enter into by using Tiger’s website and services. The privacy and data policies explain how Tiger uses your data, both when using our website and when you submit your details through our portal. Alongside these, we have included our policy covering equal opportunities legislation, agency worker regulations and our referral terms and conditions. These are legal policies which we abide by in all dealings with our candidates and clients. See below the policy in full.
Awantu is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The organisation – in providing services, we are committed against unlawful discrimination of customers or the public.
This policy's purpose is to:
1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
3. Oppose and avoid all forms of unlawful discrimination. This includes in:
The organisation commits to:
1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.
2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation's work activities.
Such acts will be dealt with as misconduct under the organisation's grievance or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
5. Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives [insert details as appropriate].
Details of the organisation's grievance and disciplinary policies and procedures can be found at [insert details as appropriate]. This includes with whom an employee should raise a grievance – usually their line manager.
Use of the organisation's grievance or disciplinary procedures does not affect an employee's right to make a claim to an employment tribunal within 3 months of the alleged discrimination.
At Awantu, we are committed to preventing modern slavery and human trafficking in our operations and supply chains. We recognize the importance of upholding fundamental human rights and we are dedicated to ensuring that our business activities do not contribute to or benefit from any form of exploitation.
To fulfill our commitment, we have implemented several measures to identify and mitigate the risk of modern slavery in our supply chains. This includes conducting regular due diligence on our suppliers and service providers, assessing their compliance with anti-slavery and human trafficking laws and standards, and actively engaging with them to promote ethical and responsible practices.
We also provide training and awareness-raising for our employees to ensure they are equipped to identify and report any signs of modern slavery or human trafficking. We have established channels for reporting concerns and grievances, and we take all allegations of modern slavery seriously, conducting thorough investigations as appropriate.
We believe in collaboration and have established partnerships with other organizations to promote awareness of modern slavery and human trafficking and drive industry-wide change. We are committed to transparency and accountability in our efforts to prevent and detect modern slavery, and we regularly review and improve our policies and procedures to ensure they remain effective.
At our company, we believe that ethical and responsible business practices are fundamental to our success, and we are committed to playing our part in the eradication of modern slavery and human trafficking.
This Privacy Statement sets out an overview of how all personal data that we collect from you as the data subject, or that you provide to us via the tiger-recruitment.com website and during the course of Tiger providing recruitment services, will be processed by us.
Privacy Statement and Cookies Policy
The Company is a recruitment business that provides work-finding services to its clients and work-seekers. The
Company must process personal data (including sensitive personal data) so that it can provide these services – in doing
so, the Company acts as a data controller.
You may give your personal details to the Company directly, such as on an application or registration form or via our
website, or we may collect them from another source such as a jobs board. The Company must have a legal basis for
processing your personal data. For the purposes of providing you with work-finding services and/or information
relating to roles relevant to you we will only use your personal data in accordance with this privacy statement. At all
times we will comply with current data protection laws.
1. Collection and use of personal data
a. Purpose of processing and legal basis
b. Legitimate interest
c. Statutory/contractual requirement
d. Recipients of data
2. Information to be provided when data is not collected directly from the data subject
a. Categories of data
b. Sources of data
3. Overseas transfers
4. Data retention
5. Your rights
6. Automated decision making
7. Cookies
8. Login files
9. Links to external sites
10. Sale of the business
11. Data security
12. Changes to this privacy statement
13. Complaints or queries
1. Collection and use of personal data
a. Purpose of processing and legal basis
The Company will collect your personal data (which may include sensitive personal data) and will process your personal
data for the purposes of providing you with work-finding services. This includes, for example, contacting you about
job opportunities, assessing your suitability for those opportunities, updating our databases, putting you forward for
job opportunities, arranging payments to you and developing and managing our services and relationship with you
and our clients.
If you have opted-in we may also send you marketing information and news via email/text. You can opt-out from
receiving these at any time by clicking “unsubscribe” when you receive these communications from us.
In some cases we may be required to use your data for the purpose of investigating, reporting and detecting crime
and also to comply with laws that apply to us. We may also use your information during the course of internal audits
to demonstrate our compliance with certain industry standards.
