1. Introduction

We manage personal information in accordance with the Privacy Act 1988 and Australian Privacy Principles. This privacy policy applies to information collected by Fuse Recruitment. We only collect information that is reasonable necessary for the proper performance of our activities or functions. We do not collect personal information just because we think it could be useful at some future stage if we have no present need for it. We may decline to collect unsolicited personal information from or about you and take steps to purge it from our systems.

1.1. Australian Privacy Principles

Fuse Recruitment manages personal information, as an APP Entity, under the Australian Privacy Principles (APPs). Because we are a contracted service provider to a range of Commonwealth, State and Territory government agencies, it sometimes becomes necessary for us to collect and manage personal information as an Agency under different privacy arrangements.

1.2. Information Flow

When we collect your personal information:

we check that it is reasonably necessary for our functions or activities as a recruitment company.
we check that it is current, complete and accurate. This will sometimes mean that we have to cross check the information that we collect from you with third parties;
we record and hold your information in our Information Record System . Some information may be disclosed to overseas recipients.
we retrieve your information when we need to use or disclose it for our functions and activities. At that time, we check that it is current, complete, accurate and relevant. This will sometimes mean that we have to cross check the information that we collect from you with third parties once again - especially if some time has passed since we last checked.
subject to some exceptions, we permit you to access your personal information in accordance with APP:12 of the (APPs).
we correct or attach associated statements to your personal information in accordance with APP:13 of the (APPs).
we destroy or de-identify your personal information when it is no longer needed for any purpose for which it may be used or disclosed provided that it is lawful for us to do so. We do not destroy or de-identify information that is contained in a Commonwealth Record

1.3. Future Changes

This policy may change over time in light of changes to privacy laws, technology and new business practices. If you use our website regularly, it is important that you check this policy regularly to ensure that you are aware of the extent of any consent, authorisation or permission you might give.

2. Kinds of information that we collect and hold

Personal information that we collect and hold is information that is reasonably necessary for the proper performance of our functions and activities as a recruitment company and is likely to differ depending on whether you are a workseeker, a client or a referee.

2.1. For Workseekers

The type of information that we typically collect and hold about Workseekers is information that is necessary to assess amenability to work offers and work availability; suitability for placements; or to manage the performance in work obtained through us and includes:

your name and contact details, including your address, email address and phone numbers;
your date of birth;
your gender;
information in your cover letter, resume and application forms including your skills, qualifications, work history, references, goals and interests;
details of your work rights in Australia and other countries;
your tax file number and superannuation details;
information documenting your work history with or through us (including bank account details, salary, work performance information and salary sacrifice documents);
aptitude and psychological assessment results;
the results of police checks, working with children checks or other background checks;
medical reviews or assessments of you;
other information that you, your referees or our clients provide to us, including personal feedback and notes of our interactions with you and/or others in relation to your suitability for work with us or through us.

2.2. For Clients

The type of information that we typically collect and hold about Clients is information that is necessary to help us manage the presentation and delivery of our services and includes:

your contact details including your address, email address and telephone numbers;
details of your job title/description and organisational needs;
records of our interaction with you and confidential feedback you may give us regarding our candidates.

2.3. For Referees

The type of information that we typically collect and hold about Referees is information necessary to help make determinations about the suitability of one of our Workseekers for particular jobs or types of work and includes:

your contact details including your address, email address and telephone numbers;
details of your job title/description;
your confidential opinions about a candidate and their suitability for work with or through us.

3. Purposes

The purposes for which we collect, hold, use and disclose your personal information are likely to differ depending on whether you are a workseeker, a client or a referee.

3.1. For Workseekers

Information that we collect, hold, use and disclose about Workseekers is typically used for:

work placement operations;
recruitment functions;
statistical purposes and statutory compliance requirements;

3.2. For Clients

Personal information that we collect, hold, use and disclose about Clients is typically used for:

client and business relationship management;
recruitment functions;
marketing services to you;
statistical purposes and statutory compliance requirements.

