We try very hard to provide high-quality services to both our candidates and clients, but recognise that mistakes can happen. If you are not completely satisfied with our service, we would be grateful if you could let us know.

Making a complaint:
Please write to Tom Mornement, Director, Purple House Recruitment Ltd, 14 Orchard Street, Bristol, BS1 5EH or by email to tom.mornement@purplehousehr.com

In your complaint please include:
• Date of incident;
• Name(s) of the person(s) involved;
• The nature of the complaint;
• The measures we can take to resolve the situation;
• Your contact details.

Once we have received your complaint we will write to you within 3 working days confirming the Director responsible for the investigation.

Within a further 3 working days the Director will interview the member of staff concerned and subsequently contact you in writing with our response and suggestions to resolve the situation.

If after receiving this letter you are not satisfied with the outcome you will be sent an invitation to meet with the Director in charge of the complaint.

If you are unable to attend a meeting or remain unsatisfied with the outcome then you can write to the Employment Standards Agency (EAS) Inspectorate.

If this is the action you choose, then please send your letter to the following address:

Employment Agency Standards Inspectorate
Department for Business, Enterprise and Regulatory Reform
Bay 487
1 Victoria Street
London
SW1H 0ET

What is a cookie?

Cookies are text files containing small amounts of information which are downloaded to your personal computer, mobile or other device when you visit a website. Cookies are then sent back to the originating website on each subsequent visit, or to another website that recognises that cookie. Cookies are useful because they allow a website to recognise a user’s device.

Cookies do lots of different jobs, like letting you navigate between pages efficiently, remembering your preferences, track information about the visit, and generally improve the user experience. They can also help to ensure that adverts you see online are more relevant to you and your interests.

Users must opt in to allow cookies to be set to comply with the EU Cookie Law. If they choose not to do so, note that some parts of the Site may not function properly.

You can find more information about cookies at www.allaboutcookies.org

Persistent cookies

These cookies remain on a user’s device for the period of time specified in the cookie. They are activated each time that the user visits the website that created that particular cookie.

Session cookies

These cookies allow website operators to link the actions of a user during a browser session. A browser session starts when a user opens the browser window and finishes when they close the browser window. Session cookies are created temporarily. Once you close the browser, all session cookies are deleted.

Strictly necessary cookies

These cookies enable services you have specifically asked for. For those types of cookies that are strictly necessary, no consent is required. By using the Website, you agree that we can place these types of cookies on your device.

These cookies are essential for the site to function. They are used for features such as e-commerce baskets, site log in and user tracking to ensure users can navigate the site effectively. These cookies are not available to third party sites and are not used to track behaviour to place personalised adverts or any other content.

Performance cookies

These cookies collect anonymous information on the pages visited.

These cookies collect information about how visitors use the Website, for instance which pages visitors go to most often, and if they get error messages from web pages. These cookies don’t collect information that identifies a visitor. All information these cookies collect is aggregated and therefore anonymous. It is only used to improve how the Website works.

You can control these cookies via the Cookies tab at the top of each page or in your browser settings.

Using browser settings to manage cookies

To find out how to control or delete cookies in the web browser you are using visit http://www.aboutcookies.org

^*These cookies are provided by a third party who could change their cookies in future outside of our control. We will review this policy regularly for any such changes.

PURPLE HOUSE PRIVACY STATEMENT

Why do we have your personal information?

We are retained by organisations to identify and place individuals into new employment opportunities.  We have identified you as an individual that could be of interest to our clients.

We take your privacy very seriously and, in order for us to keep you informed about relevant opportunities, we request to hold your personal data. If you do not allow us to do this, we will be legally obliged to remove you from our database and can no longer put you forward for such opportunities.

What information do we collect?

Typically, we collect your current and previous employers, and details of your work, skills and experiences, education and qualifications.

We will then store pertinent details of our relationship which could include elements such as records of interviews, opportunities we have put you forward for, information you have provided to us such as a CV/resume and copies of correspondence.

We may store further information where we have placed you or you are in employed by us which could include start and end dates, pay history, umbrella company details and bank details.

It is unlikely we will require or process any data which would be categorised as Special under the relevant data protection legislation but should we need to do so we would contact you and get your explicit consent to do so.

What will we do with your personal information?

