moss holding company - privacy policy

All Storage facilities, offices and workspaces, including desks and lockers are the property of Moss and Moss reserves the right to have access to these areas and to such property at any time, without advance notice to any employee.  Therefore, employees should not expect that such property will be treated as private and personal to the employee.  Likewise, electronic mail and voice mail are also company property and are to be used only for business purposes.  Internet accounts for company business use are not intended for personal use.  Moss reserves the right to inspect, monitor and have access to company computers, electronic mail, voice mail messages and internet communications.

To promote the safety of employees and company visitors, as well as the security of its facility, Moss reserves the right to conduct video surveillance of any portion of its premises at any time.  Video cameras will be positioned in appropriate places within and around the company buildings.  The only exceptions to this policy include private areas of restrooms.

This policy also informs employees that the company will not disclose employees personal information but only to necessary third parties (ie: medical, dental, vision and worker’s compensation insurance company’s) in regards to providing insurance for employees.  Moss will assume liability and will work with third parties when/if there is onward transfer of personal information that has been breeched.   However, the company will disclose information in response to lawful requests by public authorities including to meet National Security or law enforcement requirements. Employees have the right to access their personal information and make necessary changes through the self service portal in the company’s HRIS system.  The company also informs employees through this policy that Moss can be the subject to investigatory and enforcement powers of the Federal Trade Commission (FTC).

Moss complies with the EU-U.S. Data Privacy Framework (EU-U.S.DPF) and the UK Extension to the EU-U.S.DPF, as set forth by the U.S. Department of Commerce.  Moss 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 and the United Kingdom in reliance on the EU-U.S.DPF and the UK Extesion to the EU-U.S.DPF.  Moss has certified to the U.S. Department of Commerce and to view our certification please view https://www.dataprivacyframework.gov/ pending approval.  Moss is committed to the EU-U.S. Data Privacy Framework(EU-U.S.DPF) and the UK Extension to the EU-U.S.DPF and to the rights of EU and UK individuals, as Moss submission to the EU-U.S. Data Privacy Framework covers all EU-U.S. DPF and the UK extenision to the EU-U.S.DPF.

In compliance with and Moss’s commitment to the EU-U.S.DPF and the UK Extension to the EU-U.S.DPF, Moss commits to resolve DPF Principles-related complaints about our collection and use of your personal information.  EU and Uk individulas with inquires or complaints regarding our handling of personal data received in reliance on the EU-U.S. DPF and UK Extension to the EU-U.S.DOF, should first contact Moss at [email protected].  Employees can, under certain conditions, invoke binding arbitration when resolving complaints.

In compliance with and committment to the EU-U.S.DPF and the UK Extension to the EU-U.S.DPF, Moss commits to cooperate and comply respectively with the advice of the panel established by the EU data protection authorities (DPAs) and the UK Information Commissioner’s Office (ICO) with regard to unresolved complaints concerning our handling of human resources data received in reliance on the EU-U.S.DPF and the UK Exteension ot the EU-U.S.DPF in the context of the employment relationship

In compliance with and commitment to the EU-U.S.DPF and the UK Extension tot the EU-U.S.DPF, Moss offers employees the opportunity to choose (opt out) whether their personal information is to be disclosed to a third party or to be used for a purpose that is materially different from the purpose for which it was originally colleted or subsequently authorized by the employee.  This choice must be put in writing and signed by the employee and turned into Human Resources.  Employees should know that certain personal information is required to obtain benefits and tax information and therefore can not be withdrawn for those purposes.