You might even say that we’re an open (The Employer Hand)book.
[cue slow clap]
While I don’t disclaim bad jokes, there are plenty of those at The Employer Handbook, there is also an official Disclaimer. You should read that too.
The Employer Handbook collects information
Hey, I’m just an employment lawyer, who happens to have a bad-ass blog. But, on the real, I’m not much of a technophile. The folks who built this blog (hereinafter “Blog Tech Nerds“) tell me that The Employer Handbook may collect certain information about visitors to the site, even when you’re not logged in. For example, The Employer Handbook may record your IP address, the browser you are using, the country, state, or city from which you access this blog, the URLs of the websites and pages you visit (before, during and after your visit to this blog), the times and dates of such visits, information about the computer hardware and software you use, and other information that may be available. The blog also collects information that you provide voluntarily. Providing this information is completely voluntary. (Duh!) Please do not submit sensitive personal information. Just don’t!
The Employer Handbook uses Google Analytics. Want to know more about Google’s Data Privacy and Security for Analytics? Click here.
From time to time, you may have to provide other personally-identifying information. But, don’t worry. You’ll never need to put a Post-It Note on your laptop webcam when visiting The Employer Handbook. I’m not that creepy. Eww.
Cookies (not the chocolate-chip variety)
The Blog Tech Nerds have also informed me that The Employer Handbook may place “cookies” on your computer to recognize you on return visits to enhance your browsing experience, as well as to collect additional information about you. What are cookies? #TheMoreYouKnow.
Fortunately, this isn’t communist Russia and you have a choice. You may adjust your browser settings or use other means to prevent cookies from being placed on your computer, but doing so may result in reduced functionality and a less personalized browsing experience.
What does The Employer Handbook do with all of this information?
Not much, really.
But, the plan is that when The Employer Handbook uses your information, it’s to do things like improving your browsing experience by personalizing the website and selecting content and services that you may find interesting and useful. The Employer Handbook also uses it so that the Blog Tech Ners and I can administer the blog. Information about the content you visit and services you use may be used alone or in conjunction with information collected from other users to help tailor The Employer Handbook and its other products and services to better suit the needs and interests of you and other users.
Information that you provide may also be used to keep you informed about events and selected products and services that may be of interest to you. Theoretically, you may be contacted with information from carefully-selected third parties, but The Employer Handbook will not provide information to third parties for such purposes unless you authorize it first.
Oh, wait! There is an exception. The Employer Handbook may disclose information (within or outside your country of residence) if there is a good faith belief that disclosure is necessary by law or the legal process, to protect and defend the interests of The Employer Handbook or others’ interests or property. For example, if the police or government or some other regulatory authority come calling, The Employer Handbook intends to squeal like a pig and reserves the right to disclose any information.
Legal Grounds for Processing Your Personal Data
The Employer Handbook relies on the following legal grounds to process your personal information:
Your European Privacy Rights and Choices
If you reside or otherwise find yourself in the territory of Europe, The Employer Handbook is committed to facilitating the exercise of your rights granted by the European Data Protection law. Otherwise, you can contact us at any time to discuss your privacy concerns.
Privacy rights under the European data protection law include:
- Transparency and the right to information. This policy explains how The Employer Handbook may use and share your information. However, if you have questions or need additional information, please email The Employer Handbook.
- Right of access, restriction of processing, erasure. You may contact The Employer Handbook to request information about the personal data that The Employer Handbook has collected from you and to request the correction, modification or deletion of such personal information. The Employer Handbook will take reasonable steps to honor such requests, subject to any legal, ethical and contractual obligations. To make a request or to ask us a question about our data practices, please email The Employer Handbook.
- Right to withdraw your consent at any time. When The Employer Handbook processes your personal data based on your consent, you have the right to withdraw it at any time.
Right to object at any time. You have the right to object at any time to receiving marketing or promotional materials from us by either following the opt-out instructions in The Employer Handbook e-mails or by emailing The Employer Handbook, as well as the right to object to any processing of your personal data based on your specific situation. In the latter case, The Employer Handbook will assess your request and provide a reply in a timely manner, according to the blog’s legal, ethical and contractual obligations.
Right to data portability. You have the right to data portability of your own personal data by emailing The Employer Handbook.
Right not to be subject to an automated decision, including profiling. We do not make automated decisions using your personal data that may negatively impact you.
Right to lodge a complaint with a supervisory authority. If you consider that the processing of your personal data infringes your privacy rights according to the European Privacy regulation, you have the right to lodge a complaint with a supervisory authority, in the member state of your habitual residence, place of work, or place of the alleged infringement.
The Employer Handbook a general audience site and does not offer services directed to children. Should an individual whom we know to be a child under age 18 send personal information to us, we will delete or destroy such information as soon as reasonably possible.
- California Information-Sharing Disclosure: California residents may request a list of all third parties with respect to which The Employer Handbook has disclosed any information about you for direct marketing purposes and the categories of information disclosed. If you are a California resident and want such a list, email The Employer Handbook with “California Privacy Rights” in the subject line.
Retention Periods and Protection of Your Personal Data
The Employer Handbook retains the personal data collected through the blog for so long as reasonably necessary to fulfill the purposes for which the data was collected, to perform any contractual, legal and ethical obligations, and/or for any applicable statute of limitations periods.
The Employer Handbook takes reasonable administrative, physical and technical precautions to protect your personal data and communications between us. This includes, when required or as deemed appropriate and feasible under the circumstances, written commitments from third parties that may have access to your data that they will protect the data with safeguards that are substantially equivalent to those used by The Employer Handbook. No Internet or e-mail transmission is ever fully secure or error-free, however. There are no guarantees of absolute security of your data, and The Employer Handbook is not responsible for processes and networks that The Employer Handbook does not control and for unauthorized access to information by those who have gained access through illegal means.
Information Sent by Way of the Website is Not Secure
Any information sent by e-mail or through the website is not secure and is done so on a non-confidential basis. Any information you send over the Internet, either through his website or via email, is done at your own risk.
Information about International Transfers
Links to Other Sites
Often, The Employer Handbook includes links to third party sites on the blog. The inclusion of any link does not imply that The Employer Handbook endorses the products and services offered at such linked site. These third party sites have separate and independent privacy policies which The Employer Handbook encourages you to review. Therefore, The Employer Handbook is not responsible or liable for the content and activities of these linked sites.
Did you skip the Disclaimer? Come on! Read it!
Questions? Comments? How can I help you?
Email me (email@example.com)
[Last Updated May 17, 2018]