We will hold your personal data:

• To be able to place you to the most suitable position according to your background and experience.
• We may use your personal information to contact you to discuss the opportunity.
• We may use your data to contact you to offer information about market trends and relevant market sector updates.
• We may use your data for the fulfilment and ongoing management of a contract where we have placed or hired you.
• We may also use your data for the purpose of identification
• To comply with our legal and regulatory obligations

Who will we share your personal information with?

We will only make your personal information visible to the organisations we are working with when you are put forward for an opportunity or where required for the fulfillment and ongoing management of a contract where we have placed or hired you.   We may also disclose your personal information to third parties:

• If we use 3^rd parties for running our business processes. An example of this might be that we have our emails or our database hosted in the cloud. Whilst these cloud providers would not typically have direct access to your information, storage is considered processing under the relevant data protection legislation. Similarly, as an example, if we have employed you directly we would need to send your data as required by law to local tax authorities;
• If we sell or buy any business or assets, in which case we may disclose your personal data to the prospective seller or buyer of such business or assets;
• If we are under a duty to disclose or share your personal data in order to comply with any legal obligation, or in order to enforce or apply our terms of use which includes exchanging information with other companies and organisations for the purposes of fraud protection.

 Using your information to keep in touch with you

In addition to our typical processing we may use the information we hold about you in order to contact you in the following circumstances:

• To advise you of changes to our terms
• To advise you of any security concerns
• Where permitted by law

How long do we hold it for?

We will hold your data for no longer than 60 months before seeking confirmation that you are happy for us to continue to hold your data.     If we have placed you with one of our clients we will retain your data for 5 years from the dates of the appointment.

Secure collection and storing of your information

All information that you provide to us, or we collect about you is stored on our secure servers. We understand that this includes confidential information and we have put in place a range of suitable physical, electronic and managerial procedures to safeguard and secure your information.

Our staff have the minimum required access to your data, and are trained to ensure that it is protected, and kept secure.

Unfortunately, the transmission of information via the internet is not completely secure. Although we will do our best to protect your personal data, we cannot guarantee the security of your data transmitted to us; any transmission is at your own risk. Once we have received your information, we will use strict procedures and security features to try to prevent unauthorised access.

We do not store your information for longer than is necessary to provide the service, and to ensure that we have appropriate auditable records for business purposes.

Automated Decision Making

During our processing of your information we may use functions that could be defined as automated decision making. Typically, this would be where you have submitted a CV/resume to us and we use an industry standard 3^rd party product which uses complex proven semantic and natural language algorithms to “read” and extract data from the submitted document and create a profile for you in our database. This information could later be used to then match your profile against vacancy profiles also stored within our database. We have conducted a Data Protection Impact Assessment and matched profiles and vacancies are assessed by our staff before we contact you in regard to the position to ensure suitability. If you have any questions about this process or to request that we do not use this process during our relationship with you, please contact either:  Fiona Vennbrook  – fiona@purplehousehr.com or: Tom Mornement –  tom@purplehousehr.com

Your rights

You have the right to request from us access to your own personal information.  This is sometimes known as a ‘subject access request’.

Additionally, you have the right to request from us:

• that any inaccurate information we hold about you is corrected
• that information about you is deleted in certain situations
• that we stop using your personal information for certain purposes
• that your member profile is provided to you in a portable format
• that decisions about you are not made by wholly automated means

Many of the rights listed above are limited to certain defined circumstances and we may not always be able to comply with your request.  We will tell you if this is the case.

You also have the right to ask us not to process your personal data for direct marketing. We will inform you if we intend to use your information for this purpose or if we intend to disclose your information to any third party for this purpose. You can exercise your right to prevent us using your information in this way by contacting us at : fiona@purplehousehr.com or tom@purplehousehr.com

If you choose to make a request to us to exercise any of these rights, we will aim to respond to you as soon as we reasonably can but no later than one month.  We will not charge a fee for dealing with any reasonable request.

If you are unhappy with how we are using your personal information or if you wish to complain about how we have handled a request, then please contact either Fiona or Tom on the above emails and we will try to resolve your concerns.

You also have the right to complain to your local Data Protection Authority and a full list can be found here

http://ec.europa.eu/newsroom/article29/item-detail.cfm?item_id=612080

Changes to this privacy notice

Any changes we may make to our privacy notice in the future will be posted on this page. Please check back frequently to see any updates or changes to our privacy notice.

Law and Jurisdiction

This privacy information notice is subject to the laws of England, and the non-exclusive jurisdiction of the English Courts.  If you are domiciled in Scotland, Wales or Northern Ireland it can be enforced in your local court system.

