Last Modified: April 10, 2026
About this policy
IntelliSurvey is committed to protecting the privacy and security of all personal data it collects and maintains on its employees, independent contractors, and job applicants. IntelliSurvey’s privacy practices conform to applicable international, national, federal, and state laws and regulations. This privacy policy describes how IntelliSurvey processes employee information about our staff and job applicants, including what type of information we gather, how we use the information, with whom we share the information, how we store the information, your options regarding the use and processing of the information, and how you may review and correct the information. We are committed to ensuring your personal information is handled responsibly and transparently. For purposes of this policy, references to ‘employee’ or ‘employees’ include employees and independent contractors, unless the context requires otherwise. This policy also applies to job applicants, where applicants are referenced.
Who we are
IntelliSurvey is a global technology company that provides software and services to enable our clients to perform market research and make better business decisions. IntelliSurvey is headquartered in Orange County, California, with an office in London, UK.
Type of employee information we process
IntelliSurvey may collect the following types of information:
- Employment Profile Information: Legal name, ID number, passport information/SSN, home address, personal email address, telephone numbers, dependent information, emergency contacts, etc.
- Pre-employment Documentation: Hire date, job description, background check information, resume, etc.
- Employment History Information: Performance evaluations, salary history, promotions, disciplinary actions, timesheets, paid time off requests, etc.
- Information from Communications Systems: Work passwords, communications via group chat and email, etc.
- Employee Benefits Information: Account IDs, balances, medical information, payroll data, and information related to our self-insured health plans, flexible spending accounts (FSAs), ancillary plans, and other voluntary benefit plans. This also includes dependent information.
How we collect employee data
Personal employment data is received through many sources from the day-to-day activities of our employees and job applicants. Consent is requested before information is collected for the stated purpose, e.g., collecting information needed for background screenings. IntelliSurvey leverages several third parties to provide an array of employee benefits. These may include our HRIS, which facilitates the delivery of many employment benefits; our medical insurance services suppliers; and our financial services providers of 401k and company stock programs. IntelliSurvey project management tool collects information on employee work metrics, and our web servers automatically collect and store certain data in log files, including IP address, browser type, referring/exiting pages, operating system, and date/time stamp.
How we use employment data
We use your personal data for various business purposes, including compensation, health benefits, performance evaluations, and the administration of employee benefit plans. This includes the management of our self-insured health plans, flexible spending accounts (FSAs), ancillary plans, and other voluntary benefits. Administratively, we use personal information to comply with applicable laws and regulations. IntelliSurvey collects only the minimal amount of personal information necessary to support our primary activities. Access to personal information is restricted, and we conduct regular access reviews to ensure compliance and security.
How we share employee data
IntelliSurvey never sells, shares, rents, or otherwise intentionally transfers employee personal information to third parties without a legitimate business purpose. Personal information may be shared with third-party service providers (such as TPAs, brokers, and other vendors) for the administration of employee benefits, including self-insured health plans, flexible spending accounts (FSAs), ancillary plans, and other voluntary benefit plans, but only as necessary for those services.
We will not use or disclose your health information without your written authorization. Access to personal information is restricted to authorized personnel within IntelliSurvey, such as HR and payroll departments, who require it to perform their job duties.
Outside the USA and UK, IntelliSurvey partners with Employers of Record (EORs) to manage administrative services for employees, acting as a third-party organization responsible for payroll, benefits, and compliance with local labor laws. Employee data, including personal and employment information, will be shared with EORs for these purposes, and they may engage third-party vendors for additional services. We are committed to protecting employee data and ensuring that EORs and their vendors implement robust security measures.
In rare cases, IntelliSurvey may be required to disclose personal information in response to lawful requests by public authorities, including compliance with court orders, subpoenas, or other legal obligations. Even in these situations, IntelliSurvey will take steps to protect respondent privacy to the extent allowed by law.
Additionally, we may share aggregated or anonymized data for analytical purposes without identifying individual employees. Employees will be notified of any material changes to our data-sharing practices.
How we store and protect employee data
Our servers and systems are located in Orange County, CA, in the USA, and the Netherlands in the EU. All our servers are licensed, owned, and/or maintained by IntelliSurvey. In most cases, employee information collected by our third-party partner resides on servers in the USA.
