Toyota Industries North America, Inc. needs to collect and process personal information from applicants and employees for various purposes related to employment, payroll, benefits, and compliance.
Requirements
- Identifiers and Contact information. This category includes names, addresses, telephone numbers, mobile numbers, email addresses, dates of birth, Social Security numbers, driver's license or state identification numbers, bank account information, and other similar contact information and identifiers.
- Protected classification information. This category includes characteristics of protected classifications under California or federal law, including residency and work permit status, gender, race and ethnicity.
- Internet or other electronic network activity information.
- Geolocation data.
- Audio, electronic, visual, thermal, olfactory, or similar information.
- Biometric information.
- Professional and employment-related information.
Responsibilities
- all activity on the Company's information systems, such as internet browsing history, search history, intranet activity, email communications, social media postings, stored documents and emails, usernames and passwords
- all activity on communications systems including phone calls, call logs, voice mails, text messages, chat logs, app use, mobile browsing and search history, mobile email communications, and other information regarding an Employee's use of company-issued devices
- when you visit the careers site, we may use cookies, web beacons, tags and scripts.
- Geolocation data. This category includes GPS location data from company-issued mobile devices and company-owned vehicles.
- Audio, electronic, visual, thermal, olfactory, or similar information. This category includes, for example, information collected from camera and similar devices, and/or thermometers.
- Biometric information. This category includes fingerprint scans and related information, and certain wellness metrics.
- Inferences drawn from the PI in the categories above. This category includes engaging in human capital analytics, including but not limited to, identifying certain correlations about individuals and success on their jobs, analyzing data to improve retention, analyzing data for benefit plan offering and services, and analyzing employee preferences to inform HR Policies, Programs and Procedures
Other
- Collect and process employment applications, including confirming eligibility for employment, background and related checks, checks regarding fitness for duty, onboarding, and related recruiting efforts
- Processing payroll and employee benefit plan and program design and administration including enrollment and claims handling, and leave of absence administration
- Maintaining personnel records and record retention requirements
- Communicating with employees and/or employees' emergency contacts and plan beneficiaries
- Complying with applicable state and federal health