Get in touch

www.purplehousehr.com

fiona@purplehousehr.com

tom@purplehousehr.com

0117 957 4100

Purple House embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects that belief. We will seek to widen the media in which we recruit to ensure as diverse an employee and candidate base as possible. We will strive to make sure that our clients meet their own diversity targets.

Purple House is committed to diversity and will promote diversity for all employees, workers and applicants and shall adhere to such a policy at all times. We will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination. Purple House will treat everyone equally irrespective of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or membership or non-membership of a Trade Union or spent convictions, and places an obligation upon all staff to respect and act in accordance with the policy. Purple House is committed to providing training for its entire staff in equal opportunities practice.

Purple House shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Purple House will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualifications and abilities to perform the relevant duties required by the particular vacancy.

Purple House will not accept instructions from clients that indicate an intention to discriminate unlawfully.

DISCRIMINATION

Unlawful discrimination occurs in the following circumstances:

1.1 Direct discrimination

Direct discrimination occurs where one individual treats or would treat another individual less favourably on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs (“the protected categories”).

It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected category:

• in the terms on which the recruitment consultancy offers to provide any of its services;
• by refusing or deliberately omitting to provide any of its services;
• in the way it provides any of its services.

Direct discrimination would also occur if a recruitment consultancy accepted and acted upon a job registration from an employer which states that certain persons are unacceptable due to a protected category, unless one of the exceptions applies, for instance, the job demands a genuine occupational requirement or in the case of age, the discrimination can be lawfully justified.

1.2 Indirect Discrimination

Indirect discrimination occurs where an agency or employer applies a provision, criterion or practice generally, which disadvantages a minority group in the community on the basis of a protected category.
Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer.
If the vacancy requires characteristics which amount to a genuine occupational requirement or the instruction is lawfully discriminatory due to a statutory exception or objective justification, Purple House will not deal further with the vacancy unless the client provides written confirmation of such genuine occupational requirement, exception or justification.

1.3 DISABLED PERSONS

1.3.1 Direct Discrimination

Direct discrimination against a person occurs where, if for a reason which relates to the disabled person’s disability, an individual:

• treats him less favourably than he treats, or would treat others to whom that reason does not or would not apply, and,
• the employer cannot show that the treatment in question is justified.
• If on the ground of a disabled person’s disability, he treats the disabled person less favourably than he treats or would treat a person not having that particular disability, whose relevant circumstances, including his abilities, are the same as, or not materially different from, those of the disabled person. This type of direct discrimination can never be justified.

1.3.2 Duty to make reasonable adjustments and to provide auxiliary aids and services

This is a similar protection to indirect discrimination in the other protected categories.

Where a provision, criterion or practice applied by or on behalf of an employer, or any physical feature of the employer’s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled, it will be the duty of an employer to take such steps as are reasonable, in all the circumstances of the case, to remove the provision, criterion, practice or physical feature.

Agencies must take reasonable steps to provide auxiliary aids or services if this would make it easier for the disabled person to use their services. For instance, an appropriate auxiliary aid or service can include the provision of information on audiotape or provision of a sign language interpreter.

Purple House will not discriminate against a disabled person on the grounds of disability:

• in the arrangements i.e. application form, interview or arrangements for selection for determining to whom a job should be offered; or
• in the terms on which employment or engagement of temporary workers is offered; or
• by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or
• in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording him or her any such opportunity; or
• by subjecting him or her to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment).

Purple House will accordingly make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates and clients. Wherever possible Purple House will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled employees and workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances.

2. AGE DISCRIMINATION

Purple House will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications and every attempt will be made to persuade clients to recruit on the basis of competence and skills and not age.

Purple House is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions regardless of age.

No age requirements will be stated in any job advertisements on behalf of the company.

Purple House will request age as part of its recruitment process, but such information will not be used as selection, training or promotion criteria or in any detrimental way and is only for compilation of personal data, which the company holds on all employees and workers and as part of its equal opportunities monitoring process.

3. PART-TIME WORKERS

This Diversity Policy also covers the treatment of those employees and workers who work on a part-time basis, Purple House recognises that it is an essential part of this policy that part time employees are treated on the same terms, with no detriment, as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to our pension scheme. [Purple House also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations.

