Mader treat the privacy of employee and business information seriously and comply with the Privacy Act 1988.
Mader collects relevant personal information from employees for a variety of reasons including, but not limited to:
- Ensuring they are suitable for the position
- For pre employment purposes such as determining medical fitness to perform the role
- To correctly manage their pay and benefits
- For training and other services
- To comply with a variety of legal requirements
- To manage the ongoing employment relationship and perform functions and activities relating to the business such as site mobilisation.
The types of personal information we may collect and hold may include:
- Name, age and gender
- Contact details
- Health and medical details (as per Mader or client requirements)
- Employment history and references
- Driver’s license and other licenses
- A personal photo and/or passport
- Copies of Trade Certificates and other qualifications and training
- Sensitive information such as medical history, health, race, marital status and criminal history
- Financial information such as bank details, Tax File Numbers, Superannuation
- Ongoing Medical requirements and Drug and Alcohol screens
This information may be collected in a number of ways including via email, through our employment documentation, face to face or over the phone. Should employees wish to update their personal details, they are required to communicate the details to HR or their direct manager in writing.
Mader is committed to maintaining employee information in the strictest confidence, and will utilise a variety of electronic and manual security measures to ensure the highest standards of confidentiality. Information is stored in secure locations electronically, in secure record management systems or in hardcopy files stored in central filing cabinets. Access to these records are provided to selected individuals in accordance with senior management requirements and position responsibilities in the business.
Where permitted by law, the business will destroy or permanently de-identify personal information that is no longer needed for any purpose that is permitted by the Privacy Act.
Mader may be required to share information with clients or training providers as part of the mobilisation or site requirements, or to obtain medical or insurance advice. However, Mader will not sell, share or otherwise distribute this information to third parties without the consent of the employee, or if it is a critical requirement concerning an individual’s health and safety.
Employee information may be disclosed to an overseas third party recipient such as Mader International (MI) who are based in Hong Kong or an international client. This will occur if the employee has registered interest and is being considered for a MI position and details are required to be reviewed by HR and Management. Client locations where information may be sent to include Africa, Mongolia and future prospective clients which will be communicated to the employee. Should personal details be communicated to an overseas client, the employee will be informed.
Employees have a right to request access to their personal information and to request that their details be updated/corrected. The request must be made to the HR department.
If you have any concerns or complaints about the manner in which your personal information has been managed by Mader please contact the HR department first. The complaint will be dealt with confidentially and in accordance with the Mader Issue Resolution Process. Should the issue not be suitably resolved via this process, the complaint may be taken to a recognised external dispute resolution representative.