How to handle CVs / resumes with GDPR rules? As a consultant my resume is personal information which is handed out to prospective clients frequently. How personal should it be? Should some data be anonymized? Should the resume be returned from prospective clients? Is there any way to enforce a client to treat it confidential?
In answer to your questions, always get potential clients to sign a contract which covers the GDPR personal data processing requirements at a minimum, prior to giving them a copy of a consultant resume to retain. If you were sat in a meeting with them it is much simpler to record in your logs that the client had sight of the resume but was not left a copy of it in any format, than it is to keep track of which clients have a copy of which data and chasing up to ensure it is erased/destroyed when appropriate. To ensure clients treat the resumes as confidential, make sure they are labelled in the header and footer as confidential. They could also be kept in an envelope clearly marked confidential. There could also be a footnote in small print that informs anyone with a copy, who the data controller is, and that processing is strictly subject to the terms of the 'client contract' or whatever you call it, and that it should be returned or shredded within X days of receipt for example. If you have a computer system generate these it could even specify the client's name and the specific date it should be shredded by. Your notice could include a reminder that the personal data is protected under the E.U. General Data Protection Regulation (GDPR) 2016 and that (client name) as a data processor could be held liable in the event of unauthorised disclosure or processing, if they act outside or contrary to lawful instructions of the data controller. Whilst this won't enforce responsible processing at least it will ensure that your business has done its best to ensure any recipients are fully aware of their responsibilities to protect the information and it would be very difficult for a client to claim they weren't aware the information was confidential or that they had legally binding responsibilities to protect it. It's also worth noting that simply sending CV's/resumes (or other personal data) out via email (unless suitably encrypted) would not meet the requirement in GDPR recital 39 for personal data to be "processed in a manner that ensures appropriate security and confidentiality of the personal data, including for preventing unauthorised access to or use of personal data and the equipment used for the processing." Email technology whilst convenient does not offer any guarantees regarding privacy and confidentiality, therefore instead of sending resumes as email attachments it might be better to use a web-based extranet system which authenticates users before granting access to view resumes. Emails could just let clients know there is a new resume or X number of resumes waiting for them to review and give them a link/button to login. The records of processing activities are in GDPR Article 30 on page 50, and it does not specify a retention period nor that we can choose the retention period, but simply states that data controllers make the records available to the supervisory authority when requested to do so - this may imply indefinite retention of processing records even beyond the life of the processing system (e.g. discontinued products/services), however we may need to await further clarification on this issue from supervisory authorities to be sure.
In order to process data (which includes storing data), a data controller must establish one or more of the lawful bases contained at Article 6(1) of the UK GDPR. Briefly, those are: a) Consent of the data subject b) Necessary for performance of a contract with the data subject c) Necessary for compliance with a legal obligation d) Necessary to protect vital interests of data subject or another person e) Necessary for public interest or exercise of official authority vested in the controller f) Necessary for controller's legitimate interests Clearly a) and d) don't apply. As you've settled the debt, it seems unlikely to me that b) or f) apply. That leaves c) and e). A common example under c) would be a requirement by Companies House or HMRC to keep accounting records for a certain period of time. Some public bodies may also find it necessary, under e), to retain records which they need to be able to carry out their other functions. It seems highly unlikely to me that either of these would justify retention for your &quot;lifetime&quot; however. I would start by sending them a written demand to have your data erased under Article 17(1). Make sure you also specifically request that they provide you with all the information (and in particular the purposes of the processing) under Article 15(1), and that, in the event that they refuse to erase your data, they explain the reasons why pursuant to Article 12(4). Their response on these points will be helpful in establishing whether there is a lawful basis. Your next step after that is either to complain to the ICO or to apply to court for a compliance order under Section 167 of the Data Protection Act 2018. The former is free while the latter is not and carries risks of cost if you are unsuccessful. If you opt for one of these steps, make sure you cite the relevant provisions of the GDPR and explain why you think there is no lawful basis for the data retention (including by referencing any response you received from them). &quot;I have read GDPR guides on how to request erasure, but I don't really feel this applies- I want to have my account deleted, not the track record of the loan and repayment&quot; It doesn't matter whether we are talking about your account or your track record. What matters is whether the account constitutes personal data, which it almost certainly does, per the definition at Article 4(1): &quot;‘personal data’ means any information relating to an identified or identifiable natural person (‘data subject’); an identifiable natural person is one who can be identified, directly or indirectly, in particular by reference to an identifier such as a name, an identification number, location data, an online identifier or to one or more factors specific to the physical, physiological, genetic, mental, economic, cultural or social identity of that natural person;&quot;
The "right to be forgotten" is not absolute. It is subject (Art. 17) to certain conditions, in particular the absence of "overriding legitimate grounds for the processing" (1(c)). 3(b) explicitly exempts data controllers from the erasure where needed "for compliance with a legal obligation which requires processing by Union or Member State law to which the controller is subject". I can even imagine a former employee first claiming his right to be forgotten, and then - a week after getting the confirmation - claiming his right to receive a resumee (a right in existense in Germany), which a company would not be able to fulfill as it hasnt got any data to base the resumee on. If the "right to receive a resumee" indeed exists in Germany and employers need to comply with it, that would be perfectly legitimate ground to only partially fulfil the request to be forgotten⁠ — forget everything but the resume. Is it against the law to document these cases? If you document "On 27 February 2020 John Smith requested to be forgotten so we deleted or anonymised all his records", you will effectively NOT forget him. If you actually had to forget him, it will therefore be against the law to document your forgetting that way.
