This notice is to provide information to Parsons employees and others from whom personal information and personally identifiable information (PII) is collected. For the purpose of this notice, references to personal information is inclusive of PII. Personal information permits the identity of an individual to be reasonably inferred by either direct or indirect means. It includes hard-copy and electronic media sources of information that either directly identifies an individual (name, address, social security number or government identification number, telephone number, email address, etc.), or when combined with other information (gender, race, birth date, and/or other descriptors), has the potential to identify an individual.
Type of Personal Information Collected
The type of personal information collected by Parsons includes the following: name, home address, email address, telephone numbers, birth date, social security number or government identification number, passport number, citizenship, ethnicity, marital status, education, degrees, professional or business-related certifications, resume, salary history, checking accounts, savings accounts, other financial accounts and information, military status, and information regarding your spouse or partner and dependents. The type of information collected may vary by jurisdiction, based on applicable law.
Purpose of Collecting Personal Information
Parsons collects the information for business purposes related to managing the employment relationship, such as the following: payroll, benefits, and regulatory requirements or in response to requests for proposed work or to comply with the requirements of active projects. Only personal information with a business purpose is collected.
How Personal Information is Collected
The person to whom the information applies provides the information or gives consent for Parsons to obtain the information from other sources. The information is collected electronically or in hard copy.
Protection of Personal Information
Parsons maintains reasonable and appropriate administrative, technical, and physical safeguards to help protect personal information from unauthorized access, use, disclosure, alteration, and/or destruction.
Access to Personal Information
Employees may access most of their personal information through MyData. Employees may contact the Talent Management Service Center to access personal information that may not be visible through MyData or to receive confirmation concerning the type of information that is maintained by the company. In addition, former employees may contact the Talent Management Service Center to request personal information. In some situations, it may not be possible for Parsons to grant an employee access to personal information about him or her. For example, Parsons may not be able to grant an access request if, by doing so, it would interfere with the legitimate rights of another individual, or where the burden or expense of providing access would be disproportionately great when compared with the employee’s interest in obtaining the information.
How Personal Information Is Used and Your Choices
Personal information is used for business purposes. This includes processing payroll, benefits, and expense reimbursements; contacting employees; providing information in response to project proposals and project requirements; and facilitating travel.
If Parsons intends to use an employee’s personal information for a nonemployment and nonbusiness-related purpose, we will provide the employee with notice of the intended use and ask the employee if he or she would like the information used for that purpose. The information will not be used without the employee’s consent.
Disclosure of Personal Information and Your Choices
Certain functions are outsourced to third parties. For example, personal information is disclosed to third parties for business purposes such as recruiting, payroll, benefits, and travel. Third parties shall only be provided employee personal information after the third party has executed a contract that requires it to protect the information, not disclose the information, and to only use the information in accordance with the agreed-to purpose.
If a third party or outsourcer takes an action in relation to data that Parsons received from the European Union (EU) that is contrary to the principles of the EU-U.S. Privacy Shield, Parsons shall be liable unless Parsons is able to prove that it is not responsible for the actions of the outsourcer.
Parsons may also disclose personal information if such disclosure is required to comply with valid and binding legal requirements, to protect Parsons’ property or rights (or those of our employees or customers), and/or where needed to protect personal safety. For example, Parsons may be required to disclose information in response to lawful requests by public authorities, including by law enforcement or national security agencies. In the event we are required to disclose information in response to a legal process or a government request, we will attempt to notify affected individuals for whom we have contact information. In some situations, however, we may not be legally permitted to provide such a notice.
Parsons may transfer information, including personal information about employees, to a successor entity in connection with a corporate merger, consolidation, sale of assets, bankruptcy, joint venture, or other corporate change.
Parsons will not disclose an employee’s personal information for a nonemployment and nonbusiness-related purpose (e.g., for a third party to market a product or service), until we provide the employee with notice of the intended disclosure and ask if he or she would like the information disclosed in that manner. The information will not be used without the employee’s consent.
Updating or Correcting Personal Information
Employees are responsible for providing accurate information and updating the information when changes occur. Employees are to review the information in MyData, at least annually, for accuracy and to provide updates. If information is incorrect or inaccurate and the employee is unable to change the information through MyData, the employee should contact the Talent Management Service Center. Except where it would cause an undue burden or interfere with the rights of another person, an employee generally has a right to delete information about himself or herself that is inaccurate.
Retention of Personal Information
Personal information is retained in accordance with legal, regulatory, and contractual requirements and in accordance with the Parsons Retention Schedule.
Parsons has employees in various countries and jurisdictions. This procedure shall be implemented so that it is in compliance with the requirements of the laws of the applicable country or jurisdiction.
For personal information that is transmitted from the EU to the United States, Parsons adheres to the principles of the EU-U.S. Privacy Shield. Information about the Privacy Shield principles can be found on the U.S. Department of Commerce website. A violation of Parsons’ commitment to the Privacy Shield may be investigated by the Federal Trade Commission and/or the U.S. Department of Commerce. If there is any conflict between the policies in this Procedure and the Privacy Shield Principles, the Privacy Shield Principles shall govern.
To learn more about the Privacy Shield program and to view our certification page once it is available, please visit https://www.privacyshield.gov.
EU Disputing Privacy Practices
If an employee resides in the EU and believes that Parsons has not adequately resolved any issue relating to his or her personal information or privacy, he or she may contact the national data protection authority for his or her EU Member State. Parsons is committed to cooperating in any investigation by a national data protection authority relating to employee data and to complying with the advice of competent EU authorities if a case is initiated.
Questions or Concerns
Questions and reports of concerns or suspected violations are to be made as stated in the Parsons Code of Conduct by contacting the Helpline or an Ethics Officer.
Communications Concerning Your Information
If we are required to contact you concerning the unauthorized access or acquisition of your information, we may do so by email, mail, or telephone, where permitted by law.