Privacy Policy

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 This privacy policy applies between you, the User of this Website, and Volkk Associates, the owner and provider of  this Website. Volkk Associates takes the privacy of your information very seriously. 

This privacy policy applies to our use  of any and all Data collected by us or provided by you in relation to your use of the Website. Please read this privacy policy carefully. Definitions and interpretation 1. In this privacy policy, the following definitions are used: Data collectively all information that you submit to Volkk Associates via the Website. This definition incorporates, where applicable, the definitions provided in the Data Protection Laws; Data any applicable law relating to the processing of personal Data, including but not limited to the GDPR, Protection and any national implementing and supplementary laws, regulations and secondary legislation; Laws GDPR the UK General Data Protection Regulation; Volkk Associates Volkk Associates of Westbury Lane, Bristol, United Kingdom, BS9 2PX; we or us User or you any third party that accesses the Website and is not either (i) employed by Volkk Associates and acting in the course of their employment or (ii) engaged as a consultant or otherwise providing services to Volkk Associates and accessing the Website in connection with the provision of such services; and Website the website that you are currently using, www.varecruitment.co.uk, and any sub-domains of this site unless expressly excluded by their own terms and conditions. 2. In this privacy policy, unless the context requires a different interpretation: a. the singular includes the plural and vice versa; b. references to sub-clauses, clauses, schedules or appendices are to sub-clauses, clauses, schedules or appendices  of this privacy policy; c. a reference to a person includes firms, companies, government entities, trusts and partnerships; d. "including" is understood to mean "including without limitation"; e. reference to any statutory provision includes any modification or amendment of it; f. the headings and sub-headings do not form part of this privacy policy. Scope of this privacy policy 3. This privacy policy applies only to the actions of Volkk Associates and Users with respect to this Website. It does not extend to any websites that can be accessed from this Website including, but not limited to, any links we may  provide to social media websites. 4. For purposes of the applicable Data Protection Laws, Volkk Associates is the "data controller". This means that Volkk Associates determines the purposes for which, and the manner in which, your Data is processed. Data collected 5. We may collect the following Data, which includes personal Data, from you: a. contact Information such as email addresses and telephone numbers; in each case, in accordance with this privacy policy. How we collect Data 6. We collect Data in the following ways: a. data is given to us by you; and b. data is collected automatically. Data that is given to us by you 7. Volkk Associates will collect your Data in a number of ways, for example: a. when you contact us through the Website, by telephone, post, e-mail or through any other means; b. when you use our services; in each case, in accordance with this privacy policy. Data that is collected automatically 8. To the extent that you access the Website, we will collect your Data automatically, for example: a. we automatically collect some information about your visit to the Website. 

This information helps us to make improvements to Website content and navigation, and includes your IP address, the date, times and frequency with which you access the Website and the way you use and interact with its content. Our use of Data 9. Any or all of the above Data may be required by us from time to time in order to provide you with the best possible service and experience when using our Website. Specifically, Data may be used by us for the following reasons: a. internal record keeping; in each case, in accordance with this privacy policy. 10. We may use your Data for the above purposes if we deem it necessary to do so for our legitimate interests. If you  are not satisfied with this, you have the right to object in certain circumstances (see the section headed "Your rights" below). Who we share Data with 11. We may share your Data with the following groups of people for the following reasons: a. our employees, agents and/or professional advisors - to ensure you details are reviewed by the best qualified individual; in each case, in accordance with this privacy policy. Keeping Data secure 12. We will use technical and organisational measures to safeguard your Data, for example: a. access to your account is controlled by a password and a user name that is unique to you. b. we store your Data on secure servers. 13. Technical and organisational measures include measures to deal with any suspected data breach. If you suspec t  any misuse or loss or unauthorised access to your Data, please let us know immediately by contacting us via this e-mail address: enquiries@varecruitment.co.uk . 14. If you want detailed information from Get Safe Online on how to protect your information and your computers  and devices against fraud, identity theft, viruses and many other online problems, please visit www.getsafeonline.org.  Get Safe Online is supported by HM Government and leading businesses. Data retention 15. Unless a longer retention period is required or permitted by law, we will only hold your Data on our systems for  the period necessary to fulfil the purposes outlined in this privacy policy or until you request that the Data be deleted. 16. Even if we delete your Data, it may persist on backup or archival media for legal, tax or regulatory purposes. 

