Privacy Policy

Kopek Security and Facilities Ltd is committed to a policy of equal opportunities for all and shall adhere to such a policy at all times and will review on an on-going basis on all aspects of recruitment to avoid unlawful or undesirable discrimination. Kopek Security and Facilities Ltd will treat everyone equally irrespective of sex, sexual orientation, marital status, age, disability, race, colour, religion, ethnic or national origin and places an obligation upon all staff to respect and act in accordance with the policy. Kopek Security and Facilities Ltd is committed to providing training for all its staff in equal opportunities practice.

Kopek Security and Facilities Ltd 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. Kopek Security and Facilities Ltd will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualification and ability to perform the relevant duties required by the particular vacancy.

Unlawful sex or race discrimination occurs in the following circumstances:

Direct discrimination
Under the Sex Discrimination Act 1975 and the Race Relations Act 1976 direct discrimination occurs where one individual treats another individual less favourably on grounds of their sex or race than he treats or would treat other persons.

It is unlawful for a company to discriminate against a person on the grounds of their sex, colour, race, nationality, ethnic or national origins:

– in the terms on which the company offers to provide any of its services;
– by refusing or omitting to provide any of its services;
– in the way it provides any of its services.

Direct discrimination would also occur if a company accepted and acted upon a job registration from a client which states that certain persons are unacceptable because of their sex, colour, race, nationality, or ethnic or national origins, unless one of the exceptions applies.

Indirect Discrimination
A claim of indirect discrimination arises when an employer applies a requirement or condition generally, but which is such a proportion of persons from one racial group who can comply with it is considerably smaller than the proportion of persons not of that racial group who can comply with it.

Indirect discrimination would also occur if a company accepted and acted upon an indirectly discriminatory instruction from an employer.

Kopek Security and Facilities Ltd will not discriminate unlawfully when selecting candidates or temporary workers for a vacancy or assignment or in any terms of employment or terms of engagement for temporary workers.

If the vacancy falls within the definition of a genuine occupational qualification or any other statutory exception Kopek Security and Facilities Ltd will not deal further with the vacancy unless the client provides written confirmation of the genuine occupational qualification.

Under the Disability Discrimination Act 1995, disability discrimination occurs 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.

Kopek Security and Facilities Ltd will not discriminate against a disabled job applicant or employee on the grounds of disability:

– in the arrangements i.e. application form, interview and 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, transfer, demotion, reduction of wage; or harassment).

Kopek Security and Facilities Ltd 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.

Kopek Security and Facilities Ltd will encourage clients not to include any age criteria or other subjective criteria in job specifications and every attempt will be made to persuade clients to recruit on the basis of competence and skill and not age.

Kopek Security and Facilities Ltd has in place procedures for dealing with complaints of discrimination. These are available from the Administration Assistant and will be made available immediately upon request.

What personal data we collect and why we collect it
When visitors leave comments on the site we collect the data shown in the comments form, and also the visitor’s IP address and browser user agent string to help spam detection.

An anonymized string created from your email address (also called a hash) may be provided to the Gravatar service to see if you are using it. The Gravatar service privacy policy is available here: https://automattic.com/privacy/. After approval of your comment, your profile picture is visible to the public in the context of your comment.

If you upload images to the website, you should avoid uploading images with embedded location data (EXIF GPS) included. Visitors to the website can download and extract any location data from images on the website.

If you leave a comment on our site you may opt-in to saving your name, email address and website in cookies. These are for your convenience so that you do not have to fill in your details again when you leave another comment. These cookies will last for one year.

If you visit our login page, we will set a temporary cookie to determine if your browser accepts cookies. This cookie contains no personal data and is discarded when you close your browser.

When you log in, we will also set up several cookies to save your login information and your screen display choices. Login cookies last for two days, and screen options cookies last for a year. If you select “Remember Me”, your login will persist for two weeks. If you log out of your account, the login cookies will be removed.

If you edit or publish an article, an additional cookie will be saved in your browser. This cookie includes no personal data and simply indicates the post ID of the article you just edited. It expires after 1 day.

Embedded content from other websites
Articles on this site may include embedded content (e.g. videos, images, articles, etc.). Embedded content from other websites behaves in the exact same way as if the visitor has visited the other website.

These websites may collect data about you, use cookies, embed additional third-party tracking, and monitor your interaction with that embedded content, including tracking your interaction with the embedded content if you have an account and are logged in to that website.

Who we share your data with
If you leave a comment, the comment and its metadata are retained indefinitely. This is so we can recognize and approve any follow-up comments automatically instead of holding them in a moderation queue.

For users that register on our website (if any), we also store the personal information they provide in their user profile. All users can see, edit, or delete their personal information at any time (except they cannot change their username). Website administrators can also see and edit that information.

What rights you have over your data
If you have an account on this site, or have left comments, you can request to receive an exported file of the personal data we hold about you, including any data you have provided to us. You can also request that we erase any personal data we hold about you. This does not include any data we are obliged to keep for administrative, legal, or security purposes.

Where we send your data
Visitor comments may be checked through an automated spam detection service.

Our plugins and add-ons are compatible with GDPR. Below are the common questions related to GDPR.

Do your plugins track any data?
We do not track any user data via our plugins. But if our plugin depends on any third party service, they might track user data. This can happen in following two ways:

Embedded Widgets
Some of our plugins have features to integrate embedded widgets as is, from third party services (like Facebook Like, Facebook Recommend, Twitter Tweet official buttons). You can include relevant text in the privacy policy of your website as mentioned below.

Third-party APIs/Connections
Our plugins send request to third party APIs via website-visitor’s web browser to fetch information (like social shares, social comment count). This request made by web browser may include IP address, which can then be seen by the third-party that it’s being requested from. This API request doesn’t include any personal data of the website user other than the IP address. To make your users aware of this, you can include relevant snippets in your website’s privacy policy.

Where is the data collected by your plugins stored?
We do not store any data fetched by our plugins on our servers, neither we share that data with any third party. Our plugins run absolutely on your website and store the data in the database of your website.

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