3.3. For Referees

Personal information that we collect, hold, use and disclose about Referees is typically used for:

confirmation of identity and authority to provide references;
workseeker suitability assessment;
recruitment functions;

3.4. Our Policy on Direct Marketing

We may use the email address you provided to send you vacancy information and newsletters outlining general recruitment information. Your personal information might be used for marketing purposes directly or by a third party. If at any point you wish to unsubscribe from direct marketing, there is an option to do so on each campaign.

4. How your personal information is collected

The means by which we will generally collect your personal information are likely to differ depending on whether you are a workseeker, a client or a referee.

We sometimes collect information from third parties and publicly available sources when it is necessary for a specific purpose such as checking information that you have given us or where you have consented or would reasonably expect us to collect your personal information in this way.

Sometimes the technology that is used to support communications between us will provide personal information to us.

4.1. For Workseekers

Personal information will be collected from you directly when you fill out and submit one of our application forms or any other information in connection with your application to us for work. We may also collect personal information about you from a range of publicly available sources including newspapers, journals, directories, the Internet and social media sites. When we collect personal information about you from publicly available sources for inclusion in our records we will manage the information in accordance with the APPs and our Privacy Policy.

4.2. For Clients

Personal information about you may be collected when you provide it to us for business or business related social purposes. We may collect personal information about you from a range of publicly available sources including newspapers, journals, directories, the Internet and social media sites. When we collect personal information about you from publicly available sources for inclusion in our records we will manage the information in accordance with the APPs and our Privacy Policy.

4.3. For Referees

Personal information about you may be collected when you provide it to us in the course of our checking Workseeker references with you and when we are checking information that we obtain from you about Workseekers. We may also collect personal information about you from a range of publicly available sources including newspapers, journals, directories, the Internet and social media sites. When we collect personal information about you from publicly available sources for inclusion in our records we will manage the information in accordance with the APPs and our Privacy Policy.

4.4. Photos & Images

We will not request that you supply photographs, scan photo ID, or capture and retain video image data of you in cases where simply sighting photographs or proof of identity documents would be sufficient in the circumstances.

4.5. Electronic Transactions

Sometimes, we collect personal information that individuals choose to give us via online forms or by email, for example when individuals:

ask to be on an email list such as a job notification list;
register as a site user to access facilities on our site such as a job notification board;
make a written online enquiry or email us through our website;
submit a resume by email or through our website;

It is important that you understand that there are risks associated with use of the Internet and you should take all appropriate steps to protect your personal information. It might help you to look at the OAIC's resource on Internet Communications and other Technologies.

You can contact us by and line telephone or post if you have concerns about making contact via the Internet.

5. How your personal information is held

Personal information is held in our Information Record System until it is no longer needed for any purpose for which it may be used or disclosed, at which time it will be de-identified or destroyed provided that it is lawful for us to do so. We take a range of measures to protect your personal information from misuse, interference and loss; and unauthorised access, modification or disclosure.

5.1. Our Information Record System

Our Information Record System is used to hold all information relating to vacancies and placements and all information relation to a candidates application, placement and employment. Information is stored in hard copy and electronic form including on portable electronic devices such as laptop computers and mobile phone.

5.2. Information Security

We take reasonable steps to destroy or permanently de-identify personal information when it is no longer required for any purpose for which it may be used or disclosed. However it is not always practicable to destroy or de-identify electronic data. Where it is not reasonable to destroy or permanently de-identify personal information in electronic form, we will take reasonable steps to prevent inadvertent access to it. Staff training includes the management of personal information and confidentiality. Confidential records are kept in locked cabinets. System platforms are password protected and passwords updated regularly. Once information is no longer of use it is shredded and disposed of via secure disposal.

6. Disclosures

We may disclose your personal information for any of the purposes for which it is primarily held or for a lawful related purpose. We may disclose your personal information where we are under a legal duty to do so. Disclosure will usually be:

internally and to our related entities
to our Clients
to Referees for suitability and screening purposes.