We must have a legal basis to process your personal data. The legal bases we rely upon to offer our work-finding
services to you are:
b. Legitimate interest
This is where the Company has a legitimate reason to process your data provided it is reasonable and does not go
against what you would reasonably expect from us. Where the Company has relied on a legitimate interest to process
your personal data our legitimate interests is/are as follows:
c. Statutory/contractual requirement
The Company has certain legal and contractual requirements to collect personal data (e.g. to comply with the Conduct
of Employment Agencies and Employment Businesses Regulations 2003, immigration and tax legislation, and in some
circumstances safeguarding requirements.) Our clients may also require this personal data, and/or we may need your
data to enter into a contract with you. If you do not give us personal data we need to collect we may not be able to
continue to provide work-finding services to you.
d. Recipient/s of data
The Company will process your personal data and/or sensitive personal data with the following recipients:
Any of the Company’s branches;
2. Information to be provided when data collected not from the data subject
Categories of data: The Company has collected the following personal data on you:
Personal data:
Source of the personal data: The Company sourced your personal data:
This information came from a publicly accessible source.
3. Overseas Transfers
The Company may transfer the information you provide to us to countries outside the European Economic Area (‘EEA’)
for the purposes of providing you with work-finding services. We will take steps to ensure adequate protections are
in place to ensure the security of your information. The EEA comprises the EU member states plus Norway, Iceland
and Liechtenstein.
4. Data retention
The Company will retain your personal data only for as long as is necessary for the purpose we collect it. Different laws
may also require us to keep different data for different periods of time. For example, the Conduct of Employment
Agencies and Employment Businesses Regulations 2003, require us to keep work-seeker records for at least one year
from (a) the date of their creation or (b) after the date on which we last provide you with work-finding services.
We must also keep your payroll records, holiday pay, sick pay and pensions auto-enrolment records for as long as is
legally required by HMRC and associated national minimum wage, social security and tax legislation. This is currently
three to six years.
Where the Company has obtained your consent to process your sensitive personal data, we will do so in line with our
retention policy. Upon expiry of that period the Company will seek further consent from you. Where consent is not
granted the Company will cease to process your sensitive personal data.
In addition to our obligations under the Conduct of Employment Agencies and Employment Businesses Regulations
2003, the Company will delete your personal data after three years if we have not had any meaningful contact with
you or if we do not hold any records on you that are in our legitimate interests to keep.
“Meaningful contact” means, for example, any form of contact between us in relation to the Company
assisting/providing recruitment services to you.
5. Your rights
Please be aware that you have the following data protection rights:
Where you have consented to the Company processing your sensitive personal data you have the right to withdraw
that consent at any time by contacting Jenna Glen, HR and Support Manager at info@awantu.co.uk
Please note that if you withdraw your consent to further processing, this does not affect any processing done prior to
the withdrawal of that consent, or which is done according to another legal basis.
There may be circumstances where the Company will still need to process your data for legal or official reasons. Where
this is the case, we will tell you and we will restrict the data to only what is necessary for those specific reasons.
If you believe that any of your data that the Company processes is incorrect or incomplete, please contact us using the
details above and we will take reasonable steps to check its accuracy and correct it where necessary.
You can also contact us using the above details if you want us to restrict the type or amount of data we process for
you, access your personal data or exercise any of the other rights listed above.
6. Cookies Policy
We may obtain data about you from cookies. These are small text files that are placed on your computer by websites
that you visit. They are widely used in order to make websites work, or work more efficiently, as well as to provide
information to the owners of the site. Cookies also enable us to deliver more personalised content.
The cookie-related information is not used to identify you personally and the pattern data is fully under our control.
These cookies are not used for any purpose other than those described here. The only third-party cookies we use on
our site are Google Analytics (please see below on Google Analytics)
Strictly necessary cookies
These cookies are needed for effective site usage and, as such, cannot be turned off.
These cookies do not gather information about you that could be used for other
purposes, such as marketing or tracking your Internet usage.
Performance cookies These cookies help us monitor and improve the performance of our website, counting
visits, identifying traffic sources and judging site popularity. We use Google Analytics for
this purpose, but all information gathered is anonymous.
Functionality cookies These cookies remember choices you make upon first visiting our website, including user
name, language or where you are based. This allows the website to remember changes
you have made to text size, font and other customisable elements. It also prevents
repeat processes such as pop-ups. Functionality cookies may also be used to provide
services you wish to use, such as watching video and commenting, and are usually
anonymous.
Google Analytics
This website uses Google Analytics, a web analytics service provided by Google, Inc. (“Google”). This service uses
cookies to help us analyse how users navigate and interact with the site. The information generated by the cookie
includes your IP address and is transmitted to and stored by Google on servers in the United States. It uses this
information to create reports on website activity for Tiger Recruitment and providing other services relating to website
activity and internet usage. Google may send this information to third parties where required to do so by law, or if
such third parties use the information on Google’s behalf. Google will not associate your IP address with any other
data held by Google.
Most web browsers allow some control of most cookies through the browser settings.