All personal employment information is encrypted and only used for its intended purpose and never for marketing purposes. IntelliSurvey maintains the appropriate technical, administrative, and physical safeguards to protect the information entrusted to us. We review, monitor, and evaluate our privacy practices on a regular basis.
As mentioned previously, IntelliSurvey engages several vendors to provide a range of employee services. The security and confidentiality of the Information provided to these organizations are maintained by these vendors. IntelliSurvey regularly reviews the security postures of our highest-impact suppliers. Each partner posts their privacy policy with details of their privacy and security practices on the public website and our portals.
How you may review, update, or correct employee information
If you have a question about our employment privacy policies, please contact:
Jennifer Bird
VP, Human Resources
jbird@intellisurvey.comIntelliSurvey, Inc.
20 Pacifica, Suite 230
Irvine, CA 92618
Acceptance and changes to our policies
At various times, employees are notified of the purpose of collecting personal information and how it will be used. For example, the Acceptable Use Policy, which all employees acknowledge annually, outlines the acceptable use of IntelliSurvey's communications systems and end-user computing devices and technology. If this or any policy changes materially in the future, IntelliSurvey will alert all employees and review what the changes mean to them.
U.S. States Employment Privacy Rights
California (CCPA, CPRA), Colorado, Connecticut, Delaware, Florida, Indiana, Iowa, Kentucky, Maryland, Minnesota, Montana, Nebraska, New Hampshire, New Jersey, Oregon, Rhode Island, Tennessee, Texas, Utah, and Virginia law provide their employees with the rights listed below. As new States enact privacy laws, IntelliSurvey will work to comply.
Notice at Collection for Employees and Job Applicants
This policy is intended to serve as IntelliSurvey’s “Notice at Collection” for employees, applicants, and contractors under the California Consumer Privacy Act (CCPA), as amended by the California Privacy Rights Act (CPRA). IntelliSurvey provides this notice at or before the point at which personal information is collected and describes the categories of personal information collected, the purposes for which such information is used, and the retention periods applicable to such information.
IntelliSurvey is committed to protecting the privacy and security of personal information collected from our employees, contractors, and job applicants. This policy outlines how we collect, use, disclose, and protect personal information in compliance with the California Consumer Privacy Act (CCPA) and its amendments under the California Privacy Rights Act (CPRA).
Personal Information Collection and Use
IntelliSurvey collects and processes the following categories of personal information for the business purposes described below:
Categories of Sources of Personal Information
IntelliSurvey collects personal information directly from individuals, from third-party sources (such as recruiters, background check providers, and benefits administrators), automatically through company systems and devices, and from government agencies or publicly available sources, as permitted by law.
| Category of Personal Information | Examples of Data Collected | Business Purpose(s) | Maximum Retention Period (or Criteria) |
|---|
| Identifiers | Name, alias, postal address, unique personal identifier, online identifier, IP address, email address, phone number, SSN, driver’s license number, or passport number. | To identify employees/applicants, facilitate payroll, and comply with tax and immigration laws. | 4 years after termination of employment (to align with FEHA statute of limitations). |
Sensitive Personal Information | Social Security, driver’s license, state ID, or passport number; financial account information; racial or ethnic origin (If provided voluntarily or required for legal compliance); health data. | To provide benefits, process direct deposits, and fulfill EEO-1 reporting requirements. | 4 years (SSN/Tax) or 30 years (certain medical/exposure records) post-employment. | | Professional or Employment-Related Information | Resume, job history, compensation, benefits, performance evaluations, disciplinary records, and training completion status. | To assess qualifications for employment, manage performance, and determine compensation. | 4 years after the date the record was created or the employment action was taken. |
Education Information | Transcripts, diplomas, records of institutions attended and any employer-provided or required training. | To verify credentials and background during the recruitment process. | 3 years after termination (per Labor Code 1198.5 & SB 513). | | Internet or Network Activity | Browsing history, search history, and information regarding an employee’s interaction with company systems. | To ensure IT security, protect trade secrets, and monitor compliance with company equipment policies. | 2 years or as long as necessary to ensure system security and audit logs. |
CCPA Request Records | Logs of access/deletion requests and responses. | To demonstrate compliance with privacy laws. | 24 months from the date of the request (per CCPA regulations). |
Disclosure of Personal Information
In the preceding 12 months, IntelliSurvey has disclosed the following categories of personal information for a business purpose to the following categories of recipients:
| Category of Personal Information | Category of Recipient | Business Purpose for Disclosure |
|---|
| Identifiers (Name, SSN, Tax ID) | Payroll & Tax Processors, Government Agencies (IRS/EDD) | To process salary, withhold taxes, and fulfill legal reporting obligations. |
| Sensitive Personal Information (Bank Info, Health Data) | Financial Institutions, Benefits & Insurance Providers | To facilitate direct deposits and administer health/retirement benefits. |
| Employment & Education History | Background Check Vendors, Professional Reference Services, 3rd-party Training Vendors | To verify credentials during the hiring and onboarding process, job-specific training. |
| Internet or Network Activity | IT & Cybersecurity Service Providers, Cloud Storage Platforms | To secure company systems, provide technical support, and store business data. |
| Professional Information (Reviews, Performance) | HR Management Software (SaaS), Internal Legal Counsel | To manage the employment lifecycle and handle legal/compliance matters. |
All service providers and contractors are contractually prohibited from retaining, using, or disclosing personal information for any purpose other than the specific business purposes outlined in their contract with IntelliSurvey.