Your rights 17. You have the following rights in relation to your Data: a. Right to access - the right to request (i) copies of the information we hold about you at any time, or (ii) that we modify, update or delete such information. If we provide you with access to the information we hold about you, we will not charge you for this, unless your request is "manifestly unfounded or excessive." Where we are legally permitted to do so, we may refuse your request. If we refuse your request, we will tell you the reasons why. b. Right to correct - the right to have your Data rectified if it is inaccurate or incomplete. c. Right to erase - the right to request that we delete or remove your Data from our systems. d. Right to restrict our use of your Data - the right to "block" us from using your Data or limit the way in which we can use it. e. Right to data portability - the right to request that we move, copy or transfer your Data. f. Right to object - the right to object to our use of your Data including where we use it for our legitimate interests. 18. To make enquiries, exercise any of your rights set out above, or withdraw your consent to the processing of your  Data (where consent is our legal basis for processing your Data), please contact us via this e-mail address: enquiries@varecruitment.co.uk . 19. If you are not satisfied with the way a complaint you make in relation to your Data is handled by us, you may be  able to refer your complaint to the relevant data protection authority. For the UK, this is the Information Commissioner's Office (ICO). The ICO's contact details can be found on their website at https://ico.org.uk/. 20. It is important that the Data we hold about you is accurate and current. Please keep us informed if your Data  changes during the period for which we hold it. 21. This Website may, from time to time, provide links to other websites. We have no control over such websites  and are not responsible for the content of these websites. This privacy policy does not extend to your use of such websites.  

You are advised to read the privacy policy or statement of other websites prior to using them. Changes of business ownership and control 22. Volkk Associates may, from time to time, expand or reduce our business and this may involve the sale and/or the transfer of control of all or part of Volkk Associates. Data provided by Users will, where it is relevant to any part of  our business so transferred, be transferred along with that part and the new owner or newly controlling party will, under  the terms of this privacy policy, be permitted to use the Data for the purposes for which it was originally supplied to us. 23. We may also disclose Data to a prospective purchaser of our business or any part of it. 24. In the above instances, we will take steps with the aim of ensuring your privacy is protected. General 25. You may not transfer any of your rights under this privacy policy to any other person. We may transfer our rights under this privacy policy where we reasonably believe your rights will not be affected. 26. If any court or competent authority finds that any provision of this privacy policy (or part of any provision) is  invalid, illegal or unenforceable, that provision or part-provision will, to the extent required, be deemed to be deleted, and  the validity and enforceability of the other provisions of this privacy policy will not be affected. 27. Unless otherwise agreed, no delay, act or omission by a party in exercising any right or remedy will be deemed a waiver of that, or any other, right or remedy. 28. 

This Agreement will be governed by and interpreted according to the law of England and Wales. All disputes  arising under the Agreement will be subject to the exclusive jurisdiction of the English and Welsh courts. Changes to this privacy policy 29. Volkk Associates reserves the right to change this privacy policy as we may deem necessary from time to time or  as may be required by law. Any changes will be immediately posted on the Website and you are deemed to have  accepted the terms of the privacy policy on your first use of the Website following the alterations. You may contact Volkk Associates by email at enquiries@varecruitment.co.uk  

 Statement of policy and purpose of policy James Volkk t/a Volkk Associates (the Employer) is committed to equal opportunities for all staff and applicants. It is our policy that all employment decisions are based on merit and the legitimate business needs of the organisation.  The Employer does not discriminate on the basis of race, colour or nationality, ethnic or national origins, sex, gender  reassignment, sexual orientation, marital or civil partner status, pregnancy or maternity, disability, religion or belief, age  or any other ground on which it is or becomes unlawful to discriminate under the laws of England and Wales (referred to  as Protected Characteristics). Our intention is to enable all our staff to work in an environment which allows them to fulfill their potential without fear  of discrimination, harassment or victimisation. The Employer's commitment to equal opportunities extends to all aspects  of the working relationship including: recruitment and selection procedures; terms of employment, including pay, conditions and benefits; training, appraisals, career development and promotion; work practices, conduct issues, allocation of tasks, discipline and grievances; work-related social events; and termination of employment and matters after termination, including references. This policy is intended to help the Employer achieve its diversity and anti-discrimination aims by clarifying the  responsibilities and duties of all staff in respect of equal opportunities and discrimination. 