4 HARASSMENT POLICY

4.1 Purple House is committed to providing a work environment free from unlawful harassment on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or any other basis protected by legislation is unlawful and will not be tolerated by Purple House.

4.2 This policy prohibits unlawful harassment by any employee or worker of Purple House.

4.3 Examples of prohibited harassment are:

4.3.1 Verbal or written conduct containing derogatory jokes or comments,

4.3.2 Slurs or unwanted sexual advances

4.3.3 Visual conduct such as derogatory or sexually orientated posters,

4.3.4 Photographs, cartoons, drawings or gestures which some may find offensive,

4.3.5 Physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected category basis,

4.3.6 Threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours

4.3.7 Retaliation for having reported or threatened to report harassment.

4.4 If you believe that you have been unlawfully harassed, you should make an immediate report to Lindsey Newman or Tom Mornement followed by a written complaint as soon as possible after the incident. Your complaint should include:

• Details of the incident
• Name(s) of the individual(s) involved
• Name(s) of any witness(es)

4.5 Purple House will undertake a thorough investigation of the allegations. If it is concluded that unlawful harassment has occurred, remedial action will be taken.

4.6 Any employee(s) who Purple House finds to be responsible for unlawful harassment will be subject to the disciplinary procedure and any sanction may include termination. [A person who discriminates or harasses may be personally liable for payment of compensation to the person offended, in addition to any compensation payable by Purple House. There is no statutory cap on the amount of compensation which may be awarded in discrimination cases. Under the Criminal Justice Act 1994, harassment became a criminal offence, punishable by a fine of up to £5,000 and/or a prison term of up to 6 months. Under the Protection from Harassment Act 1997, the penalties for aggravated harassment are an unlimited fine and/or 5 years imprisonment.]5. GENDER REASSIGNMENT POLICY

5.1 Purple House recognises that any employee or worker may wish to change their gender during the course of their employment with the Company.

5.2 Purple House will support any employee or worker through the reassignment provided that full medical counselling has been undertaken and Purple House has access to any relevant medical reports.

5.3 Purple House will make every effort to try to protect an employee or worker who has undergone, is undergoing or intends to undergo gender reassignment, from discrimination or harassment within the workplace.

5.4 All employees and workers will be expected to comply with Purple House’s policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary sanction.

5.5 Where an employee is engaged in work where the gender change imposes genuine problems, Purple House will make every effort to reassign the employee or worker to an alternative role in the Company, if so desired by the employee.

5.6 Any employee or worker suffering discrimination on the grounds of gender reassignment should make recourse to the Company’s grievance procedure.

6. COMPLAINTS AND MONITORING PROCEDURES

6.1 Purple House has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. These are available from Lindsey Newman or Tom Mornement and will be made available immediately upon request.

6.2 Any discrimination complaint will be investigated fully.

This web site is operated by Purple House Recruitment Ltd.

We recognise that the protection of your privacy and information is important to you. This statement explains how we use and safeguard your personal information.

Purple House Recruitment Ltd is registered as a ‘Data Controller’ on the public Register of Data Controllers as maintained by the Information Commissioner in accordance with the Data Protection Act 1998.

Purple House Recruitment Ltd respects your online privacy and security:

• We will only collect, store or use your personal information for specific purposes.
• We use your information to support and enhance our relationship with you, for example to provide information that will support any applications you may make.
• We do not sell your personal information.
• At any time you may contact Purple House Recruitment Ltd with any questions or concerns you may have with respect to this privacy policy.

You may also ask at any time to be informed about the personal data that Purple House Recruitment Ltd holds about you and request, as appropriate, correction or deletion.

Newsletters, Mailing lists, Requests for Information

If you request, we will send you information about our various products and services, or other products and services that may be of interest to you. Such information may encompass alerts to new vacancies, special offers, updated information and other new products and services.

If you do not want to receive such mailings any longer, simply notify us by calling our Team on 0117 957 4100.

This website is owned by Purple House Recruitment Ltd, 14 Orchard Street, Bristol, BS1 5EH. Company Registration No. 4420167.

VAT No. 793 9327 77

Except where expressly indicated nothing on this website constitutes an offer to enter into legal relations, including but not limited to contractual obligations.

While Purple House Recruitment Ltd takes care and every precaution to ensure that the information contained on this website is accurate and up to date at the time of updating which shall be carried out from time to time as Purple House Recruitment Ltd sees fit the information on this website is disclosed “as is” and without any warranty of any kind. Purple House Recruitment Ltd accepts no responsibility or liability for any loss or damage howsoever caused as a result of any information contained on this website.

