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Privacy
People2.0 is committed to safeguarding your personal data and complying with the data privacy regulations of the legal jurisdictions that we operate in. This Privacy Notice explains how People2.0 collects, uses, store, and disclose Personal data from individuals who interact with us.
For purposes of this notice, “People2.0” means People2.0 Global, LLC and its subsidiaries and affiliates.
People2.0 collects and uses the following categories of personal information:
People2.0 collects and uses the information described above only for business purposes in relation to your employment, application for employment, independent contractor eligibility status or independent contractor relationship. Such purposes may include, as applicable:
People2.0 retains your personal information for as long as reasonably necessary to fulfill the purpose(s) for which People2.0 collected such information as described in this notice, or for as long as People2.0 is legally required to retain such information under applicable law:
People2.0 maintains a variety of organizational and technical measures to protect it against unauthorized or unlawful processing, as well as against accidental loss, destruction, or damage.
People2.0 does not sell or market your personal information.
Within People2.0, your personal information is only accessed by employees who have a need to know in the course of their duties.
People2.0 may share your personal information, in relation to your employment, contract or application, with third parties including Service Providers, defined as any person or organization that processes personal information on behalf of People2.0 in the context of a service agreement, to: (a) facilitate one or more uses identified above, (b) facilitate a sale, assignment or transfer of all of part of People2.0’s business, or (c) comply with other legal requirements.
Your personal information may be processed, transferred, and stored in Canada, the U.S., the EU/EEA, UK, or in another country.
You may have certain rights with respect to accessing and controlling your personal information, including rights concerning the collection, use, and sharing of your data. To the extent that we are legally or otherwise obligated to fulfill one or more of the following requests on the basis of your legal right(s) to cause us to do so, you may exercise any of the rights described in this section by submitting a request through our Data Request Form (at the bottom of People 2.0’s page for the California Consumer Privacy Act page), if applicable, or via privacy@People20.com.
Please visit https://www.people20.sg/privacy-center/ to review all of our privacy notices.
If you have any questions regarding the information contained in this notice or have concerns about the use of your personal information at People2.0, please contact privacy@People20.com.
In order to keep this Notice in line with legal or regulatory obligations or to update the manner in which we manage your personal information, we may occasionally amend this Notice. To stay up to date with the content of this Notice, we encourage you to refer back to it on a regular basis.
People2.0 is committed to serving all individuals with respect and dignity. Part of this commitment is ensuring that people with disabilities have the resources and access they require in order to participate as employees, clients, and members of the general public who are interested in learning more about our services.
Our Accessibility plan outlines our planned activities and confirms our commitment to ensuring an accessible, welcoming environment for everyone.
Steve Schaus
President
People2.0 strives to meet the needs of its employees and customers with disabilities and is working diligently to remove and prevent barriers to accessibility.
Our organization is committed to fulfilling the requirements under the Accessibility for Ontarians with Disabilities Act. This accessibility plan outlines the steps People2.0 is taking to meet those requirements and to improve opportunities for individuals with disabilities.
As other provinces and territories develop their own accessibility legislation, People2.0 will ensure that our accessibility activities meet or exceed compliance requirements in all areas for all employees, regardless of location.
People2.0 is committed to a framework for change that begins with articulating a vision of inclusion based on research and self-reflection. We will implement strategies, policies, and practices inspired by that vision, including addressing the organization’s public image and information (communications). We will continuously improve through an on-going process of evaluation and change.
An inclusive approach will be thoroughly integrated into the organization’s on-going activities, operations, and relationships. People2.0 will make every effort to identify and remove barriers to inclusion.
People2.0 is committed to employment diversity with respect to all aspects of employment. Accordingly, all decisions regarding recruitment, hiring, promotion, compensation, employee development decisions such as training, and all other terms and conditions of employment, will be made without regard to race, religious beliefs, colour, gender, sexual orientation, marital status, physical and mental disability, age, ancestry or place of origin.
People2.0 will make every effort to make its employee workforce representative and reflective of the communities in which its services are provided. The People2.0 will endeavour to ensure that the workplace, all policies, procedures, and practices are free of deliberate or unintentional (systemic) barriers so that no one is disadvantaged.
Our Human Resources department is embarking on the development of a new 3-year strategy to build on current accessibility achievements. This new strategy will enhance training, access to information and strengthen our commitment through action.