The Employer will promote  effective communication and consultation between the Employer and staff concerning equal opportunities by means it  considers appropriate.  The principles of non-discrimination and equal opportunities also apply to the way in which staff treat visitors, clients,  customers, suppliers and former staff members. This is a statement of policy only and does not form part of your contract of employment. This policy may be amended  at any time by the Employer, in its absolute discretion. Who is responsible for equal opportunities? Achieving an equal opportunities workplace is a collective task shared between the Employer and all its staff. This  policy and the rules contained in it therefore apply to all staff of the Employer irrespective of seniority, tenure and  working hours, including all employees, directors and officers, consultants and contractors, casual or agency staff,  trainees, homeworkers and fixed-term staff and any volunteers or interns (referred to as Staff). The board of directors of the Employer has overall responsibility for this policy and for equal opportunities and  discrimination law compliance in the workplace and the Operations Director has been appointed as the person with dayto-day operational responsibility for these matters. All Staff have personal responsibility to ensure compliance with this policy, to treat colleagues with dignity at all times  and not to discriminate against or harass other members of Staff, visitors, clients, customers, suppliers and former staff  members. In addition, Staff who take part in management, recruitment, selection, promotion, training and other aspects  of career development (referred to as Managers) have special responsibility for leading by example and ensuring  compliance. Managers must take all necessary steps to: promote the objective of equal opportunities and the values set out in this policy; ensure that their own behaviour and those of the Staff they manage complies in full with this policy; ensure that any complaints of discrimination, victimisation or harassment (including against themselves) are dealt with  appropriately and are not suppressed or disregarded. What is discrimination? Discrimination occurs in different ways, some more obvious than others. Discrimination on the grounds of any of the  Protected Characteristics is prohibited by law, even if unintentional, unless a particular exception applies. Direct discrimination Direct Discrimination is less favourable treatment because of one of the Protected Characteristics. Examples would  include refusing a woman a job as a chauffeur because you believe that women are not good drivers or restricting  recruitment to persons under 40 because you want to have a young and dynamic workforce. Direct discrimination can arise in some cases even though the person complaining does not actually possess the  Protected Characteristic but is perceived to have it or associates with other people who do. For example, when a person  is less favourably treated because they are (wrongly) believed to be homosexual or because they have a spouse who is  Muslim. Indirect discrimination Indirect discrimination arises when an employer applies an apparently neutral provision, criterion  or practice which in fact puts individuals with a particular Protected Characteristic at a disadvantage, statistically and this  is unjustified. To show discrimination the individual complaining also has to be personally disadvantaged. An example  would be a requirement for job candidates to have ten years' experience in a particular role, since this will be harder for  young people to satisfy. 