Purple House Recruitment Ltd is not responsible for and makes no endorsement or certification as to the integrity or accuracy of the contents of any third party information included on this website. Purple House Recruitment Ltd recommends that you verify such information with these parties directly.

Purple House Recruitment Ltd is not responsible for the content of any external sites. Any links to external sites from this one are undertaken at your own risk and without reliance upon any information, representation or certification from Purple House Recruitment Ltd, its employees or agents.

References to any product or service which has been or may be provided by Purple House Recruitment Ltd or any third party company shall not constitute promises as to the availability of such products or services at any time. Purple House Recruitment Ltd reserves the right to make any improvements in and/or changes to products and services described on this website at any time without notice.

Please note that any personal information you provide may be used by Purple House Recruitment Ltd or our agents for the purpose of customer/client Administration as defined by the Data Protection Act 1998.

Except as indicated Purple House Recruitment Ltd or its subsidiaries own the copyright to or valid license in the contents of this website. All rights are reserved in respect of all trademarks, trade or brand names registered or otherwise, owned or held by Purple House Recruitment Ltd and / or its subsidiaries.

This site is operated and controlled in the United Kingdom and is governed by English law. Those who choose to access this site from other locations do so on their own initiative and are responsible for compliance with local laws, if and to the extent local laws are applicable.

Legal Disclaimer

By accessing Purple House’s World Wide Web pages, you agree to the following terms. Please note that you must not access our pages if you do not agree to all of the terms below in their entirety.

The entire contents of any and all information published on the world wide web by or on behalf of purple house recruitment ltd is provided “as is” without warranty of any kind. Notwithstanding the above and to the fullest extent allowed by law purple house recruitment ltd hereby disclaims all warranties and conditions with regard to the contents of this information including all implied warranties and conditions of merchantability, satisfactory quality, fitness for a particular purpose, title and non-infringement except where such disclaimers are held to be legally invalid. In no event shall Purple House be liable for any special, indirect, incidental, punitive or consequential damages or any other damages whatsoever howsoever arising in connection with any of the information disclosed or available on its world wide web site from time to time, even if Purple House Recruitment Ltd has been advised of the possibility of such damages.

The information may contain technical inaccuracies or typographical errors. Changes are made periodically to the information and Purple House Recruitment Ltd reserves the right to make any improvements and/or changes to the contents of this site or to any of its products or services described on its World Wide Web pages at any time and without notice.

Reproduction, transfer, distribution or storage of part or all of the contents of Purple House World Wide Web pages in any form without the prior written consent of Purple House Recruitment Ltd is strictly prohibited. Individual documents in our World Wide Web pages may be subject to additional terms as indicated in those documents.

The contents of this site are protected by copyright and other proprietary rights, which are the property of the Purple House Recruitment Ltd and/ or its subsidiaries as owner or authorised licensee and are subject to the following copyright notice. Purple House Recruitment Ltd. All rights reserved.

Web accessibility means that people with disabilities can use the Web. More specifically, Web accessibility means that people with disabilities can perceive, understand, navigate, and interact with the Web, and that they can contribute to the Web. Web accessibility also benefits others, including older people with changing abilities due to aging.

Web accessibility encompasses all disabilities that affect access to the Web, including visual, auditory, physical, speech, cognitive, and neurological disabilities. Millions of people have disabilities that affect their use of the Web. Currently most Web sites and Web software have accessibility barriers that make it difficult or impossible for many people with disabilities to use the Web. As more accessible Web sites and software become available, people with disabilities are able to use and contribute to the Web more effectively.

Web accessibility also benefits people without disabilities. For example, a key principle of Web accessibility is designing Web sites and software that are flexible to meet different user needs, preferences, and situations. This flexibility also benefits people without disabilities in certain situations, such as people using a slow Internet connection, people with “temporary disabilities” such as a broken arm, and people with changing abilities due to aging.

Copyright © 2007/10/25 World Wide Web Consortium

Purple House and Web Accessibility

Purple House have made a conscious effort to ensure that our website addresses as many accessibility issues as possible. We have taken a number of steps to ensure that our website provides equal access and equal opportunity to people with disabilities and are pleased to confirm that our Home Page and Microsites meet W3C-AA standards.