7. Log Files
We use IP addresses to analyse trends, administer the site, track users’ movements, and to gather broad demographic
information for aggregate use. IP addresses are not linked to personally identifiable information.
8. Links to external websites
The Company’s website may contains links to other external websites. Please be aware that the Company is not
responsible for the privacy practices of such other sites. When you leave our site we encourage you to read the privacy
statements of each and every website that collects personally identifiable information. This privacy statement applies
solely to information collected by the Company’s website.
9. Sale of business
If the Company’s business is sold or integrated with another business your details may be disclosed to our advisers
and any prospective purchasers and their advisers and will be passed on to the new owners of the business.
10. Data Security
The Company takes every precaution to protect our users’ information. The Company uses the following security
measures to safeguard your data;
Only employees who need the information to perform a specific job (for example, consultants, our accounts clerk or
a marketing assistant) are granted access to your information.
The Company uses all reasonable efforts to safeguard your personal information. However, you should be aware that
the use of email/the Internet is not entirely secure and for this reason the Company cannot guarantee the security or
integrity of any personal information which is transferred from you or to you via email/the Internet.
If you share a device with others we recommend that you do not select the “remember my details” function when
that option is offered.
If you have any questions about the security at our website, you can email Jenna Glen, info@awantu.co.uk
11.Changes to this privacy statement
Any changes to this Privacy Statement will be updated on this website as and when it is required. If at any time we use
personal data in a significantly different manner than from stated in this statement, we will notify you and you will be
able to decide if we are able to use this information in the new manner.
12.Complaints or queries
If you wish to complain about this privacy notice or any of the procedures set out in it please contact: Jenna Glen,
info@awantu.co.uk
You also have the right to raise concerns with Information Commissioner’s Office on 0303 123 1113 or at
https://awantu.co.uk/concerns, or any other relevant supervisory authority should your personal data be processed
outside of the UK, if you believe that your data protection rights have not been adhered to.
Annex A
a) The lawfulness of processing conditions for personal data are:
1. Consent of the individual for one or more specific purposes.
2. Processing is necessary for the performance of a contract with the individual or in order to take steps at the
request of the individual to enter into a contract.
3. Processing is necessary for compliance with a legal obligation that the controller is subject to.
4. Processing is necessary to protect the vital interests of the individual or another person.
5. Processing is necessary for the performance of a task carried out in the public interest or in the exercise of
official authority vested in the data controller.
6. Processing is necessary for the purposes of legitimate interests pursued by the controller or a third party,
except where such interests are overridden by the interests or fundamental rights or freedoms of the
individual which require protection of personal data, in particular where the individual is a child.
b) The lawfulness of processing conditions for sensitive personal data are:
1. Explicit consent of the individual for one or more specified purposes, unless reliance on consent is prohibited
by EU or Member State law.
2. Processing is necessary for carrying out data controller’s obligations under employment, social security or
social protection law, or a collective agreement, providing for appropriate safeguards for the fundamental
rights and interests of the individual.
3. Processing is necessary to protect the vital interests of the individual or another individual where the
individual is physically or legally incapable of giving consent.
4. In the course of its legitimate activities, processing is carried out with appropriate safeguards by a foundation,
association or any other not-for-profit body, with a political, philosophical, religious or trade union aim and on
condition that the processing relates only to members or former members (or those who have regular contact
with it in connection with those purposes) and provided there is no disclosure to a third party without the
consent of the individual.
5. Processing relates to personal data which are manifestly made public by the individual.
6. Processing is necessary for the establishment, exercise or defence of legal claims or whenever courts are
acting in their judicial capacity.
7. Processing is necessary for reasons of substantial public interest on the basis of EU or Member State law which
shall be proportionate to the aim pursued, respects the essence of the right to data protection and provide
for suitable and specific measures to safeguard the fundamental rights and interests of the individual.
8. Processing is necessary for the purposes of preventative or occupational medicine, for assessing the working
capacity of the employee, medical diagnosis, the provision of health or social care or treatment or the
management of health or social care systems and services on the basis of EU or Member State law or a contract
with a health professional and subject to the necessary conditions and safeguards.
9. Processing is necessary for reasons of public interest in the area of public health, such as protecting against
serious cross-border threats to health or ensuring high standards of quality and safety of healthcare and of
medicinal products or medical devices, on the basis of EU or Member State law which provides for suitable
and specific measures to safeguard the rights and freedoms of the individual, in particular professional
secrecy.
10. Processing is necessary for archiving purposes in the public interest, scientific or historical research purposes
or statistical purposes, which shall be proportionate to the aim pursued, respect the essence of the right to
data protection and provide for suitable and specific measures to safeguard fundamental rights and interests
of the individual.
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