Good discussion. I have three questions. Does UK GDPR apply to UK employers who use cloud-based companies in EU countries to store staff training and competency records? What polices should they have in place if they are moving away from a paper-based system to digital? Can a UK employer insist on staff having their photo/video used to document a training or competency activity to be held in the cloud based outside the UK?
Hi, glad you enjoyed the conversation! You'll appreciate we can't give advice and we're not a law form or consultancy. We can say that UK GDPR applies to all employers established in the UK. We can also say that an employer should have a range of policies and procedures for Privacy and Security (both can be covered in the same policy they don't need to be separate whatever works for you), just as you should have an Employee Handbook dealing with equality, holidays, expenses, etc. To go further would be to be advising on your situation which we can't do, we can only recommend you obtain appropriate advice, a good Privacy consultant can help you here.
I passed IAPP CIPP/E recently and your videos were very helpful as revision aids. Thanks for your clear and practical content.
Many congratulations! So good to hear and welcome to the profession!
Good discussion. I have three questions. Does UK GDPR apply to UK employers who use cloud-based companies in EU countries to store staff training and competency records? What polices should they have in place if they are moving away from a paper-based system to digital? Can a UK employer insist on staff having their photo/video used to document a training or competency activity to be held in the cloud based outside the UK?
Hi, glad you enjoyed the conversation! You'll appreciate we can't give advice and we're not a law form or consultancy. We can say that UK GDPR applies to all employers established in the UK. We can also say that an employer should have a range of policies and procedures for Privacy and Security (both can be covered in the same policy they don't need to be separate whatever works for you), just as you should have an Employee Handbook dealing with equality, holidays, expenses, etc. To go further would be to be advising on your situation which we can't do, we can only recommend you obtain appropriate advice, a good Privacy consultant can help you here.
@@robertbaugh1103 Thanks. The questions were hypothetical in the event those questions are raised in the future with this new framework.