Post by account_disabled on Mar 4, 2024 8:34:42 GMT
Since August the General Data Protection Law (LGPD) has come into full force with sanctions and supervision by the ANPD ( National Data Protection Authority) and much has been said not only about each concept brought by it, but also about the criteria that must be followed so that a company can handle personal data in its internal operations. This is because the main objective of the legislation is to balance good security practices with meeting purpose criteria — that is, the reason why data is collected and stored — and it is seeking this balance that companies have reviewed their internal flows and processes. to ensure faithful compliance with the law.
In this scenario, it is undeniable that numerous questions arise, since applying comprehensive legislation to a specific case has been the great challenge, especially for companies that have the OAS (Authorized Economic Operator) Certification, both compliance and security, since which must have a management, governance and analysis system for their human capital. From the point of EL Salvador Mobile Number List view of the legislation that governs OAS Certification, Normative Instruction 1985/2020 deals with sensitive positions within the eligibility criteria when providing for human resources policies [1] and within the compliance criteria when providing for professional qualification two.
To understand how complex this issue is, involving the analysis of sensitive positions, in light of what is governed by the LGPD, it is necessary to understand when companies must provide this and how such information needs to be collected from human resources departments. Firstly, it is worth highlighting that such information to be provided is mandatory, as it will be from this that the Federal Revenue Service will be aware of the occupants of the positions that may influence and be involved in the other criteria and processes established in the OAS Program. One more point that must be highlighted is that these positions are not restricted to the foreign trade and logistics departments, but to all departments that may, in some way, directly or indirectly, be involved in the processes.
In this scenario, it is undeniable that numerous questions arise, since applying comprehensive legislation to a specific case has been the great challenge, especially for companies that have the OAS (Authorized Economic Operator) Certification, both compliance and security, since which must have a management, governance and analysis system for their human capital. From the point of EL Salvador Mobile Number List view of the legislation that governs OAS Certification, Normative Instruction 1985/2020 deals with sensitive positions within the eligibility criteria when providing for human resources policies [1] and within the compliance criteria when providing for professional qualification two.
To understand how complex this issue is, involving the analysis of sensitive positions, in light of what is governed by the LGPD, it is necessary to understand when companies must provide this and how such information needs to be collected from human resources departments. Firstly, it is worth highlighting that such information to be provided is mandatory, as it will be from this that the Federal Revenue Service will be aware of the occupants of the positions that may influence and be involved in the other criteria and processes established in the OAS Program. One more point that must be highlighted is that these positions are not restricted to the foreign trade and logistics departments, but to all departments that may, in some way, directly or indirectly, be involved in the processes.