Tao Group Hospitality CCPA Application Privacy Notice
Modern Slavery Act
The California Consumer Privacy Act (“CCPA”) gives California residents certain rights over their personal information. As a company with whom you are applying for employment, Hakkasan Holdings, LLC (the “Company”) is providing this statement to you in accordance with the CCPA’s requirement to disclose what personal information we collect about you, and the purposes for which we collect that personal information. If you have any questions about this Employment Applicant Privacy Notice, you can direct your questions to Human Resources, or to privacy@taogroup.com.
For purposes of the CCPA, “personal information” means information that identifies, relates to, describes, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular individual or household.
When you apply to a position at the Company, the Company collects and processes different Personal Information about you.
The table below identifies the categories of personal information the Company collects about you, and for each category, tells you the purposes for which we collect that personal information:
| CATEGORY OF PERSONAL INFORMATION COLLECTED IN LAST 12 MONTHS | BUSINESS OR COMMERCIAL PURPOSE(S) FOR COLLECTING THE PERSONAL INFORMATION |
|---|---|
| Identifiers (such as real name, nick name, postal address, email address, phone number, social security number, driver’s license or state ID card number, passport number, signature, or other similar identifiers). | Administering the employment application process.Verifying your ability to work in the US.
Responding to internal and external audits. Prosecuting or defending legal claims. Complying with state and federal law requiring employers to maintain certain records. Communicating with you about the employment application process. |
| Internet or other electronic network activity information (such as any e-mails you send to us). | Troubleshooting, debugging and repairing problems with our technical systems.Detecting security incidents, protecting against malicious, deceptive, fraudulent, or illegal activity, and prosecuting those responsible for such activity.
Making decisions regarding whether to make an offer of employment. Maintaining a record of communications between employment applicants and the Company. |
| Characteristics of protected classifications under California or federal law (such as gender, age, race, color, national origin, citizenship status, gender identity, disability or medical condition, military or veteran status). | Responding to internal and external audits.Prosecuting or defending legal claims.
Complying with state and federal law requiring employers to maintain certain records. Complying with legal obligations, such as engaging in the interactive process and providing reasonable accommodations for individuals who need a reasonable accommodation to participate in the employment application process. Confirming you are over the minimum age to work in our venues. |
| Biometric information (such as your digital signature, voice recording, or video surveillance). | Security and documenting incident reports (certain of our venues have video surveillance cameras).Your voice recording may be collected if you leave a voice message for someone in the Company, such as an HR employee.
Your digital signature may be used to sign and/or acknowledge receipt of various Company documents, and kept on file to document your receipt of such documents. |
| Medical and health information (such as your body temperature, whether you have or display certain symptoms such as fatigue, cough, sneezing, runny nose, sore throat, or shortness of breath, whether you have recently been in close contact with someone displaying any of these symptoms or has recently tested positive for COVID-19, your COVID-19 test results, whether you have recently traveled to an area under a COVID-19 travel advisory). | Reducing the risk of spreading the COVID-19 virus among both staff and guests.Prosecuting or defending legal claims.
Complying with state and federal law requiring employers to maintain certain records. Complying with legal obligations. Administering benefits, such as medical benefits, workers’ compensation, medical leaves of absence. |
| Sensory data (such as video surveillance in which you may appear). | Security and documenting incident reports (certain of our venues have video surveillance cameras). |
| Professional or employment-related information (such as your dates of employment, job history, job qualifications, resume, membership in professional organizations, professional certifications, licenses, or permits, educational history, job-related training, interview notes, candidate evaluation forms, drug test results, records regarding Company investigations you have been involved in as a complainant, witness, accused, or otherwise, dates/hours you are available to work. | Administering the employment application process and deciding whether to make an offer of employment.Responding to internal and external audits.
Prosecuting or defending legal claims. Complying with state and federal law requiring employers to maintain certain records. Maintaining a record of communications between employment applicants and the Company. |
| Inferences drawn from the personal information categories described above (such as inferences about your preferences, behavior, attitude, or abilities). | Administering the employment application process and deciding whether to make an offer of employment. |