The answer is right there in the quote: any information relating to an identified or identifiable natural person So if the data can in any way be tied to a specific individual then it is personal data. Note that you have to consider the data collection as a whole - even if there are no names in your data, if there is enough info in it that you can work out who the individual is (or probably is) its personal data. Obvious things include names, dates of birth, physical addresses, electronic addresses, social media profiles etc. Less obvious things include job or profession, memberships of organisations, friends and associates, town/suburb etc. i.e. things that in combination can reduce the set of people it could be to a small number of individuals. Basically, if you collect and store information about individuals in any way you are caught by this regulation. Even an email address used for login is personal data in that it identifies an individual and tells a hacker that they use your software. Examples of what is not personal data includes information about judicial persons (companies and other organisations that are sufficiently large that individual information cannot be inferred) or properly anonomized data where the data set is sufficiently large that identifying any particular individual is highly improbable (several dozen people at least depending on how revealing the data is).
Possibly, but probably not. Personal data is any information relating to an identifiable person. The statement “Alice is sick” is information, and relates to Alice who is identifiable. Processing personal data is not inherently illegal, but does require a legal basis per Art 6 GDPR, such as a legitimate interest. Here, the information is data concerning health, processing of which is prohibited unless one of the explicit exceptions applies (such as explicit consent, or legal obligations). So it is legitimate to have concerns on whether disclosure of this information would be legal. If these rules were breached, that would be on the data controller. Here, the company would be the data controller, not Bob (unless Bob acted against training and instructions and processed the personal data for his own purposes). However, GDPR probably doesn't apply to this specific interaction. In Art 2(1), the GDPR says that This Regulation applies to the processing of personal data wholly or partly by automated means and to the processing other than by automated means of personal data which form part of a filing system or are intended to form part of a filing system. A conversation itself would not be subject to GDPR rules – there is no filing system or similar structured data involved. What GDPR would prevent is to keep records on Alice's health status, but doesn't necessarily prevent talking about it informally. For example, the EUR 35.3M fine against H&amp;M in Germany was imposed not because managers talked with employees about personal matters, but because they then maintained detailed files about those personal matters. Data controllers are responsible though for ensuring security and compliance through appropriate technical and organizational measures (TOMs). TOMs can include things such as non-disclosure agreements and training for staff. If Bob acts against such training, there could be repercussions along the Bob–Company employment relationship. But that would mostly be an employment law thing, not so much a GDPR thing.
Among other things, GDPR regulates what you may do with the data within your systems. You can use it for the contracted purpose, or in accordance to law, or with informed and revokable consent, or for some other enumerated purposes. Even with consent, you have to take security measures to avoid the misuse of the data. Remember the software shrink-wrap licenses? &quot;By opening the package, you agree to the terms inside.&quot; GDPR makes the equivalent in the cloud world impossible. You have to document exactly what you do with the data, and for any use that is not necessary to perform the service the customer can opt out. In the scenario you describe, it is possible that you are not the data controller under GDPR but the data processor, and that you have a duty to keep the data from separate controllers apart. And delete any batch at the end of contract. If you want to do this professionally, you need to consult a lawyer for your specific plans.
There is nothing in the GDPR requiring you to collect individual personally identifiable information. If the website has no need, and the website owner no desire, to collect such information, there is no requirement to do so. The GDPR requires that if such information is collected, that there is a lawful basis, and that it be handled appropriately and stored securely, and deleted when there is no longer a need to retain it, or on a proper request. If no such information is collected in the first place, all the rules about how to handle it do not apply. It is possible that some law of an individual country in the EU might mandate collection of some particular information, but I have not heard of any such requirement.
Not legal advice - you should consult an attorney who knows your local jurisdiction. That's a general statement, but especially true here because the GDPR does not include personal liability for directors (or others) in the event of a data breach, but domestic laws may indeed do just that. The UK is one example where certain circumstances can lead to criminal liability for directors of a firm in the event of a breach. That said, your company should care. The fines for knowingly allowing a breach or not reporting it properly in a timely manner have been made more significant than the prior Directive. There are things you could do to potentially mitigate consequences in the event of a breach and a fine being levied on the company, such as aligning with best practices and getting certifications. In sum, the actual punishments for noncompliance will vary by jurisdiction, but any business that handles data in the EU should undoubtedly be ensuring it is aware of what, if any, obligations it has and taking steps to comply before May's deadline.