This kind of discrimination is unlawful unless it is a proportionate means of achieving a  legitimate aim. Victimisation Victimisation means treating a person less favourably because they have made a complaint of discrimination or have  provided information in connection with a complaint or because they might do one of these things. Harassment Harassment is: unwanted conduct which is related to a Protected Characteristic and which has the purpose or effect of violating a  person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them: or unwanted conduct which is of a sexual nature and which has the purpose or effect of violating a person's dignity or  creating an intimidating, hostile, degrading, humiliating or offensive environment for them (Sexual Harassment); or less favourable treatment because of the rejection of or the submission to Sexual Harassment. Harassment can arise in some cases even though the person complaining does not actually possess a Protected  Characteristic but is perceived to have it (for example, when a person is harassed because they are (wrongly) believed to  be homosexual) or associates with other people who possess a Protected Characteristic (for example, because they have a  spouse who is Muslim). Harassment may include: use of insults or slurs based on a Protected Characteristic or of a sexual nature or other verbal abuse or derogatory,  offensive or stereotyping jokes or remarks; physical or verbal abuse, threatening or intimidating behaviour because of a Protected Characteristic or behaviour of a  sexual nature; unwelcome physical contact including touching, hugging, kissing, pinching or patting, brushing past, invading personal  space, pushing grabbing or other assaults; mocking, mimicking or belittling a person's disability, appearance, accent or other personal characteristics; unwelcome requests for sexual acts or favours; verbal sexual advances, vulgar, sexual, suggestive or explicit comments  or behaviour; repeated requests, either explicitly or implicitly, for dates; repeated requests for social contact or after it has been made clear that requests are  unwelcome; comments about body parts or sexual preference; displaying or distributing offensive or explicit pictures, items or materials relating to a Protected Characteristic or of a  sexual nature; shunning or ostracising someone, for example, by deliberately excluding them from conversations or activities; 'outing' or threatening to 'out' someone's sexual orientation (ie to make it known); explicit or implicit suggestions that employment status or progression is related to toleration of, or acquiescence to  sexual advances, or other behaviour amounting to harassment. Other important points to note about harassment: a single incident can amount to harassment; behaviour that has continued for a long period without complaint can amount to harassment; it is not necessary for an individual to intend to harass someone for their behaviour to amount to harassment; it is not necessarily for an individual to communicate that behaviour is unwelcome before it amounts to harassment; and the onus is on each individual to be certain that their behaviour and conduct is appropriate and is not unwanted and in the  case of doubt, you must refrain from such conduct. Disability discrimination This could be direct or indirect discrimination, and is any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability. Disabled persons Any Staff member who considers that they may have a disability is strongly encouraged to speak with the Operations  Director, particularly if they experience difficulties at work because of their disability so that any reasonable adjustments  to help overcome or minimise difficulties can be discussed. For these purposes, disability includes any physical or  mental impairment which substantially affects your ability to perform day to day activities and has lasted (or is likely to  last) more than 12 months. Disclosure of this information will be treated in confidence, if you wish it to be, so far as is  reasonably practicable and we will do our best to handle matters sensitively and to ensure that you are treated with  dignity and with respect for your privacy. 

We will consult with you about whether adjustments are needed to avoid you being disadvantaged and may ask you to  see a doctor appointed by us, to advise on this. We will seek to accommodate your needs within reason. If we consider a  particular adjustment unreasonable we will explain why and try to find an alternative solution. Managers with responsibility for managing a member of Staff who they know or think to be disabled should speak to the  Operations Director to ensure that all relevant duties are complied with. Making employment decisions fairly As noted above, the Employer will recruit employees and make other employment decisions concerning promotion,  training, dismissal and related issues. on the basis of objective criteria. Managers should only stipulate criteria or conditions for employment decisions (including job selection, promotion and  redundancy) which are based on a legitimate business need and which do not go further than is needed to satisfy that  need. If you are in any doubt about whether particular criteria or conditions are indirectly discriminatory or justifiable,  then please speak to the Operations Director. Recruitment Managers involved in recruitment must: specify only recruitment criteria that are relevant to the job, reflect genuine business needs and are proportionate. More  than one person should be involved in shortlisting of applicants wherever practicable; ensure that vacancies are advertised to a diverse audience and try to avoid informal recruitment methods that exclude fair  competition. In very rare cases, it may be legitimate and necessary to restrict recruitment to a particular role to certain  groups, but it is essential that this is discussed with the Operations Director so that appropriate steps can be taken to  ensure legality; review job advertisements carefully to ensure that stereotyping is avoided and that particular groups are not unjustifiably  discouraged from applying; not ask applicants about health or disability before a job offer is made (other than in exceptional circumstances and after  having been approved by the Operations Director). If necessary a job offer can be expressed to be conditional upon  satisfactorily passing a medical check. not ask candidates about any Protected Characteristic if the question may demonstrate an intention to discriminate. For  example, candidates should not be asked about current or future pregnancy, childcare or related matters; and not make assumptions about immigration status based on appearance, accent or apparent nationality; so far as reasonably practicable, keep a written record of their reasons for relevant  decisions. The Employer is legally required to verify that all employees have the right to work in the UK. Prior to starting  employment, all employees must produce original documents to the Employer's satisfaction, irrespective of nationality.  Information about the documents required is available from the Operations Manager. The Employer monitors applicants' Sex Sexual orientation Ethnic group Disability Religion Age as part of our recruitment process. 