We may also disclose personal information to third parties (such as law enforcement or regulatory bodies) when required by law, or in the event of a merger, acquisition, or bankruptcy.
Sale and Sharing of Personal Information
IntelliSurvey does not sell personal information for monetary or other valuable consideration and does not share personal information for cross-context behavioral advertising, as those terms are defined under the California Consumer Privacy Act (CCPA), as amended by the California Privacy Rights Act (CPRA). Accordingly, IntelliSurvey does not provide a “Do Not Sell or Share My Personal Information” mechanism for employee or applicant data. When our systems detect a Global Privacy Control (GPC) signal from your browser, we will process it as a valid request to opt-out. You can confirm that your request has been honored by checking the 'Privacy Status' toggle in your browser or seeing the 'GPC Honored' banner on our homepage.
Your Rights
Under the CCPA/CPRA, you have the following rights:
Right to Know/Access: The right to request the categories and specific pieces of personal information we have collected. You have the right to request access to personal information collected by IntelliSurvey on or after January 1, 2022, to the extent such information is still maintained by us.
Right to Delete: The right to request deletion, subject to legal exceptions (such as tax or labor law retention requirements).
Right to Correct: The right to request that we correct inaccurate personal information.
Right to Data Portability: You have the right to move your personal data to another service in a usable format.
Right to Limit Use and Disclosure of Sensitive Personal Information: The right to limit the use and disclosure of Sensitive Personal Information to only those purposes necessary to perform the employment relationship. (Note: IntelliSurvey uses Sensitive Personal Information solely for purposes permitted under applicable law, including those set forth in Cal. Civ. Code §1798.121(a), and does not use or disclose Sensitive Personal Information for purposes that would trigger a right to limit its use or disclosure.
Right to Opt-Out of Sale/Sharing: The right to request to opt-out of the "sale" or "sharing" of personal information. (Note: IntelliSurvey does not sell or share employee data)
Right to Non-Discrimination: We will not retaliate or discriminate against any employee for exercising their privacy rights.
Right to Limit Automated Decision-Making: IntelliSurvey does not use personal information to make automated decisions, including profiling, that produce legal or similarly significant effects on employees, applicants, or contractors. IntelliSurvey may implement reasonable identity verification measures during the recruitment and onboarding process to confirm candidate identity and protect against fraud or impersonation.
How to Exercise These Rights
To exercise any of the rights described above, please submit a "Verifiable Request" to IntelliSurvey through the HR department,
jbird@intellisurvey.com The Verification ProcessTo protect your data from unauthorized access or identity theft, we must verify your identity before fulfilling certain requests (specifically the Right to Know, Right to Delete, and Right to Correct).
- Active Employees: If you have a password-protected account with IntelliSurvey, we will verify your identity through our existing authentication protocols. You may be required to re-authenticate your session before a high-sensitivity request (like a "Right to Know: Specific Pieces of Data") is fulfilled.
- Former Employees and Applicants: If you do not have an active account, we will verify you by matching at least two (2) or three (3) pieces of personal information you provide against the records we maintain.
