How the Employer Will Use Information About the Employee Sample Clauses

How the Employer Will Use Information About the Employee. The employer will only use the employee’s personal information when the law allows the employer to. Most commonly, the employer will use the employee’s personal information in the following circumstances: 1. Where the employer needs to perform the contract it has entered into with the employee. 2. Where the employer needs to comply with a legal obligation. 3. Where it is necessary for the employer’s legitimate interests (or those of a third party) and the employee’s interests and fundamental rights do not override those interests. The employer may also use the employee’s personal information in the following situations, which are likely to be rare: 1. Where the employer needs to protect the employee’s interests (or someone else’s interests). 2. Where it is needed in the public interest or for official purposes. Situations in which the employer will use the employee’s personal information The employer needs all the categories of information in the list above primarily to allow it to perform its contract with the employee and to enable it to comply with legal obligations. In some cases the employer may use the employee’s personal information to pursue legitimate interests of its own or those of third parties, provided the employee’s interests and fundamental rights do not override those interests. The situations in which the employer will process the employee’s personal information are listed below. 1. Making a decision about the employee’s recruitment or appointment. 2. Determining the terms on which the employee works for the employer. 3. Checking the employee is legally entitled to work in the UK. 4. Paying the employee and deducting tax and National Insurance contributions (NICs). 5. Enrolling the employee in a pension arrangement in accordance with the employer’s statutory automatic enrolment duties. 6. Administering the contract the employer has entered into with the employee. 7. Business management and planning, including accounting and auditing. 8. Conducting performance reviews, managing performance and determining performance requirements. 9. Making decisions about salary reviews and compensation. 10. Assessing qualifications for a particular job or task, including decisions about promotions. 11. Gathering evidence for possible grievance or disciplinary hearings. 12. Making decisions about the employee’s continued employment or engagement. 13. Making arrangements for the termination of the employer and employee’s working relationship. 14. Education, t...
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Related to How the Employer Will Use Information About the Employee

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  • Our Right to Receive and Release Information About You We are committed to maintaining the confidentiality of your healthcare information. However, in order for us to make available quality, cost-effective healthcare coverage to you, we may release and receive information about your health, treatment, and condition to or from authorized providers and insurance companies, among others. We may give or get this information, as permitted by law, for certain purposes, including, but not limited to: • adjudicating health insurance claims; • administration of claim payments; • healthcare operations; • case management and utilization review; • coordination of healthcare coverage; and • health oversight activities. Our release of information about you is regulated by law. Please see the Rhode Island Confidentiality of HealthCare Communications and Information Act, R.I. Gen. Laws §§ 5-37.3-1 et seq. the Health Insurance Portability and Accountability Act of 1996, as amended by the Health Information Technology for Economic and Clinical Health Act, and implementing regulations, 45 C.F.R. §§ 160.101 et seq. (collectively “HIPAA”), the Xxxxx-Xxxxx-Xxxxxx Financial Modernization Act, 15 U.S.C. §§ 6801-6908, the Rhode Island Office of the Health Insurance Commissioner (OHIC) Regulation 100.

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  • False Information The Borrower or any Obligor has given the Bank false or misleading information or representations.

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