This Privacy Policy is published by Global HR Research, LLC (“Global HR,” “we,” “us,” or “our”). It has two parts. Part One applies to use of the website www.ghrr.com. Part Two applies to services performed by Global HR for its clients.
This part addresses the following information applicable to the Global HR Website:
When you browse Global HR’s publicly accessible website (www.ghrr.com, the “Website”), you may be passively providing personal information as enumerated below. We actively collect the following personal information from you only if you choose to provide this information to us:
We use this information to
This website is not intended for individual consumers, nor does it offer goods or services to consumers. This website is also not intended for children under the age of 13, and Global HR does not knowingly collect information related to children.
Our web application and other web pages have restricted access. Those web pages and the information downloadable to and from those pages are made available only to clients of Global HR. If you are a client of Global HR, Global HR must provide you with login credentials before you will be able to access it. If you are a consumer, you must be invited by our client to interact with our web application. It is through the web application that you submit information about yourself to us. For compliance purposes, you may be offered the opportunity to permit our web application to use location services, so that we can furnish legal notices that might be relevant to you. You will be able to decline location services, if you wish. The web application is not intended for use by children under the age of 13.
Clients or prospects who have previously elected to receive newsletters or marketing emails from Global HR may choose to stop receiving such items by following the unsubscribe instructions included in these emails or by contacting us at privacy@disa.com.
We will share your personal information with third parties only in the ways that are described in this privacy statement. We do not sell your personal information to third parties.
We may provide your personal information to companies that provide services to help us with our business activities such as emailing newsletters or offering customer service. These companies are authorized to use your personal information only as necessary to provide these services to us. These services may include:
We may also disclose your personal information:
As is true of most websites, we gather certain information automatically. This information may include internet protocol (IP) addresses, browser type, internet service provider (ISP), referring/exit pages, the files viewed on our site (e.g., HTML pages, graphics, etc.), operating system, date/time stamp, and/or clickstream data to analyze trends in the aggregate and administer the site.
Global HR and its partners use cookies or similar technologies to analyze trends, administer the website, track users’ movements around the website, and to gather demographic information about our user base. You can control the use of cookies at the individual browser level, but if you choose to disable cookies, it may limit your use of certain features or functions on our website or service. To manage Flash cookies, please click here.
We partner with a third party to either display advertising on our website or to manage our advertising on other sites. Our third-party partner may use technologies such as cookies to gather information about your activities on this site and other sites to provide you advertising based upon your browsing activities and interests. If you wish to not have this information used for the purpose of serving you interest-based ads, you may opt-out by contacting us at privacy@disa.com. Please note this does not opt you out of being served ads. You will continue to receive generic ads.
We use Google AdSense to publish ads on this website. When you view or click on an ad a cookie will be set to help better provide advertisements that may be of interest to you on this and other websites. You may opt-out of the use of this cookie by visiting Google’s Advertising and Privacy page.
Our website includes social media features, such as the Facebook “Like” button and Widgets, such as the “Share this button, or interactive mini programs that run on our site. These features may collect your IP address, which page you are visiting on our site, and may set a cookie to enable the feature to function properly. Social media features and widgets are either hosted by a third party or hosted directly on our Site. Your interactions with these features are governed by the privacy policy of the company providing it.
Global HR employs advanced data encryption technology when interfacing with its customers, suppliers and other partners. When you enter sensitive information, such as logging into your account, we encrypt that information using secure socket layer technology (SSL).
We follow generally accepted industry standards to protect the personal information submitted to us, both during transmission and once we receive it. No method of transmission over the Internet, or method of electronic storage, is 100% secure, however. Therefore, we cannot guarantee its absolute security.
If you have any questions about security on our website, you can contact us at privacy@disa.com.
Our website offers publicly accessible blogs or community forums. You should be aware that any information you provide in these areas may be read, collected, and used by others who access them. To request removal of your personal information from our blog or community forum, contact us at privacy@disa.com. In some cases, we may not be able to remove your personal information, in which case we will let you know if we are unable to do so and why.
We will retain your information for as long as your account is active or as needed to provide you services. If you wish to cancel your account or request that we no longer use your information to provide you services, contact us at privacy@disa.com. We will retain and use your information as necessary to comply with our legal obligations, resolve disputes, and enforce our agreements.
Our website includes links to other websites whose privacy practices may differ from those of Global HR. If you submit personal information to any of those sites, your information is governed by their privacy statements. We encourage you to carefully read the privacy statement of any Website you visit.