- High-Certainty Verification: For requests for "Specific Pieces of Information," California law requires a "reasonably high degree of certainty." In these cases, you must provide a signed declaration under penalty of perjury that you are the individual whose personal information is the subject of the request.
Note: We do not require verification for requests to Opt-Out of the sale/sharing of data or to Limit the Use of Sensitive Personal Information. We will only ask for the minimum information necessary to process these specific requests.
Response TimelinesIn accordance with the CCPA/CPRA, IntelliSurvey follows these strict timelines:
- Acknowledgment of Receipt: We will confirm receipt of your request within 10 business days and provide information about how we will process it.
- Substantive Response: We will respond to your request within 45 calendar days. If we require more time (up to an additional 45 days), we will notify you in writing of the extension and the reason why.
- Opt-Out/Limit Requests: Requests to Opt-Out of Sale/Sharing or to Limit the Use of Sensitive Personal Information will be acted upon within 15 business days.
Authorized AgentsYou may designate an authorized agent to make a request on your behalf. To do so, you must provide the agent with written permission (signed by you), and the agent must verify their own identity with us directly. We may still require you to verify your identity directly with us unless you have provided the agent with a formal Power of Attorney.
Right to AppealIf IntelliSurvey declines to take action regarding your request to exercise a privacy right, you have the right to appeal our decision within a reasonable period of time (not to exceed 90 days) after your receipt of our denial notice. To initiate an appeal, please submit a written request to the HR Department at
jbird@intellisurvey.com with the subject line “Privacy Rights Appeal,” including a copy of our original response and the reasons you believe our decision was in error. IntelliSurvey will respond to your appeal in writing within forty-five (45) days (or sixty (60) days where required by specific state law). If your appeal is denied, or if you reside in a state with applicable privacy protections such as Virginia, Colorado, Connecticut, or Oregon, you may also have the right to contact your state’s Attorney General to lodge a formal complaint regarding the denial of your rights.
Data Security
We implement reasonable security measures to protect personal information against unauthorized access, disclosure, alteration, or destruction.
Employees are required to adhere to company policies and procedures regarding data protection, retention, and privacy.
Training and Awareness
Intellisurvey provides training to relevant personnel regarding privacy laws, company policies, and best practices for protecting personal information. Employees responsible for handling CCPA/CPRA requests receive specific training to ensure compliance with applicable legal requirements.
Compliance
IntelliSurvey regularly reviews and updates its policies and practices to ensure compliance with CCPA/CPRA requirements and other applicable privacy laws.
Contact Information
If you have a question about this privacy policy, please contact:
Jennifer Bird
Vice President, Human Resources
jbird@intellisurvey.comIntelliSurvey, Inc.
20 Pacifica, Suite 230
Irvine, CA 92618
EU & UK Employees’ Privacy Rights
Compliance with EU-US Data Privacy Framework (EU-US DPF), the UK Extension to the EU-US Data Privacy Framework (UK Extension to the EU-US DPF), and the Swiss-US Data Privacy Framework (Swiss-US DPF)
IntelliSurvey, Inc. complies with the EU-U.S. Data Privacy Framework (EU-U.S. DPF), the UK Extension to the EU-U.S. DPF, and the Swiss-U.S. Data Privacy Framework (Swiss-U.S. DPF) as set forth by the U.S. Department of Commerce. IntelliSurvey, Inc. has certified to the U.S. Department of Commerce that it adheres to the EU-U.S. DPF Principles with regard to the processing of personal data received from the European Union in reliance on the EU-U.S. DPF and from the United Kingdom (and Gibraltar) in reliance on the UK Extension to the EU-U.S. DPF. IntelliSurvey, Inc. has certified to the U.S. Department of Commerce that it adheres to the Swiss-U.S. DPF Principles with regard to the processing of personal data received from Switzerland in reliance on the Swiss-U.S. DPF. If there is any conflict between the terms in this privacy policy and the EU-U.S. DPF Principles and/or the Swiss-U.S. DPF Principles, the Principles shall govern. To learn more about the Data Privacy Framework (DPF) program and to view our certification, please visit
https://www.dataprivacyframework.gov.
