HeadingDo you provide accommodation for staff who work on park?
1. PURPOSE AND INTRODUCTION
Parkdean Resorts UK Limited and its associated group companies (“Parkdean Resorts”, “we”, “us”, “our”) are committed to protecting the personal data we hold about you. Personal data is information about you and from which you can be identified. You should read this privacy notice if you are applying for a role with us (whether as a permanent or fixed term member of our team). It makes you aware of how and why your personal data will be used, namely for the purposes of the recruitment exercise, and how long it will usually be retained for. It provides you with certain information that we must provide under applicable data protection law.
2. DATA PROTECTION PRINCIPLES
We will comply with data protection law and principles, which means that your data will be:
- Used lawfully, fairly and in a transparent way;
- Collected for valid purposes that we have clearly explained to you and not used in any way that is incompatible with those purposes;
- Relevant to the purposes we have told you about and limited only to those purposes;
- Accurate and kept up to date;
- Kept only as long as necessary for the purposes we have told you about; and
- Kept securely.
3. THE KIND OF INFORMATION WE PROCESS ABOUT YOU
- In connection with your application to work with us, we will collect, store, and use the following categories of
personal data about you
- The information you have provided on your CV, any covering letter and on our application form, including
name, title, address, telephone number, personal email address, date of birth, gender, employment
history and qualifications; and
- Any other information you provide to us during the application process (e.g. interview or other assessment).
We may also collect, store and use the following "special categories" of more sensitive personal data provided by you:
- Information about your race or ethnicity and religious beliefs;
- Information about your health, including any medical condition, health and sickness records; and
- Information about criminal convictions and offences.
1 The UK General Data Protection Regulation (”UK GDPR”) and the Data Protection Act 2018 (“DPA 2018”)
4. OUR LEGAL BASIS FOR THIS PROCESSING
Under UK GDPR we process your personal data using one of the following legal bases:
- Processing is necessary for the performance of a contract to which the data subject (you) is party or in order to take steps at the request of the data subject prior to entering into a contract, or
- The data subject (you) has given consent to the processing of his or her personal data for one or more specific purposes, or
- Processing is necessary for compliance with a legal obligation to which the controller (us) is subject.
In addition, where we process any special category data about you, we will only do so using the additional legal basis of:
- The data subject (you) has given explicit consent to the processing of those personal data for one or more specified purposes
5. HOW IS YOUR PERSONAL DATA COLLECTED?
We may collect personal data about you (if necessary and relevant) from the following sources:
- You, the candidate;
- Relevant third parties (see section 7);
- Your named referees, from whom we request the following categories of data: name, job title, dates of employment, salary; and
- from third parties obtained from publicly accessible sources such as LinkedIn and CV search Job Boards including Caterer, Leisure Jobs, Total Jobs, Reed and Indeed.
6. HOW WE WILL USE INFORMATION ABOUT YOU (including automated decision making)
We will use the personal data we collect about you to:
- Assess your skills, qualifications, and suitability for the role;
- Communicate with you about the recruitment process;
- Keep records related to our hiring processes;
- Contact you via job alerts and/or via our talent bank for future opportunities where we have your consent to do so; and/or
- Comply with legal or regulatory requirements.
We will process your personal data in order to decide whether to appoint you to a role within our business and to decide whether to enter into a contract of employment with you.
An automated decision will initially be made with no human intervention. For example, candidate responses to certain questions will auto regret candidates from the selection process and the application is automatically rejected via the Dayforce system. This is a necessary step for the entry into a contract.
Having received your application, we will then process that information to decide whether you meet the basic requirements to be shortlisted for the role and you may receive a screening call from a member of our Recruitment team.
If you are shortlisted, we will decide whether your application is strong enough to invite you for an interview. If we decide to contact you for an interview, we will use the information you provide to us at the interview to decide whether to offer you the role. If we decide to offer you the role, we will carry out background and reference checks, where applicable; then carry out other checks, such as right to work, criminal record checks (if relevant) and credit checks (if relevant) before your first day of employment.
If your role requires the need for a Security Industry Authority (SIA) license, we will request a copy of appropriate credentials prior to your start date.
6.1. If you fail to provide personal data
If you fail to provide information when requested, which is necessary for us to consider your application (e.g. evidence of qualifications), we will not be able to process your application successfully. For example, if we require references and you fail to provide us with these, we will not be able to progress your application.
6.2. How we use particularly sensitive personal data
During the recruitment process with us if you have any reasonable adjustments, you need us to implement to ensure you are comfortable and accommodated during your interview or selection process please let us know in advance so we can accommodate your needs. Any sensitive data you may provide us will be held in the strictest confidence and will have no bearing on your application.
If you are successful in your application for a position of employment, we may use your sensitive personal data in the following ways:
- We will use information you provide in your health questionnaire to provide any necessary reasonable adjustments during your employment. This information will be held securely and only accessible by relevant employees.
- We will use information about your race or nationality or ethnic origin and religious beliefs to ensure meaningful equal opportunity monitoring and reporting. This information will be kept separate from your personnel record and anonymised.
The above information that you provide will only processed with your explicit consent to do so and is not a mandatory requirement.