Part Two of this Privacy Policy is intended to provide consumers with information concerning our practices for handling information that is provided to or obtained by us. This policy is for general information only and is posted in compliance with applicable laws and regulations. This policy is not meant to provide guidance on whether personal consumer information should be supplied to Global HR. In deciding whether to direct consumers to supply information to Global HR, clients of Global HR should consult our Master Services Agreement. In deciding whether to supply information to Global HR, consumers are encouraged to consult with the company that is asking the consumer to submit to a background check.
This part addresses:
Frequently Asked Questions (“FAQ”)
Information Gathered Pursuant to Our Background Screening Services
Information Access and Accuracy
Cross-Border Data Transfers - EU-U.S. & Swiss-U.S. Data Privacy Framework
This FAQ section will provide you with answers to the most commonly asked questions concerning our privacy practices. Once you have read this quick summary, please keep reading this policy to take a deeper look into our privacy practices.
PII is information that is unique or specific to you and allows us to distinguish you from other people. Common examples of PII include your full name, date of birth, residential address, email address, basic biometric information, such as race and gender, Social Security Number, and Driver’s License Number. Some PII is already publicly available and can be found by anyone using the internet. Examples include a person’s name, date of birth, email address, and residential address.
Global HR collects your PII from you in order to provide services to our client. These services include, but are not limited to, conducting background checks for employers, providing electronic Form I-9 services, serving as an E-Verify employer agent, and administering drug and alcohol testing. Your PII is used to match you to (or distinguish you from) records we obtain from a variety of sources, including courthouses, employers, and educational institutions.
SPII is a subset of PII that receives special protection under state or federal laws. Examples include your Social Security Number or Driver’s License Number.
We do not make decisions about you, and we do not attempt to analyze or predict your behavior, preferences, interests, health, or other personal characteristics.
We keep information as long as we believe it may be necessary to fulfill our legal or compliance obligations. These obligations include record retention laws, file disclosure obligations, and client contract requirements.
Global HR does not have a specific “opt-out” procedure designated within this policy for the following reasons:
At any time, you can request access to information about you held by Global HR, or you can dispute the accuracy or completeness of information we report, by contacting Global HR using any of the methods listed in the “Global HR Contact Information” section of this page. We will take reasonable steps to respond to your request.
No. Global HR cannot delete your consumer report or its related data. Global HR must retain information collected about you under the FCRA. Further, we cannot delete information that may be important to verify your identity and protect against fraudulent activities. Please visit our FAQ page regarding consumer data deletion at https://ess-kb.helpscoutdocs.com/article/1064-questions-about-consumer-data-retention.
The federal Fair Credit Reporting Act (or the “FCRA”) is a is a federal law that regulates the consumer reporting industry, especially regarding the accuracy, fairness and privacy of consumer reports and related information. The law regulates the way credit reporting agencies can collect, access, use and share the data they collect in your consumer reports.
You can view a “Summary of Your Rights” by clicking here.
You can view the “Notice to Users of Consumer Reports: Obligation of Users Under the FCRA” published by Consumer Financial Protection Bureau (“CFPB”) by clicking here.
If you believe your identity has been stolen, you may contact a nationwide consumer reporting agency to place a fraud alert on your credit file. Please note that Global HR is not a nationwide consumer reporting agency. You can view the CFPB’s “Remedying the Effects of Identity Theft” which provides information about how to contact one or more of the three credit bureaus, by clicking here.
Global HR is a background screening company that compiles consumer reports on individuals according to the needs of our clients. Common reasons why a background check may be ordered by our clients include the following:
Our clients have certified to us that they are requesting background checks on individuals for a permissible purpose under the FCRA. If you want to know why Global HR is being asked to collect specific information about you, please contact the client that requested a background check on you.
When conducting background checks, Global HR only uses information about you in relation to the services provided to a client that has a permissible purpose to request your information under the FCRA. When providing Electronic I-9 or E-Verify services, Global HR uses information about you only to complete those services. Global HR does not collect information about an individual unless it was requested by our client for a permissible purpose. We do not actively monitor individuals or aggregate information to sell to third parties for marketing purposes.
Global HR does not make decisions about you and does not attempt to predict, monitor, or track your behavior with automated technology or otherwise.
