Code of Practice on Human Resource Management Compliance Guide for Employers and HRM Pracitioners
Key Features of the Code
Current Employment
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On appointment, an employer may collect additional personal data from an employee and his family members for the purpose of employment, or to fulfil lawful requirements that regulate the affairs of the employer.
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Before personal data are collected from an employee, an employer should provide the employee with a Personal Information Collection Statement ("PICS") pertaining to employment. The PICS should inform the employee about the purposes for which the data are to be used, the classes of persons to whom these data may be transferred and the rights of the employee to request access to, and to request correction of, the employment-related data.
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Information compiled about an employee in the process of disciplinary proceedings, performance appraisal or promotion planning should only be used for purposes directly related to the process concerned. The information should not be disclosed to a third party unless such party has legitimate reasons for gaining access to those data.
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An employer should not disclose employment-related data of employees to a third party without first obtaining the employees' consent unless the disclosure is for purposes directly related to the employment, or such disclosure is required by law or by statutory authorities.
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When employment-related data are transferred or disclosed to a third party, an employer should avoid disclosure of data in excess of that necessary for the purpose of use by the third party.
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An employer who engages a third party organisation to handle its employment-related functions should implement appropriate measures to ensure that the third party protects the employment-related data against unauthorised or accidental access or disclosure.
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