6.1. Related Purpose Disclosures

We outsource a number of services to contracted service suppliers (CSPs) from time to time. Our CSPs may see some of your personal information. Typically our CSPs would include:

Software solutions providers;
I.T. contractors and database designers and Internet service suppliers;
Legal and other professional advisors;
Insurance brokers, loss assessors and underwriters;
Superannuation fund managers;
Background checking and screening agents;

We take reasonable steps to ensure that terms of service with our CSPs recognise that we are bound by obligations to protect the privacy of your personal information and that they will not do anything that would cause us to breach those obligations.

6.2. Cross-Border Disclosures

Some of your personal information is likely to be disclosed to overseas recipients. We cannot guarantee that any recipient of your personal information will protect it to the standard to which it ought to be protected. The costs and difficulties of enforcement of privacy rights in foreign jurisdictions and the impracticability of attempting to enforce such rights in some jurisdictions will mean that in some instances, we will need to seek your consent to disclosure. The likely countries, type of information disclosed and recipients are indicated, so far as is practicable, in the following table:

Country	Type of Information	Likely Recipients
The United Kingdom of Great Britain	All personal data held by us	Fuse Recruitment and Fuse International Recruitment Clients
New Zealand	All personal data held by us	Fuse Recruitment and Fuse International Recruitment Clients

7. General Data Protection Regulation (GDPR) Compliance

The GDPR and the Australian Privacy Act 1988 share many common requirements, including:

to implement a privacy by design approach to compliance
to be able to demonstrate compliance with privacy principles and obligations
to adopt transparent information handling practices.

Certain rights of individuals such as the RTBF “right to be forgotten” and SAR “subject access request” do not have an equivalent right under the Australian Privacy Act.

If you have an active account on the Fuse Recruitment website www.fuserecrutiment.com you are able to:

request the “right to be forgotten”
download their data
download their activity log
edit their account details
unsubscribe.

If you do not have an active account on the Fuse Recruitment website, you can send a written request to Monique Abbenhuis (Data Protection Officer) via email mabbenhuis@fuserecruitment.com or to Fuse Recruitment, Level 2, 313 Burwood Road, Hawthorn Victoria 3122.

7.1. Right to be Forgotten (RTBF) Request

If you submit a right to be forgotten request, Fuse Recruitment will delete and securely dispose of all information pertaining to and identifying you.

7.2. Subject Access Request (SAR) Request

You have a right to be informed by us if we are processing personal data that relates to you and, if so, to be told:

What personal data it is being processed.
The purposes for which the personal data is being processed.
Who, if anyone, the personal data is disclosed to.
The extent to which it is using the personal data for the purpose of making automated decisions relating to the data subject and, if so, what logic is being used for that purpose.

Fuse Recruitment will respond to an SAR request by providing, in an intelligible form, copies of the personal data and any information about the sources of the data within 40 days.

Disproportionate Effort

Employers can refuse to provide information where doing so would involve disproportionate effort. Difficulties throughout the process (from finding, analysing and providing the data) can be taken into account. However, employers must be able to show that they have taken all reasonable steps to comply with the request and, as the ICO Code notes, “should be prepared to make extensive efforts to find and retrieve the requested information.”

7.3. Mandatory Data Breach Notification

If there is a data breach, we will advise the relevant supervisory authority of a data breach within 72 hours of becoming aware of the breach - unless the breach is unlikely to result in a high risk to the rights and freedoms of individuals. When a data breach is likely to result in a high risk to the rights and freedoms of natural persons, the controller must notify the individual without undue delay.

8. Access & Correction

Subject to some exceptions set out in privacy law, you can gain access to your personal information that we hold.

Important exceptions include:

evaluative opinion material obtained confidentially in the course of our performing reference checks; and access that would impact on the privacy rights of other people. In many cases evaluative material contained in references that we obtain will be collected under obligations of confidentiality that the person who gave us that information is entitled to expect will be observed. We do refuse access if it would breach confidentiality.

For more information about access to and/or applying to correct your information see our Collection Notification.

8.1. Access Policy

If you wish to obtain access to your personal information you should contact our Privacy Co-ordinator. You will need to be in a position to verify your identity. For more information see our Collection Notification.