Review the list below to see the types of information we collect to perform services for our client. Please keep in mind that this list may not be exhaustive, as every client’s specific needs are unique.
| Information Provided to or Obtained by Global HR | Why This Information is Provided | Sources |
| PII. This would include name; date of birth; phone number, email address; address history; documents to prove identity; sex or gender; Social Security Number (or Other Government Issued ID Number), etc. |
This information may be used to perform various record searches, contact you, verify your identity, verify your legal employment eligibility, etc. |
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| Criminal History Records. The criminal history we obtain is information that is available to the public. The information typically consists of the name and identifying information reflected on the case file, the arrest date, the file date, the charge, the disposition, and the sentencing information. |
Clients often ask us to perform criminal background checks on potential or current employees. |
|
| Employment History Information. When verifying an individual’s employment, we typically obtain from the past (or current) employer the title held and dates of employment. From time to time, we may be asked to request additional, basic information relating to performance, e.g., “Did the employee show up for work on time?”. On occasion, a previous employer will volunteer information about an individual’s past, including whether that prior employer would rehire the individual. |
Clients often ask us to verify the employment history that an applicant has represented to the client in an employment application. |
|
| Education History Information. When verifying an individual’s education, we typically obtain the dates of enrollment and the degree awarded by the educational institution. |
Clients often ask us to verify the education history that an applicant has represented to the client in an employment application. |
|
| Motor Vehicle Records. When obtaining records related to a person’s driver’s license, we receive the standard driver’s license report that is supplied by any given state. This typically consists of whether the license is active, invalid, or suspended and whether there are past moving or traffic-related violations. |
Clients often ask us to search motor vehicle records as part of their employment screening process for various reasons. For example, you may be required to operate a company-owned vehicle as part of your employment duties, and they want to entrust that vehicle to a responsible driver. |
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| Credit Reports. When we are asked to furnish domestic (U.S.) credit reports, we obtain them from TransUnion, which is one of the three major credit bureaus here in the U.S. Credit reports obtained for employment purposes are considered to be a “soft inquiry” and do not impact credit scores maintained by these credit bureaus. The credit report we obtain is a standardized document, containing such common credit history items as the identity of creditors, the amounts owed, payment history, delinquencies, etc. It does not contain financial account numbers. |
Clients often ask us to search your credit history as part of their employment or leasing processes. |
|
| Drug Test Results. | We function as a service agent, coordinating specimen collection, testing, and MRO review. We report the drug test results back to our client. |
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Global HR has worked to implement both technical and physical security measures in an effort to protect our consumer files against loss, misuse, and unauthorized access or disclosure. Please be aware that it is impossible to guarantee the absolute security or safety of information that is collected, but we strive to take reasonable measures to protect against the theft of unencrypted PII and SPII.
Global HR instructs its employees and vendors to use certain security measures when sharing, storing, and destroying SPII. These measures typically include transmitting SPII only when necessary and by using appropriate levels of protection.
Global HR periodically shares consumer information with vendors and our clients to perform our services. Global HR intends only to share information with third parties who have a legitimate and legal purpose to receive it. We do not sell consumer information to third parties for marketing purposes. If we are asked to search for background information in a foreign country where you previously or currently live or work, we will transmit PII to researchers located in those countries so that they can complete the background check.
We may need to retain information collected to address or comply with contractual, statutory, or other legal obligations or requirements even after our services are completed. Please note that we may have to disclose your information as required by law or when we believe that disclosure is necessary to protect our rights or to comply with a court order or other judicial process.
When Global HR disposes of consumer information, it takes reasonable measures to protect against unauthorized access to or use of the information in connection with its disposal.
Your Right to a File Disclosure: You may request and obtain a copy of the information about you that we have in our files. To do so, you can email us at FileDisclosure@disa.com or contact us by any of the methods listed at the bottom of this page. You will be required to provide proper identification, which may include a copy of your driver’s license or other state-issued identification. We will use reasonable measures to facilitate your request.
Most of the PII that we collect about you comes directly from you, in which case, you are in control of its accuracy. Global HR works to report accurate information when completing its services. However, we recognize that reporting errors may occur. As such, we offer consumers opportunities to dispute and correct information pursuant to the FCRA or other applicable laws. Information that Global HR finds to be inaccurate will be revised accordingly. If you identify information on our consumer report that you believe is incomplete or inaccurate, you may report it to Global HR and we will conduct a reinvestigation. Please visit ghrr.com/disputes to learn how to initiate a dispute with Global HR.
