Christopher Hawgood

Christopher Hawgood, candidates, clients and all other parties involved in the recruitment process, must at all times be aware of the importance of maintaining confidentiality of information gained by them during the course of their duties. In many cases, this will include access to personal information relating to individuals' applications. All information must be treated in a discreet and confidential manner and particular attention must be given to the following:

· Information regarding applicants must not be disclosed either orally or in writing to unauthorised persons under any circumstances.

· The identities of applicants must not be revealed to anyone outside Christopher Hawgood's office until they have given their permission. When their CV is sent to a potential employer, their name-and-address information and personal details must be removed, and only a reference number shown.

· Written records, computer records and correspondence pertaining to any aspect of Christopher Hawgood's activities must be kept securely at all times.

· We have an obligation to ensure that computer systems which we use are protected from inappropriate access within the direct area of practice e.g. by ensuring that personal access codes are kept secure.

· All data held and its management and procedures must conform to the requirements of the Danish Processing of Personal Data Act (Act No.429 of 31 May 2000). Under the Act, candidates and staff have a right to access their records on request to Christopher Hawgood.

· If it is appropriate to share with third parties information, which has been gained in the course of our work, we will make sure, that as far as is reasonable, this information will be kept in strict professional confidence and be used only for the purpose for which the information was given to us.

· Conversations relating to confidential matters affecting candidates or clients should not take place in situations where they may be overheard by passers-by, e.g., in corridors, reception areas, lifts and cloak rooms.

· The same confidentiality must also be preserved in dealing with work related matters appertaining to work colleagues.

· Any breach of confidentiality may be regarded as misconduct or gross misconduct and may be subject to disciplinary action.

Christopher Hawgood,
10 November 2003