8.2. Correction Policy

If you find that personal information that we hold about you is inaccurate, out of date, incomplete, irrelevant or misleading, you can ask us to correct it by us.

We will take such steps as are reasonable in the circumstances to correct that information to ensure that, having regard to the purpose for which it is held, the information is accurate, up to date, complete, relevant and not misleading.

If we have disclosed personal information about you that is inaccurate, out of date, incomplete, irrelevant or misleading, you can ask us to notify the third parties to whom we made the disclosure and we will take such steps (if any) as are reasonable in the circumstances to give that notification unless it is impracticable or unlawful to do so.

9. Complaints

You have a right to complain about our handling of your personal information if you believe that we have interfered with your privacy.

9.1. Complaints Procedure

If you are making a complaint about our handling of your personal information, it should first be made to us in writing. You can make complaints about our handling of your personal information to our Privacy Co-ordinator, whose contact details are Mathew Westcott via email on mwestcott@fuserecruitment.com or by telephone on +61 3 9981 5900.

You can also make complaints to the Office of the Australian Information Commissioner.

Complaints may also be made to RCSA the industry association of which we are a member. RCSA administers a Code of Conduct for the professional and ethical conduct of its members.

The RCSA Code is supported by rules for the resolution of disputes involving members.

NOTE: The Association Code and Dispute Resolution Rules do NOT constitute a recognised external dispute resolution scheme for the purposes of the APPs; but are primarily designed to regulate the good conduct of the Associations members.

When we receive your complaint:

We will take steps to confirm the authenticity of the complaint and the contact details provided to us to ensure that we are responding to you or to a person whom you have authorised to receive information about your complaint;
Upon confirmation we will write to you to acknowledge receipt and to confirm that we are handling your complaint in accordance with our policy.
We may ask for clarification of certain aspects of the complaint and for further detail;
We will consider the complaint and may make inquiries of people who can assist us to established what has happened and why;
We will require a reasonable time (usually 30 days) to respond;
If the complaint can be resolved by procedures for access and correction we will suggest these to you as possible solutions;
If we believe that your complaint may be capable of some other solution we will suggest that solution to you, on a confidential and without prejudice basis in our response;

If the complaint cannot be resolved by means that we propose in our response, we will suggest that you take your complaint to any recognised external dispute resolution scheme to which we belong or to the Office of the Australian Information Commissioner.

Collection Notification

We will need to collect personal information about you

We only seek to collect personal information that is necessary for the proper performance of our tasks and functions.

Personal information may range from the sensitive (eg: relevant medical or criminal history) to the everyday (eg address and phone number).

We may collect the opinions of others about your work performance, your work experience and qualifications, aptitude test results and other information in connection with your possible work placements:

We will only collect information that is reasonably necessary for the performance of our functions or activities;
We do not collect or use personal information for the purposes of unlawful discrimination;
We do not collect personal information just because we think it could be useful at some future stage if we have no present need for it. We do not routinely conduct criminal history checks and only do so in order to obtain relevant criminal history with regard to particular jobs you are offered or for which you are shortlisted;
We may decline to collect unsolicited personal information from or about you and may take such measures as we think appropriate to purge it from our systems;
If you only browse our website, we do not collect information that identifies you personally, though we may collect information related to your visit to our website.
If we don’t collect this information:
We may be limited in our ability to locate suitable work for you;
We may be limited in our ability to place you in work;
We might decline to represent you in your search for work or put you forward for particular positions.

Who will be collecting your personal and sensitive information?

Your personal information will be collected and held by Fuse Recruitment for its own us. Some of your personal information may be held on portable devices such as mobile phones, laptop computers or in diaries operated and held by our staff members.

We collect personal information about you from other people including referees, previous employers, work colleagues, professional registration authorities and educational institutions, who may be in a position to provide us with information that we may use to assess your suitability to be placed in or continue in positions that you may be offered. If we reasonably believe that your being in, or remaining in, a position might present a risk to your health and safety or to that of others for whose health or safety we are responsible, we may collect relevant personal information (including health information) that will allow us to manage that risk.

