Privacy Policy

  1. Purpose. This Privacy Policy (the “Policy”) contains the rules and procedures governing the collection, storage, use, and disclosure of individually identifiable information, except for individually identifiable information that is publicly available in its entirety, (the “Personal Information”) of any person that is a present, future or former employee of 5centsCDN Inc. (the “Company”).
  2. Applicability. All terms and conditions as stated in this Policy are applicable to the Company and to all present, future, or former employees of the Company (individual an “Employee” and collectively “Employees”). 
  3. Collection of Personal Information. Personal Information of Employees has lawfully collected automatically through technology or provided to the Company by the Employees. The Personal Information collected by the Company includes, but is not limited to, the following:
  • An Employee’s resume, cover letter, and any other information provided at the beginning of their employment
  • Details regarding the Employee’s current employment, including, but not limited to, their job title, location of employment, and Company policies signed by the Employee. Payroll
  • information including, but not limited to, the Employee’s W2, 1099, bank account information, salary/wage rate, and bonuses;
  • Assessments, reviews, and awards received by the Employee from the Company;
  • Date of Birth;
  • Contact Information including, but not limited to, the Employee’s address, their phone number, and email address;
  • Gender;
  • Marital Status;
  • Dependent Status;
  • Beneficiary Information;
  • All other information provided voluntarily by an Employee to the Company;
  1. Collection of Sensitive Information. The Company may collect Personal Information that qualifies as sensitive data under the General Data Protection Regulation (“Sensitive Information”). Sensitive Information is collected through voluntary disclosure only. An Employee that is asked to provide Sensitive Information may (i) request the purpose for which the Sensitive Information is requested, and (ii) refuse to provide such information. Sensitive Information that may be collected by the Company is limited to:
  • Racial and ethnic origin;
  • Political opinions;
  • Religious beliefs or other beliefs of a similar nature;
  • Trade union membership;
  • Physical or mental health or condition;
  • Sex life and sexual orientation;
  • Biometric and genetic data;
  1. Utilization of Consumer Reporting Agencies. The Company may utilize consumer reporting agencies (“CRAs”) to make background checks on Employees. Most CRAs are credit bureaus that gather and sell information about individuals - such as if that individual pays their bills on time or has filed for bankruptcy - to creditors, employers, landlords, and other businesses. In compliance with the Fair Credit Reporting Act (“FCRA”), the Fair and Accurate Credit Transaction Act (FACTA), and related legislation is designed to promote accuracy, fairness, and privacy of the information of employees, consumers, and other individuals maintained in the files and data systems of CRA. The FCRA, FACTA, and related legislation give Employees specific rights, which may vary based on state law. For more information, an Employee may contact the Federal Trade Commission (FTC), state and local consumer protection agencies, or the state attorney general’s office.
  2. Use of Personal Information. Personal Information collected about Employees is used only for legitimate business purposes. The specific business purposes for which the Personal Information is collected will be documented by the Company. The Company only processes such Personal Information where permitted or required to do so by law.
  3. Disclosure of Personal Information. Except as specified below, Personal Information of Employees is only disclosed to individuals and entities who assist in the employment operations of the Company (the “Authorized Third Parties”). Authorized Third Parties include company insurance providers, payroll maintenance systems, I9 processing systems, scheduling programs, and other similar entities or individuals. Personal Information will only be disclosed to Authorized Third Parties if (i) they agree to provide an adequate level of protection for the Personal Information, and (ii) they have a legitimate business reason to receive the Personal Information in question. In certain situations, the Company may be required to disclose Personal Information of Employees to other third parties by law. Such disclosure shall only be made to avoid legal liability, protect the legal rights of the Company, to cooperate with lawful investigations, to adequately respond to requests from a court of law or parties to a suit filed with a court of law, to bring an internal or legal action against an Employee, or pursuant to a sale of the Company or the assets of the Company.
  4. Storage and Security of Personal Information. The Company stores the Personal Information of an Employee for the Employee’s period of active employment, and during the post-employment period for as long as the collected Personal Information still serves its original intended purpose. The Company has established very rigorous policies and procedures to safeguard the Personal Information of all of its Employees, and will move swiftly to identify and mitigate any potential exposure or release of such information outside of the company. Such policies and procedures include the use of secured networks and encryption. Although the Company takes reasonable precautions to protect the Employees’ Personal Information, data breaches may happen that are outside of the Company’s control. In the event such a data breach occurs, the Company will follow all applicable laws to mitigate the harm that may occur from such a breach.
  5. Employee Rights. An Employee may apply for access to their Personal Information by submitting a request in writing along with adequate proof of identity. The Employee will be provided with a copy of all of their available Personal Information. Upon request, the Employee is also entitled to a summary of how their Personal Information has been used and to whom the Personal Information has been disclosed. The Company may limit or refuse access to Personal Information if (i) statutory or regulatory requirements require the limitation of such access, or (ii) the requested Personal Information contains the Personal Information of another Employee.  If an Employee detects an error in their Personal Information, the Employee may submit a request for correction. Such a request should contain all information necessary to identify and correct the error. Upon receipt of such request, the Company will take all steps reasonable to correct the error within a reasonable amount of time.
  6. Duty to Disclose. If at any time an Employee is exposed to the Personal Information of other Employees, becomes aware of a potential situation where such information could be released outside the Company, or gains knowledge of any external or internal party attempting to obtain such information, they must treat that situation as a serious violation and report it immediately.
  7. Contact. If an Employee has questions or complaints regarding this Policy, wishes to access or correct their Personal Information, or becomes aware of a violation or breach, they should contact the Company, via email at jobs@5centscdn.com.
  8. Amendments and Revisions. From time to time, the Company may amend or revise this Policy. Employees will be provided with all updated versions of this Policy. Amendments to this Policy will only affect Personal Information collected by the Company on or after the date of the amendment.
  9. Employee Acknowledgment and Consent. I have fully read and understand this Privacy Policy. I will comply with the terms and conditions set forth above. I also consent to the processing and use of my Personal Information as described above including the utilization of CRAs for a background check.

Updated: 07/14/2021