Below are some highlights from past accessibility initiatives. They have incorporated compliance to legislation and set the baseline for our new accessibility plan.
Customer Service
Information and Communications
Employment
Other
The following plan outlines the accessibility commitment and actions of the organization. More detailed information on the activities and objectives are outlined in the Human Resources 3-year strategy on accessibility in the workplace.
Customer Service
People2.0 is committed to providing accessible customer service to people with disabilities. This means that we will provide services to people with disabilities with the same high quality and timeliness as others.
|
Actions |
Responsibility |
Frequency |
Completion Date |
|
Review and plan actions items from results of annual client survey. |
Operations |
Annual |
October 2022, 2023 |
|
Provide information and tools to clients as required to fulfill accessibility requests. |
Operations/Human Resources |
On-going |
On-going |
|
Incorporate feedback from all sources, formal and informal in to planning activities for each year to enhance client services. |
Operations/Human Resources |
Annual |
October 2022, 2023 |
|
Provide active offer to clients on accessibility options and services, |
Operations |
On-going |
On-going |
|
Track service outages and proactively notify clients of alternative strategies until resolved. |
Operations |
On-going |
On-going |
Information and Communications
People2.0 is committed to making our information and communications accessible to people with disabilities.
|
Actions |
Resources |
Responsibility |
Completion Date |
|
Employee Survey on accessibility. |
Human Resources |
Annual |
September 2022, 2023 |
|
Client Survey on accessibility. |
Human Resources |
Annual |
September 2022, 2023 |
|
Annual communication from the President on commitment to accessibility. |
President |
Annual |
January 2022, 2023 |
|
Reminders from Human Resources to managers and employees about accessibility rights and obligations. |
Human Resources |
2 times per year |
2 times per year |
|
All accessibility information posted on intranet with frequent updates to align with best practices and legislative compliance. |
Human Resources |
On-going |
On-going |
|
Review of client and employee accessibility request tracking to identify gaps and trends for the upcoming planning year. |
Human Resources |
Annual |
November 30, 2021, 2022, 2023 |
|
Submit accessibility report to senior management for review, action, and inclusion in the organization’s annual report as applicable. |
Human Resources |
Annual |
January 2022, 2023 |
|
Posting of initial accessibility plan on the website as well as annual updates on progress. |
IT |
Annual |
January 2022, 2023, 2024 |
Employment
People2.0 is committed to fair and accessible employment practices. Job advertisements will indicate that the organization will meet the needs of people with disabilities, including receiving job postings and descriptions in alternative formats and accommodations as it relates to the interview process. Candidates will also be asked upon hire if they require any workplace accommodation in order to support them in their new role, and the appropriate resources will be provided.
Employees have a right to a fully accessible workplace. People2.0 is committed to an accessible workplace and will collaborate with employees to ensure that they have the tools and support necessary to be successful at work.
|
Actions |
Responsibility |
Frequency |
Completion Date |
|
Review and refresh existing accessibility policies to ensure compliance in all areas and seek enhancements to improve employee experience based on industry best practices and employee feedback. |
Human Resources |
Annual |
June 30, 2021, 2022, 2023 |
|
Audit of Employee HR templates to ensure compliance and seek enhancements to improve the employee experience. |
Human Resources |
Annual |
June 30, 2021, 2022, 2023 |
|
Review of all posted materials to ensure WCAG 2.0 compliance on intranet site. |
IT |
On-going |
On-going |
|
Provide active offers to all potential candidates regarding accessibility at all stages of the recruitment process. |
Human Resources |
On-going |
On-going |
|
Provide dedicated, on-going support to employees to ensure that employees have the necessary accessibility tools to be successful at work. |
Human Resources |
On-going |
On-going |
|
Active offer by managers to all employees to ensure that employees are aware of tools and support for accessibility. |
All Management |
On-going |
On-going |
Training
People2.0 is committed to providing training in the requirements of Ontario’s accessibility laws and the Ontario Human Rights Code as it applies to people with disabilities.