The kinds of information that we collect and hold include:

Candidate information submitted and obtained from the candidate and other sources in connection with applications for work;
Work performance information;
Information about incidents in the workplace;
Staff information;
Information submitted and obtained in relation to absences from work due to leave, illness or other causes;
Information obtained to assist in managing client and business relationships;
Information received from referees;

Purposes for which we hold, use and disclose information:

We primarily hold, use and disclose personal information for the following:

Employment placement operations;
Recruitment;
Staff management and training;
Client and business relationship management;
Marketing;
Risk management;
Salary and wage payments;
Statistical purposes and statutory compliance requirements.

Your personal information will be used in connection with:

Our assessment of your suitability for registration with us;
The necessary validation (including from appropriate third party resources) of your resume, cv nominated references, or state qualifications, experience, training or abilities
Your actual or possible work placement;
Your performance appraisals;
Any test or assessment (including medical and assessments) that you might be required to undergo;
Our assessment of your ongoing performance and prospects;
Our identification of your training needs;
Suggestions we may made to you, whilst you remain registered with us, for further training in connection with work of the type that you are seeking through us;
Any workplace rehabilitation in which you and we are involved;
Our management of any complaint, investigation or inquiry in which you are involved;
Any insurance claim or proposal that requires disclosure of your personal or sensitive information;
Any reference that we give concerning your work;
Our statutory obligations;

How your information is collected and held

Personal information will be collected from you directly, electronic transactions, online applications, paper applications, verbal conversations. Information is stored on our Information Record System; individual desktops, mobile computers and mobile phones until it is no longer needed for any purpose for which it may be used or disclosed at which time it will be de-identified or destroyed provided that it is lawful for us to do so. There are some inherent risks in the use of internet communications and other technologies. It is important that you read the section on Electronic Transaction if you are using Internet communications or other technologies to communicate with Fuse Recruitment.

Personal Information Quality

We rely on you to tell us when there are changes to your personal information that we hold about you. This could be e.g. a change of address or employment status.

Personal Information Security and Consequences

If we do not collect this information:

We may be limited in our ability to locate suitable work for you;
We may be limited in our ability to place you in work;
We might decline to represent you in your search for work or put you forward for particular positions.

Contractors

We contract out a number of services from time to time. Our contractors may see some of your personal information.

Typically our contractors would include:

I.T. contractors and database designers;
Internet Suppliers;
Legal and other professional services;
Insurance brokers, loss assessors and underwriters;
Superannuation fund managers;
Background Checking and screening agents.

We take reasonable steps to ensure that terms of service with our Contractors recognise that we are bound by obligations to protect the privacy of your personal information and that they will not do anything that would cause us to breach those obligations.

Direct Marketing

Photos and Images

We will not request that you supply photographs, scan photo ID or capture and retain video image data of you in cases where simply sighting photographs or proof of identity documents would be sufficient in the circumstances. At times video surveillance which operates in or near our premises may capture images of you.

Disclosures

We may disclose your personal information for any of the purposes for which it is primarily held or for a related secondary purpose. In some cases we may only disclose information with your consent. We may disclose your personal information where we are under a legal duty to do so, including circumstances where we are under a lawful duty of care to disclose information.

Your personal information may be disclosed to:

Potential and actual employers and clients of Fuse Recruitment
Referees;
A person who seeks a reference about you;
Other members of Fuse Recruitment;
Our insurers;
A professional association or registration body that has a proper interest in the disclosure of your personal and sensitive information;
A worker’s compensation body;
Our contractors and suppliers – e.g. out IT contractors, internet service suppliers and database designers, some of whom may be off shore;
A parent, guardian, holder of an enduring power of attorney (or like authority) or next of kin whom we may contact in any case in which consent is required or notification is to be given and where it is not practicable to obtain it from or give it directly to you;
Any person with a lawful entitlement to obtain the information.

Trans-Border Data Flows

We cannot guarantee that any overseas recipient of your personal information will protect it to the standard to which it would be protected in Australia. The costs and difficulties of enforcement of privacy rights in foreign jurisdictions and the impracticability of attempting to enforce such rights in some jurisdictions will, mean that in some instances, we will need to seek your consent to disclosure.

