Home >> Privacy Policy

Privacy Policy

JDS HR Limited are committed to protecting and respecting your privacy. We will not share your details with any other company.

We keep and use information in accordance with the Data Protection Act 1998 ("the Act"). This policy sets out the basis on which any personal data we collect from you or that you provide to us will be processed by us.

For the purposes of the Data Protection Act 1998 the data controller is JDS HR Limited, Rectory Cottage, Church Lane, Northbourne CT14 0LG.

We may collect and process the following data about you:

Information that you provide by filling in forms on paper or on our site. This includes information provided at the time of registration to use our site, subscribing to our service, posting material to our site, or requesting further services. We may also ask you for information when you report a problem with our site.
If you contact us, we may keep a record of that correspondence.
Details of transactions through our site and the fulfillment of your orders.
Details of your visits to our site including but not limited to traffic data, location data and other communication data and the resources that you access.

Uses made of the information

This information will not be used for purposes other than the ones for which it was collected. They are:

Subscription administration.
Customer registration.
To ensure that content from our site is presented in the most effective manner for you and your computer.
Developing and offering new products and/or services that may be relevant to your business.
To provide you with information, products or services that you request from us.
To carry out our obligations arising from any contracts entered into between you and us.
To allow you to participate in interactive features of our service when you choose to do so.
To notify you about changes to our service.

IP addresses and cookies

We may collect information about your computer, including, where available, your IP address, operating system and browser type for system administration. For the same reason we may obtain information about your usage of our website by the use of a cookie file which is stored on the hard drive of your computer. You have the choice to accept or reject cookies when filling out forms. This will in no way enable us to launch programs or access personal files on your computer.

How to control the use of cookies

You are not obliged to accept cookies and may modify your browser so that it will not accept cookies. The browser you use to surf the web not only allows you to see the cookies that you have got but also allows you to control their use.

You can control them by allowing them, deleting them individually or deleting all of them. You can also set your browser to not accept cookies altogether. If this option is selected, you should be aware that many websites will not function properly or at all. It may be possible to set your browser to not accept cookies and ask for your consent before each cookie is set on your device. This gives you control over what is set on your device, however has the drawback of slowing down your browsing experience.

There are different levels of control too. You are able to prevent just third party cookies being deployed, effectively opting out of behavioural advertising, and some even allow you to block specific companies you do not wish to deploy a cookie, instead of selecting all companies.

Your rights

You have the right to ask us not to process your personal data for marketing purposes. If so please inform us via e-mail.

Access to information

The Act gives you the right to access information held about you. You right of access can be exercised in accordance with the Act. Any access request may be subject to a fee of £10 to meet our costs in providing you with details of the information we may hold about you.

Guarantees

JDS HR Limited guarantees that the information provided is adequately protected and that the laws and regulations on privacy and data protection will be respected at all times.

Changes to our Privacy Policy

Any future changes we may make to our privacy policy will be posted on this page.

News Items

09/04

Payday Reminders!

A summary of changes to pay, including pension contribution increase, NMW/NLW increases and payslip changes.

16/01

Right to Work Checks Are Going to Get Easier

From 28 January 2019 it is going to be easier to check new (and existing) right to work status by using the Home Office's Right to Work Checking service:

The Home Office's Right to Work Checking Service

Under the Immigration, Asylum and Nationality Act 2006 employers are required to prevent illegal working, failure to do so and as an employer you could be ordered to pay a civil penalty of £20,000 per worker.

However, a statutory excuse is possibly OK if you properly requested the original documentation and checked these details thoroughly prior to the commencement of employment - providing (of course) the paperwork indicated that the new employee has the legal right to work in the UK.

Up to the 28 January 2019, the only way to check these obligations was by checking the oringal documents. However you will now be able to use the Home Office checker (link above).

Before using this service, ensure you have asked the employee for their consent to obtain this personal information. And ensure you keep a copy of the online check report for a minimum of 2 years after the employment ends. You can also use this service for existing employees to ensure they still have the right to work in the UK.

If you would like to use our Right To Work Checklist please do not hesitate to contact us.

15/01

HAPPY NEW YEAR

Just want to take this opportunity to wish all our clients, both past present and future a happy new year.

2019 is going to be great!

15/01

Payslips to change for Workers and Employees

April changes

We can confirm the following pay rate changes:

1 April, the hourly rate of the national living wage and national minimum wage increases for workers aged:

25 and over from £7.83 to £8.21 
21-24 from £7.38 to £7.70 
18- 20 from £5.90 to £6.15 
16- 17 from £4.20 to £4.35

The apprenticeship rate increases to £3.90.

6 April, statutory sick pay (SSP) increases to £94.25 a week.

7 April, the statutory rates for family-friendly leave increases to £148.68.

Changes to Payslips

On the 6 April 2019, employees and workers are to receive an itemised pay statement which sets out the hours they worked and where pay varies.

Employers you will need to check your payroll systems to ensure you are able to comply with these changes.

18/12

New proposed statutory pay rates for 2019/2020

The proposed rates for statutory sick pay (SSP), statutory maternity pay (SMP), statutory paternity pay (SPP), shared parental pay (ShPP) and statutory adoption pay (SA) have now been published. They haven’t yet been approved in parliament, but it is unlikely to change. To keep you ahead of the game, the proposed rates are:

· From 6^th April 2019, SSP will increase from £92.05 per week to £94.25 per week

· From 7^th April 2019, SMP, SPP, ShPP and SAP will all increase from £145.18 per week to £148.68 per week. If the employee’s average weekly earnings is less than the statutory rate, their pay will be 90% of their average weekly earnings.

In order to qualify for statutory payments, the employee must reach the lower earnings limit. This is due to increase from £116.00 per week to £118.00 per week.

Check back here regularly – as soon as these amounts are confirmed, we will let you know!

22/05

Employee on holiday and you arrange a disciplinary??

So you discover your employee has allegedly commited theft against the Company? And that employee is currently at the start of 2 weeks annual leave but you want to get this wrapped up quickly to spread the word that theft is not acceptable!

Do you invite the employee to the hearing whilst they are on holiday? No! Even if you know they are not going anywhere and are just sunbathing in their back garden? Absolutely no!

Recently IKEA made a simple mistake by inviting an employee to an investigation and then disciplinary whilst the employee was on holiday. Which cost the Company over £23,000 in compensation.

Due to the employee not being able to attend the investigation or disciplinary hearing (as they were on holiday) they were not able to put their side of the story across and then this wasn't taken into account when the decision was made. He was dismissed over a 97p milkshake and ended up costing the Company £23,000.

It was also the culture for employees to take the a free drink, but this poor chap had been singled out and made an example of.

What to do in future?

Ensure the employee is not on holiday when arranging the disciplinary proceedings.
If an employee takes something, do not assume it was theft. Check your culture first.
If you discover it is in the culture and you were not aware, then you need to address with every member of staff, either by staff bulletin or individual letters stating that it is not acceptable.