There are times when you may have access to and may be entrusted with confidential information. You are expected to maintain confidentiality at all times, whether the information is regarding the business, employees or clients.
It is the responsibility of all line managers to ensure that confidential information is kept in secure areas and that only those employees who have a legitimate need to know are provided with sensitive information. It is the responsibility of all employees who have access to confidential information to ensure that they do not, either intentionally or unintentionally, share this information with anyone outside the Company without the prior written consent of the Company.
Types of information that the Company regards as confidential includes, but is not limited to the following list below. Under no circumstances should they be discussed openly either within the workplace, after hours or after leaving the Company. The list is non exhaustive and the Company reserves the right to classify any information which is not included in the list but which, if disclosed, may cause harm to the Company as confidential.
- Financial and marketing statistical data including sales, profits and expenses.
- Competitive relationships with other firms.
- Data regarding tenders, pipelines, wins and customers.
- Budget information.
- Mergers or significant re-organisations.
- Personnel actions such as promotions, demotions, resignations, bonuses, pay data, benefits data and performance appraisals.
- Controversies within or between departments or individuals.
- Psychological assessments.
- Information of a personal or sensitive nature.
- Communications to the Company’s legal representatives.
- Documents revealing the substance of legal advice received from the legal representatives from the Company’s legal representatives.
All notes and documentation of trade secrets or confidential information is the property of the Company and must be surrendered to your line manager when you leave the Company, or at any time during your employment at the request of the Company.
Any wilful, intentional disclosure of confidential information to unauthorised persons will be considered sufficient cause for disciplinary action up to and including dismissal.
You are not, under any circumstances to provide comments to the press, TV or radio or other outside parties. Please refer all enquiries to the Communications Department – Uk.Communications@altrad.com
You may not write articles for the trade, technical, provincial or national press, or talk to (or be interviewed by) the media, whether national or local, without the prior permission of a Director.
Copyrights and patents
Any Intellectual Property is the sole property of the Company and will, where appropriate, be subject to the laws of copyright and patent in the Company’s name.
“Intellectual Property” means any:
- concept, discovery, invention, process, procedure, development or improvement in process or procedure;
- data, design, formula, model, plans, drawings, documentation, database, computer programme or software (including related preparatory and design materials) whether registerable or not and whether or not copyright or design rights subsist in it; and
- idea, method, information or know-how which is made, discovered, created or generated by you whether alone or with others and whether or not in the course of your employment or which is capable of being used or adapted for use in connection with the Company.
You irrevocably and unconditionally waive in favour of the Company the moral rights conferred on you by the Copyright Designs and Patents Act 1988 in respect of any Intellectual Property right in which the copyright is vested in the Company.
General Data Protection Act
The Company holds information relating to you which is subject to the Data Protection Act 1998.
For example, the following are types of information, which are held (but not limited
to): name, address, age, gender, work performance, career history, bank details, salary, benefits, medical insurance, pension membership, shares, national insurance numbers, educational qualifications, absence and health records.
By signing your written statement of Terms & Conditions (which this Handbook accompanies) you have consented to the Company processing, both manually and by electronic means, your personal and sensitive personal data for the purposes of the administration and management of your employment and/or the Company’s business.
“Processing” includes obtaining, recording, holding or disclosing information or data and carrying out operations on the information or data.
“Sensitive personal data” includes (but is not limited to) information held by the Company as to your physical or mental health, the committal or alleged commital of any offence by you and any proceedings for such an offence (including the outcome or sentence in such proceedings), your religious or similar beliefs, or your membership of a Trade Union, SSP self-certification forms and medical reports.
If you would like to know more about the typical purposes for which we may process personal/sensitive personal data relating to you please contact the HR department.
It is the responsibility of all line managers to ensure that confidential information is kept in secure areas and that only those associates who have a legitimate need to know are provided with access to sensitive information. It is the responsibility of all associates who have access to confidential information to ensure that they do not, either intentionally or unintentionally, share this information with anyone outside the Company without the prior written consent of the Company. The Company will keep personnel files for sevenyears after you have left the business.
Subject to certain exceptions you are entitled to have access to your personal/sensitive data held by the Company. If you wish to inspect any information you should apply in writing to the HR department at head office. Staples reserve the right to impose a reasonable charge for this of not more than £10 for each request received.
It is sometimes necessary for us to provide personal information on our associates to other Companies within the Staples Group and its professional advisers and agencies.
This information enables us to pay salaries, provide reports to the regional and global management team, ensure our benefits are consistent and fair and analyse the skills and competencies of our associates.