Access and Correction of Personal Information

You have a right to request access to your personal information and to request its correction. Subject to some exceptions that are set out in the National Privacy Principles, you can gain access to the personal information that we hold about you.

We do refuse access if it would interfere with the privacy rights of other persons or if it breaches any confidentiality that attaches to that information. In many cases evaluative material contained in references that we obtain will be collected under obligations of confidentiality that we make and which the communicator of that information is entitled to expect will be observed.

If you wish to obtain access to your personal information you should contact our Privacy Co-ordinator. You will need to be in a position to verify your identity. We might impose a moderate charge in providing access. Our Privacy Co-ordinator would discuss these with you. You should also anticipate that it may take a little time to process your application for access as there may be a need to retrieve information from storage and review information in order to determine what information may be provided.

Inquiries and Complaints

You can make inquiries or complaints about our privacy policies to our Privacy Co-ordinator whose contact details are:

Mathew Westcott, Managing Director, Fuse Recruitment, Level 1, 328 Burwood Road, Hawthorn Victoria 3122.

Telephone: +613 99981 5900 Email: mwestcott@fuserecruitment.com.

You can also make complaints to the Office of the Federal Privacy Commissioner and also to the RCSA.

How your complaint will be handled

When Fuse Recruitment receive your complaint:

Fuse Recruitment will take steps to confirm the authenticity of the complaint and the contact details provided to us to ensure that we are responding to you or to an authorised agent;
Upon confirmation, we will write to you to acknowledge receipt and to confirm that we are handling your complaint in accordance with our policy;
Fuse Recruitment may ask for clarification of certain aspects of the complaint and for further detail;
Fuse Recruitment will consider the complaint and may make inquiries of people who can assist us to establish what has happened and why;
Fuse Recruitment will require a reasonable time (usually around 30 days) to respond;
If the complaint can be resolved by procedures for access and correction we will suggest these to you as possible solutions;
If Fuse Recruitment believe that your complaint may be capable of some other solution we will suggest that solution to you, on a confidential and without prejudice basis in our response;

If the complaint cannot be resolved by means the Fuse Recruitment offers, we will suggest that you take your complaint to any recognised external dispute resolution scheme to which we belong or the Office of the Australian Information Commission.

Legal requirements for personal information

Some laws such as taxation law, immigration law, laws regulating employment agencies, laws relating to national security, laws relating to professional or trade registration and laws for the protection of certain classes of people (such as children or the elderly) may require that we collect certain types of information (including criminal history and evidence of your right to work) from you that is relevant to the position(s) for which you may be applying.

The following Australian laws require or authorise our collection of personal information from you:

Migration Act 1958 (C’th) and Migration Regulations 1994 (C’th)
Private Employment Agents (Code of conduct) Regulation 2005 (Qld);

There may be cases where our duties require us to obtain and disclose certain types of personal information relevant to specific jobs (eg: some professional registration legislation may require the collection of certain types of information). When requesting information of this type, we will tell you whether the supply of that information by you is mandatory or voluntary.

Electronic Transactions

This section explains how we handle personal information collected from our website and by other technology in the course of electronic transactions. We conduct transactions electronically as well as in hard copy and by fact to face measures. It might help you to look at httpp://privacy.gov.au/topics/technologies.

It is important that you:

Understand that there are risks associated with the use of electronic technologies and the use of the internet and you should take all appropriate steps to protect your personal information;
Know your rights, read our privacy policy, collection statement and consent to electronic transactions;
Be careful what information you share on the Web;
Use privacy tools on the site – control access to your search listing and profile;
Make sure your anti-virus and data protection is up-to-date.

Please contact our office by phone or mail if you have concerns about making contact via the internet. Sometimes, we collect personal information that individuals choose to give us via online forms or by email, for example when individuals:

Ask to be on an email list such as a job notification list;
Register as a site user to access facilities on our site such as job alerts;
Make a written online enquiry or email us through our website;
Submit a resume by email or through our website.