IntelliSurvey does not share any personal information without permission. IntelliSurvey handles personal information in the following situations. IntelliSurvey, Inc. uses a third party, Blue Marble, to handle compensation fulfillment. Blue Marble provides employees with a secure, self-service network (totally separate from IntelliSurvey) to manage their accounts and personal information. IntelliSurvey does not receive this personal information from its EU employees, including tax id numbers nor bank account numbers. When changes are made to their personal information, IntelliSurvey receives a notification email at which time IntelliSurvey confirms with the employee that they made the change. Physical addresses are used only for human resource purposes. IntelliSurvey does not collect personal email addresses. Work email addresses are necessary to fulfill employment tasks.
If this policy changes in the future, employees will be alerted and provided an opportunity to opt-out or opt-in before we share employee data with third parties other than our agents, or before we use it for a purpose other than which it was originally collected or subsequently authorized. Furthermore, for sensitive information (i.e., personal information specifying medical or health conditions, racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership, or information specifying the sex life of the individual), IntelliSurvey will obtain affirmative express consent (i.e., opt-in) from individuals before we share employee data with third parties other than our agents, or before we use it for a purpose other than which it was originally collected or subsequently authorized.
In compliance with the EU-U.S. DPF, UK Extension to the EU-U.S. DPF, and Swiss-U.S. DPF Principles, individuals have the following rights:
Right to Access (Know)You have the right to access and know what personal data we have collected about you in a usable format.
Right to AmendYou have the right to complete incomplete personal data by adding new information or an explanatory statement.
Right to DeleteYou have the right to request that we delete the personal data we have collected about you, subject to applicable legal exceptions.
Right to CorrectYou have the right to request that we correct inaccurate personal data.
Right to Data PortabilityYou have the right to move your personal data to another service in a usable format.
Right to Restrict ProcessingYou have the right to "freeze" personal data.
Right to ObjectYou have the right to object to processing your personal data based on "Legitimate Interests" or for direct marketing.
Right to Withdraw ConsentYou have the right to withdraw consent to processing your personal data at any time as easily as it was given.
Right to Lodge a Complaint and RepresentationWhile we encourage you to first contact our Human Resources Director to resolve any concerns, you have the right to lodge a complaint with a data protection supervisory authority at any time. Pursuant to Article 27 of the GDPR and the UK GDPR, IntelliSurvey has appointed specific representatives within the European Union and the United Kingdom to act as a point of contact for data subjects and supervisory authorities.
For EU residents: You may contact the supervisory authority in the Member State of your habitual residence, place of work, or the place of the alleged infringement. A full list of EU Data Protection Authorities is available here:
https://edpb.europa.eu/about-edpb/about-edpb/members_en For UK residents: You may contact the Information Commissioner’s Office (ICO) via their website at
https://ico.org.uk/make-a-complaint For residents of Switzerland: You may contact the Federal Data Protection and Information Commissioner (FDPIC) at
https://www.edoeb.admin.ch Individuals in the EU or UK may contact the HR Director regarding any inquiries related to the processing of their personal data or to exercise their rights under the GDPR.
Furthermore, IntelliSurvey, Inc. commits to resolving complaints about your privacy and our collection or use of your personal information. Individuals from the U.S., the European Union, the United Kingdom, or Switzerland with inquiries or complaints regarding this privacy policy and/or access to their personal data should first contact:
Jennifer Bird
VP, Human Resources
jbird@intellisurvey.comIntelliSurvey, Inc.
20 Pacifica, Suite 230
Irvine, CA 92618
In compliance with the EU-U.S. DPF and the UK Extension to the EU-U.S. DPF and the Swiss-U.S. DPF Principles, IntelliSurvey, Inc. commits to cooperate and comply respectively with the advice of the panel established by the EU data protection authorities (DPAs) and the UK Information Commissioner’s Office (ICO) and the Swiss Federal Data Protection and Information Commissioner (FDPIC) with regard to unresolved complaints concerning our handling of human resources data received in reliance on the EU-U.S. DPF and the UK Extension to the EU-U.S. DPF and the Swiss-U.S. DPF in the context of the employment relationship. These dispute resolution services are provided at no cost to you.
The U.S. Federal Trade Commission has jurisdiction over IntelliSurvey’s compliance with the EU-US DPF, the UK Extension to the EU-US DPF, and the Swiss-US DPF.
Individuals may, under certain limited conditions, invoke binding arbitration before the DPF Arbitration Panel. These dispute resolution services are provided at no cost to you.