|
Actions |
Responsibility |
Frequency |
Completion Date |
|
Implementation of Learning Management System (LMS) and new AODA training courses. |
Human Resources |
One Time |
2021 |
|
New module/refresher training. |
Human Resources |
Annual |
On-going |
|
Requirement for accessibility objectives for all management as part of performance management expectations. |
All Management |
Annual |
On-going |
|
Annual review of training results to ensure compliance to targets. |
Human Resources |
Annual |
June 30, 2021, 2022, 2023 |
|
Environmental scan and review of industry best practices to ensure that accessibility training is best in class and is in compliance with legislation. |
Human Resources |
Annual |
June 30, 2021, 2022, 2023 |
|
Ensure that IT staff/service providers have appropriate WCAG training, including any new IT hires, during the course of each year. |
IT |
Annual |
December 31, 2021, 2022, 2023 |
Design of Public Spaces
People2.0 is committed to ensuring that our work premises are accessible to everyone. Where there are plans to renovate existing locations or secure new office space, we will ensure that accessibility is at the forefront of design. At a minimum, we will inspect our physical locations annually to ensure compliance with legislation and look for opportunities to enhance accessibility.
People2.0 will continue to ensure that procedures are in place to prevent service disruptions to the accessible parts of our public spaces and provide the necessary alternatives should a disruption occur.
|
Actions |
Responsibility |
Frequency |
Completion Date |
|
Review of public and employee spaces to ensure alignment with legislation. |
Operations |
Annual |
November 30, 2021, 2022, 2023 |
|
Review Client and Employee surveys to identify opportunities to enhance accessibility. |
Operations |
Annual |
November 30, 2021, 2022, 2023 |
|
Refer any feedback received from clients and employees on an on-going basis to ensure that enhancements to physical locations are communicated to Operations for planning and implementation in addition to annual inspections. |
Human Resources |
On-going |
On-going |
Other
|
Actions |
Responsibility |
Frequency |
Completion Date |
|
3-year Accessibility Strategy Refresh. |
Human Resources |
Every 3 years |
December 2021 |
|
Accessibility Annual Report. |
Human Resources |
Annual |
January 2022, 2023 |
For more information on this accessibility plan or to request accessible forms of this or other documents, please contact the HR Department at HRCanada@people20.com.
July 25, 2022
This California Resident Privacy Notice supplements the information and disclosures contained in our Privacy Notice. It applies to individuals who are residents of the state of California from whom we collect Personal Information as a business under the CCPA.
What Personal Information do we collect?
|
Category of personal data |
Data Collected |
|
Identity Information |
Name, address, email address, etc.. |
|
Personal information as per California Customer Records statute |
Name, address, phone number, etc.. |
|
Internet or other similar network activity |
IP Address, URLs, website history, etc.. |
|
Geolocation |
General Geolocation info, etc.. |
|
Professional or employment-related information |
Company, Job Title, Occupation, Location, etc.. |
Categories of Personal Information we collect may include your full name, email address, contact telephone numbers, and other information necessary to provide additional information or services. It may also include work information such as job title and other business or company information, including, but not limited to, State and Country of company residence, occupation, industry, and/or any other information needed respond to your request.
How do we collect your information?
Your personal information will be collected and handled by us for the following purposes:
Disclosure to Third parties
We may disclose your personal information to third parties for a business purpose. When we disclose personal information for a business purpose, we enter a contract that describes the specific processing purposes and restricts to the third party to only processing the data in accordance with the contractual purpose and also binds the third party to maintaining the confidentiality of the personal data.
Types of third parties we share data with:
Sales of Personal Information:
In the preceding 12 months the People2.0 and its affiliates has not sold personal information.
Your California Privacy Rights
If you are a California resident, you may exercise the following rights:
Submit Requests. To exercise your rights under the CCPA:
People2.0
C/O Privacy Office
2520 Renaissance Blvd
Suite 130
King of Prussia, PA 19406
Authorizing an Agent. If you are acting as an authorized agent, to make a request to know or delete on behalf of a California resident, please send a written authorization signed by the resident to us via the email or postal address provided in the Contact Information section above. We may also require the resident to verify their identity or confirm that they provided you permission to submit the request.
June 30, 2024
This statement is published on behalf of P20 ESG Acquisition Group Pty Ltd and its subsidiaries’ (“People2.0 Group”) commitment to eliminating the exploitation of people under the Modern Slavery Act 2018 (Cth) (the Act). People2.0 Group is committed to supporting ethical and compliant practices in the provision of our services. This statement is published in accordance with section 12 of the Act. References to “People2.0 Group” we,” “us,” or “our” are to the aforementioned named entities.