Electronic platforms that we use may include:

Social networks;
Web searches;
Resume harvesting and job matching;
Web browsing;
Emails;
Telephone calls and message logs;
Teleconference and video conferences;
Mobile access;
Fuse Recruitment Databases;

How your personal information is held

We hold all information on Fuse Recruitment desktop and mobile computer systems and software packages including our Information Record System and Payroll system.

Referee Collection Statement: Telephone Script

This script assume it is only for the use of information collected will be to access candidate suitability.

[After confirming identity of Referee]
“My name is [ABC]. I’m a consultant from Fuse Recruitment and I understand that you may be able to provide a reference in relation to [Candidate].

Before proceeding with this phone conversation I need to advise you that a copy of our Privacy Policy can be found on the Fuse Recruitment website.

[After confirmation]
I will need to make a note of your name, position and your opinions about [Candidate’s] work performance. Are you content for me to do so?

[After confirmation]
If you need to access or correct the reference you can do so under the Privacy Principles detailed on our website. The information I collect will be used and disclosed primarily for the purpose of assessing [Candidate’s] suitability for work for which they have/may apply and it will usually be disclosed to prospective employers. The information you give me about [Candidate] might include private information I will need to make sure of the relevance, accuracy, currency and completeness of it before I use it or disclose it and to ensure that it is not misleading. I might have to check it with [Candidate] or with third parties. [Candidate] might also have a right of access to the information that I collect from you.

Please tell me if any of the information that you give me is confidential either as regards you, your organisation or any other person. If you can tell me this BEFORE you give me the information I can take steps to protect its confidentiality so far as the law allows.

If any of the information you wish to give me is confidential I would like to make sure that I have your permission to use and disclose it as may be necessary to allow me to carry out my functions. For example in some case you might be happy for me to disclose the substance of that information without disclosing the actual words; or you might wish me to keep the source of information confidential.

There might be some things that you would be happy enough to let me disclose to a potential employer, though not to the candidate.

Are you happy to tell me as we go along, and before disclosing it, if you want your responses to be kept confidential? And if you do not tell me that particular information is confidential can I take it that I may use and disclose it for the purpose of assessing [Fuse Recruitments] suitability for jobs for which he/she may apply?”

Proceed on a “Yes” response; if “No” go back and clarify.

Modern Slavery Statement

Fuse Recruitment is committed to ensuring that modern slavery and human trafficking do not occur in any part of our business operations or supply chain. We acknowledge the responsibility we have to prevent any form of modern slavery, forced labour, or human trafficking in our organisation, as well as in the organisations we work with.

Our Policy on Modern Slavery

At Fuse Recruitment, we have a zero-tolerance policy towards any form of modern slavery, forced labour, or human trafficking. We aim to conduct our business in a manner that respects human rights and promotes ethical behaviour. We are committed to complying with all relevant laws and regulations related to modern slavery, forced labour, and human trafficking.

Our Due Diligence Process

To ensure that we operate in an ethical and responsible manner, we have implemented a due diligence process to identify and mitigate the risk of modern slavery in our operations and supply chain. This process includes:

1. Risk assessment: We conduct regular assessments to identify potential risks related to modern slavery in our business operations and supply chain.

2. Supplier engagement: We engage with our suppliers and partners to understand their approach to modern slavery and encourage them to adopt ethical business practices.

3. Contractual obligations: We include contractual obligations related to modern slavery in our agreements with suppliers, requiring them to comply with all applicable laws and regulations related to modern slavery and forced labour.

4. Monitoring and reporting: We monitor our supply chain regularly and require our suppliers to provide reports on their compliance with our contractual obligations related to modern slavery.

Our Training and Awareness Program

At Fuse Recruitment, we understand that addressing modern slavery requires ongoing education and awareness. We provide training and resources to our employees to help them identify and prevent modern slavery. We also encourage our suppliers and partners to provide similar training to their employees.

Our Commitment

We are committed to continuously improving our practices and processes to ensure that we prevent modern slavery, forced labour, and human trafficking in our operations and supply chain. We will continue to work with our suppliers, partners, and stakeholders to promote ethical and responsible.

Privacy Policy