In rare cases, IntelliSurvey may be required to disclose personal information in response to lawful requests by public authorities, including compliance with court orders, subpoenas, or other legal obligations. Even in these situations, IntelliSurvey will take steps to protect respondent privacy to the extent allowed by law.
IntelliSurvey has responsibility for the processing of personal information it receives under the EU-U.S. DPF, the UK Extension to the EU-U.S. DPF, and the Swiss-U.S. DPF Principles and subsequently transfers to a third party acting as an agent on its behalf. IntelliSurvey shall remain liable under the Principles if its agent processes such personal information in a manner inconsistent with the Principles unless IntelliSurvey proves that it is not responsible for the event giving rise to the damage.
Legal Basis for Processing Employee Data (GDPR & UK DPA 2018)
Under the GDPR and UK Data Protection Act, IntelliSurvey processes your personal data based on the legal basis of Contractual Necessity & Legal Obligation, and Legitimate Interest. We rely on the following:
| Processing Activity | Categories of Personal Data | Legal Basis (GDPR Article 6) |
|---|
| Recruitment & Hiring | CVs, resumes, references, interview notes, right-to-work documents. | Contractual Necessity: Necessary to take steps at your request prior to entering into an employment contract. |
| Payroll & Compensation | Bank details, Tax ID (e.g., SSN/NI number), salary, bonus history, expense claims. | Contractual Necessity & Legal Obligation: To fulfill the employment contract and comply with tax/labor laws. |
| Benefit Administration | 401k details, health insurance enrollment, life insurance beneficiaries. | Contractual Necessity: To provide the benefits package defined in your employment agreement. |
| Performance Management | Performance reviews, training records, disciplinary or grievance records. | Legitimate Interest: To ensure the effective management of our workforce and professional development. |
| IT & Network Security | Login logs, system access timestamps, corporate email/Slack metadata, device IDs. | Legitimate Interest: To maintain the security and integrity of our systems and protect corporate assets. |
| Fraud Prevention & Internal Investigations | Financial logs, system audit trails, corporate credit card statements, IP addresses. | Legitimate Interest: To detect, investigate, and prevent fraudulent activity or unauthorized use of company resources. |
| Workplace Health & Safety | Accident reports, emergency contact information, statutory sick pay records. | Legal Obligation: To comply with health and safety laws and social protection requirements. |
Privacy Rights for Canadian Employees
IntelliSurvey complies with the
Personal Information Protection and Electronic Documents Act (PIPEDA) and substantially similar provincial legislation, including Alberta’s PIPA, British Columbia’s PIPA, and
Quebec’s Law 25, as they apply to the employer-employee relationship.
Accountability & Privacy Officer
We are responsible for the personal information of our employees under our control. We have designated a
Privacy Officer to oversee our internal data handling practices, including HR records and payroll data. For any questions regarding your personnel file or our internal privacy practices, please contact:
HR Privacy OfficerJennifer Bird
VP, Human Resources
jbird@intellisurvey.comIntelliSurvey, Inc.
20 Pacifica, Suite 230
Irvine, CA 92618
Collection, Use, and Consent
We collect and use your personal information (such as SIN, banking details, home address, and performance records) only for purposes reasonable to the establishment, management, or termination of your employment relationship.
- Implicit Consent: By entering into an employment agreement with IntelliSurvey, you provide implied consent for the collection of data necessary for standard operations (e.g., payroll processing, tax reporting, and benefits administration).
- Express Consent: We will seek your explicit consent for uses of your data that fall outside the standard employment relationship, such as using your image in external marketing materials or sharing data with third parties for non-essential perks.
International Data Transfers & HR Systems
As a global company, IntelliSurvey utilizes centralized HR management systems and cloud-based service providers. Your employee data may be stored or processed on servers located in the
United States or the European Union. While your data is stored outside of Canada, it is subject to the laws of that jurisdiction. We maintain strict contractual agreements with these providers to ensure your data receives a level of protection equivalent to Canadian standards.
Access to Your Personnel File
You have the right to request access to your personnel file and to receive an account of how your information has been used or disclosed.
- Correction: If you find that the information we hold is inaccurate or outdated (e.g., a change of address or marital status), we will amend it promptly.