6.3. Information about criminal convictions
Depending on the role you apply for, we may collect information about your criminal convictions history if we would like to offer you the role (conditional on checks and any other conditions, such as references, being satisfactory). We are entitled to carry out a criminal record check in order to identify candidates who may be unsuitable to, or be prohibited from working with Children, Young People or Adults at Risk.
‘Disclosure and Barring Service’ (DBS/DB) Checks are background checks carried out on individuals that detail all or some of their criminal history. This check replaces the ‘Criminal Records Bureau’ check (CRB) as of December 2021 in England and Wales. In Scotland this service is provided by Disclosure Scotland (DS). A DBS/DS Check also known as a Disclosure, will, depending on the level of check undertaken, identify any convictions, cautions, final warnings or reprimands, relevant to the prospective employment and can also include intelligence from the police that may affect an individual’s suitability for certain employment.
We currently require DBS checks for all established employees, selected seasonal roles on our holiday parks. We also DBS check selected central roles. We conduct either a basic or enhanced check, depending on your role.
We have in place our Disclosure and Barring Service (DBS) England & Wales and Disclosure Scotland (DS) Policy document which documents the safeguards which we are required by law to maintain when processing such data.
7. THIRD PARTIES
The following third parties may process your personal data that you provide to them for the purpose of entering into a contract of employment with us, after which they will share this information with us:
If you apply for a position with us via a third-party recruitment agency such as; Detail 2 Recruitment, People Factor, Leisure People, 4 Leisure, Portfolio Payroll, NRG, Nigel Wright, Paul Card Recruitment, Hays, Green Bean, Tek Systems and Stanley, Royce, Jones they will pass your personal information onto us for the purposes of potential employment.
We use the following third-party systems to process your personal data:
8. DATA SECURITY
We have put in place appropriate security measures to prevent your personal data from being accidentally lost, used or accessed unlawfully, altered or disclosed. In addition, we limit access to your personal data to those employees, agents, contractors and other third parties who have a business need-to-know. They will only process your personal data on our instructions, and they are subject to a duty of confidentiality.
We have put in place procedures to deal with any data security breach and will notify you and any applicable regulator of a breach where we are legally required to do so.
9. DATA RETENTION
We will retain your personal data for a period of 18 months after we have communicated to you our decision about whether to appoint you to the role. We retain your personal data for that period so that we can show, in the event of a legal claim, that we have not discriminated against candidates on prohibited grounds and that we have conducted the recruitment exercise in a fair and transparent way. After this period, we will securely destroy your personal data in accordance with our Data and Document Retention Policy. Any successful applications would be retained on your employee personnel record and held in line with our Data and Document Retention Policy.
10. FUTURE JOB OPPORTUNITIES
If we wish to retain your personal data on file, on the basis that a further opportunity may arise in future and we may wish to consider you for that, we will seek your consent to retain your personal data for a fixed period on that basis. You can withdraw your consent to this at any time by contacting careers@Parkdean-Resorts.com
In addition, you will be given the opportunity to sign up for job alerts from our Careers website, so in the event you search for a job on our website and there are none available at that current time in your chosen area of specialist or location you can choose to opt in to receive future email alerts via our Careers website. All future email alert will include an opt-out facility so you can withdraw from alerts at any time.
11. YOUR RIGHTS
Under certain circumstances, by law you have the right to:
- Request access to your personal data (commonly known as a "data subject access request"). This enables you to receive a copy of the personal data we hold about you);
- Request correction of the personal data that we hold about you. This enables you to have any incomplete or inaccurate information we hold about you corrected;
- Request erasure of your personal data. This enables you to ask us to delete or remove personal data where there is no good reason for us continuing to process it. You also have the right to ask us to delete or remove your personal data where you have exercised your right to object to processing (see below);
- Object to processing of your personal data where we are relying on a legitimate interest (or those of a third party) and there is something about your particular situation which makes you want to object to processing on this ground;
- Request the restriction of processing of your personal data. This enables you to ask us to suspend processing of your personal data, for example if you want us to establish its accuracy or the reason for processing it; and
- Request the transfer of your personal data to another party.
You will not have to pay a fee to access your personal data (or to exercise any of the other rights).
We may need to request specific information from you to help us confirm your identity and ensure your right to access the information (or to exercise any of your other rights). This is another appropriate security measure to ensure that personal data is not disclosed to any person who has no right to receive it.
We handle all requests in accordance with applicable law. However, depending on the right you wish to exercise, and the nature of the personal information involved, there may be legal reasons why we cannot grant your request.
Any requests should be directed to our Data Protection team who can be emailed at: Data.Protection@Parkdean- Resorts.com
The Data Protection Officer has responsibility for overseeing compliance with this privacy notice. If you have any questions about this privacy notice or how we handle your personal data, please contact the Data Protection team. You have the right to make a complaint at any time to the Information Commissioner's Office (ICO), the UK supervisory authority for data protection issues. We would, however, appreciate the opportunity to deal with your concerns before you approach the ICO, so please contact us in the first instance.
The Data Protection Officer
One Gosforth Park Way
Gosforth Business Park
Newcastle upon Tyne
Telephone 0191 256 0795
15. CHANGES TO THIS PRIVACY NOTICE
This notice was last updated in January 2023 and will be reviewed and updated on an annual basis, or earlier if applicable.