Becoming GDPR Compliant – Step 4 of 12

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The General Data Protection Regulation (GDPR) is less than a year away. Yet, there still seems to be some way to go for most companies affected to achieve compliance with the new regulations. The first week of each month, HireRight releases another step in the “12 Steps to GDPR Compliance” blog series, aimed at addressing some key issues that are closely related to the HireRight services.

Step one in the blog series covered candidate consent and information notices. Consent is not only vital to HireRight’s service but also on the route to compliance. If you haven’t already, read Step 1 here to make sure you are up to speed on how to obtain consent, what that consent needs to contain, and what it means in the context of employment. Step two looked at data mapping – how to do it, how HireRight supports your efforts, and additional benefits of data mapping. Step three answered the question, “Will consumer access rights become standard under the GDPR?”

Now it’s time to continue the journey with Step 4 on the road to GDPR compliance:

The “Right To Be Forgotten”

What is the “right to be forgotten”?

Article 17 of the GDPR contains the right for data to be erased: otherwise known as “the right to be forgotten.” The principle behind this, as stated by the UK Information Commissioner’s Office (ICO), is to “enable an individual to request the deletion or removal of their personal data where there is no compelling reason for its continued processing.”

In Step 4, you will learn:

1. When does the “right to be forgotten” apply?

2. When could the “right to be forgotten” arise in connection with employment background screening?

3. Can a background screening supplier and its client comply with a “right to be forgotten”?

4. What does the “right to be forgotten” mean for background screening?

Click to read the full blog on our EMEA site

*Did you miss Step 3? Read it here.

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HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Form I-9 and E-Verify solutions that help employers automate, manage and control background screening and related programs.

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The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.