- Limitations: Please note that legal exceptions may apply to access requests, such as instances where the information contains references to other individuals or is subject to solicitor-client privilege. We will respond to all access requests within 30 days.
Monitoring and Privacy in the Workplace
In accordance with provincial laws, if IntelliSurvey engages in any form of workplace monitoring (electronic or otherwise), we will provide employees with clear notice regarding the nature, purpose, and extent of such monitoring, unless an emergency or legal investigation justifies otherwise.
Challenging Compliance
IntelliSurvey has established internal procedures to address concerns regarding the handling of employee personal information. If you feel a privacy issue has not been adequately addressed by our HR Privacy Officer, you may contact the
Office of the Privacy Commissioner of Canada or the relevant provincial regulator (e.g., the OIPC in BC or Alberta, or the CAI in Quebec).
Canadian French version for Quebec’s Law 25 - Privacy Rights of Canadian Residents
Droits à la vie privée des employés au Québec
IntelliSurvey respecte la
Loi sur la protection des renseignements personnels dans le secteur privé (Loi 25) ainsi que les principes de protection des renseignements personnels applicables aux employés basés au Québec.
Responsable de la protection des renseignements personnels
IntelliSurvey est responsable des renseignements personnels de ses employés sous sa garde. Nous avons désigné un
Responsable de la protection des renseignements personnels pour superviser nos pratiques internes, notamment en ce qui concerne les dossiers RH et les données de paie. Pour toute question concernant votre dossier d'employé, contactez :
Responsable de la protection des renseignements personnels
HR Privacy OfficerJennifer Bird
VP, Human Resources
jbird@intellisurvey.comIntelliSurvey, Inc.
20 Pacifica, Suite 230
Irvine, CA 92618
Collecte, utilisation et finalité
Nous recueillons et utilisons vos renseignements personnels (tels que le NAS, les informations bancaires, l'adresse de domicile et les dossiers de performance) uniquement aux fins nécessaires à l'établissement, à la gestion ou à la fin de votre relation d'emploi.
- Consentement implicite : En concluant un contrat d'emploi avec IntelliSurvey, vous fournissez un consentement implicite pour la collecte des données nécessaires aux opérations courantes (traitement de la paie, rapports fiscaux et administration des avantages sociaux).
- Consentement manifeste : Nous demanderons votre consentement explicite, libre et éclairé pour toute utilisation de vos données sortant du cadre standard de la relation d'emploi (par exemple, l'utilisation de votre image dans du matériel marketing externe).
Transferts de données hors Québec et Évaluation (ÉFVP)
En tant qu'entreprise mondiale, IntelliSurvey utilise des systèmes de gestion RH centralisés. Vos données d'employé peuvent être stockées ou traitées sur des serveurs situés aux États-Unis ou dans l'Union européenne. Conformément à la Loi 25, IntelliSurvey réalise une Évaluation des facteurs relatifs à la vie privée (ÉFVP) avant tout transfert de données hors du Québec afin de garantir que vos renseignements bénéficient d'une protection adéquate et équivalente aux standards québécois.
Accès, rectification et portabilité
Vous avez le droit de demander l'accès à votre dossier d'employé et de savoir comment vos renseignements ont été utilisés ou communiqués.
- Rectification : Si vous constatez que les informations que nous détenons sont inexactes ou obsolètes, nous les corrigerons sans délai.
- Portabilité : Vous avez le droit de demander que vos renseignements personnels informatisés vous soient communiqués dans un format technologique structuré et couramment utilisé.
- Délais : Nous répondrons à toute demande d'accès ou de rectification dans un délai de 30 jours.
Surveillance et vie privée au travail
Conformément aux orientations de la Commission d’accès à l’information (CAI), si IntelliSurvey met en place une forme de surveillance (électronique ou autre), les employés seront informés de la nature, de la finalité et de l'étendue de cette surveillance, sauf en cas d'urgence ou d'enquête légale justifiée.
Recours et plaintes
IntelliSurvey a mis en place des procédures internes pour traiter les préoccupations liées aux renseignements personnels. Si vous estimez qu'un problème n'a pas été résolu de manière satisfaisante, vous pouvez déposer une plainte auprès de la
Commission d'accès à l'information du Québec (CAI) via le site
www.cai.gouv.qc.ca.
