Data breaches You should make sure you have the right procedures in place to detect, report and investigate a personal data breach.
Children You should start thinking now about whether you need to put systems in place to verify individuals’ ages and to obtain parental or guardian consent for any data processing activity. Data Protection by Design and Data Protection Impact Assessments You should familiarise yourself now with the ICO’s code of practice on Privacy Impact Assessments as well as the latest guidance from the Article 29 Working Party, and work out how and when to implement them in your organisation. Data Protection Officers You should designate someone to take responsibility for data protection compliance and assess where this role will sit within your organisation’s structure and governance arrangements. You should consider whether you are required to formally designate a Data Protection Officer. International If your organisation operates in more than one EU member state (ie you carry out cross-border processing), you should determine your lead data protection supervisory authority. Article 29 Working Party guidelines will help you do this.
This was just an overview of the 12 steps, for further details go to the ICO’s website .
Back to Contents
Public sector exit payments cap 15 September 2017
Results from a CIPP poll show that 44% of respondents did not know about the necessary changes expected by government in relation to the public sector exit payments cap of £95,000.
The Policy team wanted to establish how many relevant public sector employers have made or are aware of the necessary changes ‘expected’ by government in relation to the public sector exit payments cap of £95,000.
What are these changes that many seem to be unaware of?
Background In September 2016 the government published their response to the consultation on ‘ Reforms to public sector exit payments ’. The response outlined the government’s expectations that departments should begin work to produce proposals for reform for each workforce by the end of 2016. The response document outlined the ‘Process and timeline for reform’. The detail of exit arrangements are to be negotiated at workforce level, departments responsible for the workforces will take forward the detailed design and analysis of proposals for exit payment reform, within the overall framework and principles for reform set out in the response. The government expects departments to begin work immediately to produce proposals for reform for each workforce that are consistent with the terms set out in this document and with the government’s principles for reform. The government will consider the case for applying elements of the framework flexibly on a workforce by workforce basis. Examples of where the government may consider there is a case for flexibility may include where it can be demonstrated that a particular option may not lead to significant cost savings; where there is an alternative approach that may deliver commensurate cost savings; or where workforce demographics mean that a particular option may have unwarranted equalities or other workforce impacts. The government expects departments to put forward proposals for reform within three months of the publication of this government response (end of 2016). Departments should then consult on proposals as appropriate and should follow the normal process of discussions and negotiations with Trade Unions and other workforce representatives in order to seek agreement to their reform proposals. The government expects this discussion process to be concluded, agreement reached and the necessary changes made to compensation schemes and other arrangements within nine months of the publication of the response. That takes us to the end of June 2017. The response also says that should it not be possible to achieve meaningful reform for one or more workforces, the government will consider options for primary legislation to take forward reform.
The Chartered Institute of Payroll Professionals
Policy News Journal
cipp.org.uk
Page 31 of 516
Made with FlippingBook - Online magazine maker