Please Note: We do not compile or maintain files on consumers on a nationwide basis. We do not compile or maintain credit history information on consumers. (From time to time, we may resell credit reports furnished by credit reporting agencies.) We are also not a nationwide specialty consumer reporting agency. We do not compile or maintain information relating to medical records or payments, residential or tenant history, check writing history, employment history, or insurance claims. Each time Global HR furnishes a consumer report, that report is generated anew, gathering information from original source furnishers, such as court houses, state bureaus of investigation, past employers, educational institutions, etc. Global HR’s files are therefore historical only. Archival copies of reports are maintained for compliance and legal purposes. If we have not furnished a consumer report about you to an employer or other third-party, then we do not have a file on you.
Pursuant to 15 U.S.C.A. § 1681c-2, victims of severe forms of trafficking in persons1 or sex trafficking2 may submit requests for the blocking of adverse information resulting from a severe form of trafficking in persons or sex trafficking.
Submissions may be made by you (the victim) or your designated representative and must include the following:
(1) Documentation including
a. A determination that you are a victim of trafficking made by a:
b. A determination consisting of documents filed in a court of competent jurisdiction where a central issue in the case is whether the consumer is a victim of trafficking and the court has, at a minimum, affirmed the consumer’s claim either by accepting certain pieces of evidence which are assumed to be true or finding that the there is no genuine dispute as to any material fact supporting a judgment in favor of the victim as a matter of law; or
c. A statement signed by you attesting that you are a victim of trafficking if such statement or an accompanying document is signed or certified by a representative of an entity described above; and
(2) Documentation that identifies any items of adverse information that should not be included in future consumer reports about you prepared by GHRR because the items resulted from a severe form of trafficking in persons or sex trafficking of which the consumer is a victim; and
(3) A preferred method of contact for GHRR to use when contacting you or your designated representative, such as an email or mailing address.
You will be required to provide proof of identification which may include a copy of your driver’s license or other government-issued identification. We will use reasonable measures to facilitate your request.
1As defined in section 103 of the Trafficking Victims Protection Act of 2000, 22 U.S.C. 7102(11).
2 As defined in section 103 of the Trafficking Victims Protection Act of 2000, 22 U.S.C. 7102(12).
Requests should be sent to GHRR at the email or mailing address provided below:
Global HR Research
Attn: Disputes
2700 Corporate Drive, Suite 100
Birmingham, AL 35242
Email: disputes@disa.com
Global HR occasionally provides investigative consumer reports about residents of the State of California. If you would like Global HR to provide you with additional information regarding our privacy practices or if you believe your personal information has been compromised, please contact us using any method listed at the bottom of this page.
Personal Information Disclosure: United States or Overseas – Information about consumers may be shared overseas under limited circumstances, such as when we prepare a background report on an individual who is or was living or working overseas.
California Consumer Privacy Act & California Privacy Rights Act: Recognizing that consumers are already provided with accuracy and privacy protections under the federal Fair Credit Reporting Act, the California Consumer Credit Reporting Agencies Act and the California Investigative Consumer Reporting Agencies Act, the California Consumer Privacy Act (“CCPA”) and the California Privacy Rights Act (“CPRA”) expressly exempt background screening companies from compliance. As a consumer, you still have rights and protections. Please read this Privacy Policy to learn about the information we collect, how we collect it, and how you can review your file and dispute inaccuracies.
If your personal information is subject to data protection laws in the European Economic Area (EEA) and European Union (EU) member states, or the United Kingdom, Switzerland, or other European countries, it may be transferred outside of the relevant jurisdiction based on one or more of the following legal mechanisms:
Global HR complies with the EU-U.S. Data Privacy Framework (EU-U.S. DPF) and the Swiss-U.S. Data Privacy Framework (Swiss-U.S. DPF) as set forth by the U.S. Department of Commerce. Global HR Research has certified to the U.S. Department of Commerce that it adheres to the EU-U.S. Data Privacy Framework Principles (EU-U.S. DPF Principles) with regard to the processing of personal data received from the European Union. Additionally, Global HR has certified to the U.S. Department of Commerce that it adheres to the Swiss-U.S. Data Privacy Framework Principles (Swiss-U.S. DPF Principles) with regard to the processing of personal data received from Switzerland in reliance on the Swiss-U.S. DPF. If there is any conflict between the terms in this privacy policy and the EU-U.S. DPF Principles and/or the Swiss-U.S. DPF Principles, the Principles shall govern. To learn more about the Data Privacy Framework (DPF) Program, and to view our certification, please visit https://www.dataprivacyframework.gov/.