We do this to assess the effectiveness of our measures to promote equal opportunities  and to help us identify and take appropriate steps to avoid discrimination, under-representation and potential  disadvantage and improve diversity. Provision of this information is voluntary and the information is kept in an  anonymised format solely for the purposes stated here. The information will not be used as part of any decision-making  process relating to the recruitment or employment of the person providing the information. Our recruitment policies must  be reviewed at regular intervals to ensure people are being treated fairly and according to ability and merit. Staff training, career development and promotion Training needs may be identified during the normal appraisal process. Appropriate training to facilitate progression will  be accessible to all staff. All promotion decisions will be made on the basis of merit and according to proportionate criteria determined by  legitimate business need. Staff diversity at different levels of the organisation will be kept under review to ensure equality of opportunity. Where  unjustified barriers to progression are identified, these will be removed. Conditions of service Access to benefits and facilities and terms of employment will be kept under review to ensure that they are appropriately  structured and that no unlawful barriers to qualification or access exist. Discipline and termination of employment Any redundancy selection criteria and procedures that are used, or other decisions taken to terminate employment, will  be fair and not directly or indirectly discriminatory. Disciplinary procedures and penalties will be applied without discrimination, whether they result in disciplinary  warnings, dismissal or other disciplinary action. Discipline and termination of employment Part-time and fixed-term staff will be treated the same as full-time or permanent staff of the same position and enjoy no  less favourable terms and conditions (pro-rata, where appropriate), unless different treatment is justified. What to do if you encounter discrimination If you believe that you have been the victim of discrimination, you should follow the Employer's Grievance Procedure. Every member of Staff has a responsibility to combat discrimination if they encounter it. Staff who observe or are aware  of acts that they believe amount to discrimination directed at others are encouraged to report these to the Operations  Director. Any grievance or report raised about discrimination will be kept confidential so far as this is practicable. 

We may ask  you if you wish your complaint(s) to be put to the alleged discriminator if disciplinary action appears to be appropriate. It  sometimes may be necessary to disclose the complaint or take action even if this is not in line with your wishes, but we  will seek to protect you from victimisation and, if you wish, we will seek to protect your identity. You should be aware  that disciplinary action may be impossible without your co-operation or if you refuse to allow relevant information to be  disclosed. Staff who raise a complaint about or report discrimination in good faith will be protected from retaliation or  victimisation. As long as you act in good faith, the fact that you have raised a complaint or report will not affect your  position within the Employer, even if the complaint is not upheld. Making a false allegation deliberately and in bad faith  is a misconduct offence and will be dealt with in accordance with our disciplinary policy. Any member of Staff who  attempts acts of retaliation or victimisation may be subject to disciplinary action up to and including summary dismissal  for gross misconduct. If you make a complaint, it may be necessary to ask you to stay at home on paid leave while investigations are being  conducted and the matter is being dealt with through the appropriate procedure. This may particularly be necessary in  cases of alleged harassment. Non-compliance with equal opportunities rules Any breach of equal opportunities rules or failure to comply with this policy will be taken very seriously and is likely to  result in disciplinary action against the offender, up to and including immediate dismissal. Staff should also note that: in some cases, they may be personally liable for their acts of discrimination and that legal action may be taken against  them directly by the victim of any discrimination; and it may be a criminal offence intentionally to harass another employee. Review of this policy The board of directors of the Employer will keep this policy under review. The Employer encourages Staff to comment on this policy and suggest ways in which it might be improved or ask any  questions if they are unsure about any part of this policy or how it is applied by contacting the Operations Director.

Available on request.