February

A new survey reveals almost half of retail staff have lied on their CVs at some point in their career.  Adzuna say that 48% have put down a porky on their resume, and 56% would be prepared to tell a "big lie" if it meant they could bag their dream job.  

Out of the employees in Retail who admitted to telling a lie on their job applications, 56% were female  They are also more likely to be aged 25 to 34, and their favourite lie to tell is about their educational background, with 67% admitting to stretching the truth about this.

This was followed by lies about work experience (representing 56% of lies), tied with lying about their skillset (56%). Candidates also lied about their references (44%) and even the languages they speak (33%).

It seems that cheaters do prosper, as 89% of fibbing Retail candidates admit that they got the job, with 55% stating that the lie directly contributed to this success. What’s more 78% revealed that their lie was never uncovered by a boss or colleague.

One crafty shopworker said: “I lied saying I had previously worked at a place that had closed down, so I was unable to get a reference for it.”

Indeed, Retail workers were most likely of all sectors to lie about their references.

Taxi and private hire drivers could have to pass enhanced criminal record checks before being granted a licence.

Under the proposals, every council in England would be told to carry out checks on all applicants.  Current guidelines allow councils to set their own driver standards, including whether to make the checks.

The plans also include introducing national minimum standards and a database to stop applicants applying to councils after being refused elsewhere.

Currently, guidelines allow Councils to set their own rules for driver standards, including whether to carry out checks. Under the new proposals, every Council in England would be forced to carry out checks on all drivers. Taxi and private hire drivers would not be able to acquire a licence without passing an enhanced criminal record check.
A new database will also stop applicants who have been refused elsewhere, applying again to a new Council. National minimum standards would also be set.

The Article 29 Working Party has published its guidelines on transparency under Regulation 2016|679. The Guidelines aim to provide practical guidance and clarification on the transparency obligations introduced by the EU General Data Protection Regulation that require controllers to provide certain information to data subjects regarding the processing of their personal data.

Key takeaways from the Guidelines include how data requests must be clearly distinguished from other information; processing information should be provided in a layered structure; clear and plain language must be used; information may be provided orally; and controllers should provide data subjects with an overview of the consequences of the processing as it affects them.