People2.0 Group is part of the People2.0 global group, a contingent workforce specialist provider operating through a number of separately constituted and regulated legal entities which provide contractor management solutions for recruitment agencies, large corporates, small to medium enterprises, consultancies and independent contractors in accordance with the relevant laws of the jurisdictions in which they respectively operate. People2.0 Group combines unmatched industry knowledge, an outstanding compliance record and superior customer service to simplify processes and ease the complexities associated with flexible work arrangements. Further information about the People 2.0 global group, including information on the countries in which we operate, can be found on our website at https://www.people20.com/.
Our head office is in the US and our APAC regional office is located in Melbourne, Australia.
We value transparency and compliant employment practices based on honesty and integrity and aim to provide a quality trustworthy service.
We work closely with recruitment agency partners, who source contractors for placements with clients. Our external business supply chain involves engaging with contractors, agencies and clients for the supply of the contractor’s services to clients. Our internal supply chain relates to our office facilities such as IT, telecoms, refreshments, and cleaning services.
We understand whether as a client or as a supplier, there is always some risk that may contribute to modern slavery practices. We expect our suppliers to commit to ethical standards and to operate in an ethical, legally compliant and professional manner. We also expect our suppliers to promote compliant employment practices based on honesty and integrity and aim to provide a quality trustworthy service.
We are committed to ensuring that there is no modern slavery or human trafficking in our supply chains, or in any part of our business. Our Modern Slavery Policy reflects our commitment to acting ethically and with integrity in all our business relationships and to implementing and enforcing effective systems and controls to ensure slavery and human trafficking is not taking place anywhere in our supply chains and partnerships.
We value partnerships and suppliers who support these principles and impart our attitude towards compliance to the organisations we work with. We recognise the importance of this ethos within the labour hire sector and can demonstrate our commitment to compliance through the following steps. These include:
As part of our initiative to identify and mitigate risk, we have a legal team based in Australia and work closely with local lawyers in each jurisdiction in which we operate to ensure that we are engaging contractors compliantly, in line with local labour laws. Our legal team works closely with the sales and operations departments to ensure compliance alignment. This enables us to work collaboratively to:
In relation to our internal suppliers, we engage with recognised telecoms and facilities providers, ethical local food suppliers, and local cleaning providers with whom we have a long-standing relationship.
Below are the steps taken within the business to support Modern Slavery compliance practices:
Requesting our current and prospective suppliers to provide information to understand their processes and commitment to address modern slavery risks. We have enhanced our own procedures to mitigate modern slavery risks and reviewed the standard supplier agreement to include specific references to modern slavery law compliance.
People2.0 Group clients operate globally in many industries. We are committed to complying with our clients’ own practices on the prevention of modern slavery. People2.0 Group has participated in our clients’ audits of their respective supply chains and provides ongoing support to ensure our clients’ continued compliance and continuous improvement.
People2.0 Group is committed to promoting a culture of honest and ethical behaviour, corporate compliance and good corporate governance by providing a convenient and safe reporting mechanism. Modern slavery non-compliance can be reported by employees through the People2.0 Group whistle blower policy and procedure. The policy ensures that any reports of potential misconduct are dealt with discreetly and appropriately and that employees are protected from victimisation and retaliation.
To ensure that People2.0 Group staff are aware of our commitment to comply with Modern Slavery laws, Modern Slavery training has been delivered to our internal customer delivery team.
People2.0 Group regularly assesses the risks of non-compliance when engaging with new business deals, to ensure we provide the highest standard of service. We work collaboratively from a compliance perspective with individuals across the following departments in order to ensure all those in our supply chain and contractors adhere to our values.
People2.0 Group measures the effectiveness of the steps it takes by educating internal staff and external partners in relation to labour compliance, reviewing internal policies and procedures and monitoring feedback.
People2.0 Group believes in seeking continuous improvement opportunities to raising standards. We will continuously develop our policies, procedures and training to support our compliance responsibilities.
This statement has been approved by the Board of Directors of P20 ESG Acquisition Pty Ltd on June 25, 2024.
For further advice please contact the Legal and Compliance Department or email compliance.apac@people20.com.
View here or on their site: Transparency in Coverage – UHC
View here or on their site: Transparency in Coverage – SisCo
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