Global HR is subject to the investigatory and enforcement powers of the Federal Trade Commission (FTC) and is responsible for the processing of personal data we receive, under the DPF, and subsequent transfers to a third party acting as an agent on our behalf. Global HR complies with the DPF for all onward transfers of personal data and processes such data consistent with the DPF. Please contact us at privacy@DISA.com or at one of the contacts provided below should you have a Data Privacy Framework related (or general privacy-related) complaint. If you have complaints regarding the DPF that have not been resolved by other DPF mechanisms, you have the possibility to invoke binding arbitration. In compliance with the EU-U.S. DPF and the Swiss-U.S. DPF, Global HR commits to cooperate and comply respectively with the advice of the panel established by the EU data protection authorities (DPAs) and the Swiss Federal Data Protection and Information Commissioner (FDPIC) with regard to unresolved complaints concerning our handling of personal data received in reliance on the EU-U.S. DPF and the Swiss-U.S. DPF.
Additional Information for Individuals in the European Economic Area (EEA) and Switzerland
In addition to the disclosures made elsewhere in this privacy policy with respect to our privacy practices, our legal basis for processing personal data we collect in the EEA and Switzerland can vary depending on the manner in which you use our website or otherwise engage with us. Our legal basis for processing information that we collect about you through our website is our legitimate interest as a data controller to administer our website. In cases where you are asked to provide your consent, you can withdraw your consent at any time, although this will not affect the lawfulness of our processing prior to your withdrawal of consent. In the case of processing involving passive data collection and other processing for the administration of our website, such processing is undertaken pursuant to our legitimate interests as a data controller, including the operation of our website. We may process personal data where necessary for our compliance with a legal obligation to which we are subject. We also reserve the right to process personal data in the event we believe doing so is necessary to protect the rights of the data subject or another person.
Pursuant to the DPF, EEA and Swiss individuals have the right to obtain our confirmation of whether Global HR maintains personal information relating to you in the United States. Upon request, we will provide you with access to the personal information that we hold about you. You may also request to correct, amend, or delete the personal information we hold about you. If requested to remove data, we will respond within a reasonable timeframe.
Data Retention: Global HR will retain data we process on behalf of our clients for as long as needed to provide services to our clients and as directed by such clients to the extent that applicable law requires the client to determine the retention period. Global HR will retain and use this personal information as necessary to comply with our legal obligations, resolve disputes, and enforce our agreements.
Access: As a consumer reporting agency, Global HR has no direct relationship with the individuals whose data it processes. An individual located in the United Kingdom, European Union or Switzerland who seeks access, or who seeks to correct, amend, or delete inaccurate data should direct his query to Global HR’s client (i.e., the data controller) which has transferred such data to Global HR for processing. If the client requests Global HR to correct, amend or remove the data, Global HR will respond to its client’s request within 30 business days. The client will then provide access to the individual as determined under the applicable local data protection law.
Notice: As an agent processing information under the direction of its clients, Global HR has no direct relationship with the individuals whose data it processes and acts only as a data processor. Global HR facilitates the provision of a client’s consent/authorization or, as appropriate, a notice of data processing to individuals, including information concerning (1) the purposes for which personal information is collected and used; (2) a contact person to whom enquiries or complaints may be directed; (3) the types of third parties to whom personal information is disclosed; and (4) the choices and means that individuals are offered for limiting use and disclosure of personal information.”
Choice: As an agent processing personal information under the direction of its Clients, Global HR has no direct relationship with the individuals whose personal data it processes and acts as a data processor only. Global HR only processes information in accordance with instructions of its clients, and only for purposes that are compatible with those for which it was originally collected or subsequently authorized by the individual. If an individual desires to object to processing and/or withdraw their consent to such processing, such individual must contact the Global HR client (i.e., data controller) directly to make such request.
Global HR may update this Privacy Policy periodically to reflect new products and services or as necessary to reflect new business practices.
This policy does not apply to the practices of third parties that Global HR does not own or control or to individuals that Global HR does not employ or manage. Global HR assumes no liability in case of onward transfers of any individual’s information to third-party vendors. By publishing this Privacy Policy, Global HR does not guarantee or warrant the correctness, completeness, merchantability, or fitness for a particular purpose any of our services.
If you have any questions regarding this Privacy Policy or any other matter, please contact:
Compliance Officer
Global HR Research
9530 Marketplace Road, Suite 301
Fort Myers, FL 33912
Toll Free Phone Number: (800) 790-1205
Email: privacy@disa.com
Last Reviewed and/or updated: April 29, 2024
All rights reserved 2024
