United HealthCare Services, Inc., and its subsidiaries and affiliated companies (collectively, the “Company”) strives to properly address applicable data protection and privacy legal requirements.

The entity responsible for your Candidate Data is the entity with which you are applying for employment. A list of entities is available in the included Schedule.

SCOPE

This Privacy Policy for Job Applicants and Successful Candidates' Data (“Privacy Policy”) provides the individuals who apply for employment with and / or who have been offered employment by one of the Company’s subsidiaries and affiliates in your home country ("Job Applicants" and "Successful Candidates" respectively) with certain important information about how the Company handles their personal data ("Candidate Data"). This Privacy Policy does not apply to job applicants or successful candidates located outside of your home country or otherwise outside the scope of the applicable data protection and privacy legal requirements.

TYPES OF CANDIDATE DATA COLLECTED

Candidate Data is provided by Job Applicants and Successful Candidates, and includes the following types of data:

• Name
• Date of Birth
• Address
• Email Address
• Telephone Number (landline and mobile)
• CV
• Employment history
• Education history
• Referee contacts
• National Insurance Number / social security number
• Gender
• Nationality
• Place of Birth
• Marital Status
• Superannuation Fund Name
• Super SPIN
• Super Member

Without Candidate Data we would not be able to consider Job Applicants' or Successful Candidates' eligibility for employment, or notify Job Applicants of future job opportunities.

PURPOSE OF COLLECTION AND USES AND DISCLOSURES OF CANDIDATE DATA

The Company will only use and otherwise process Candidate Data:

• of Job Applicants for recruiting and job placement purposes including notification of future job opportunities; and
• of Successful Candidates for on-boarding purposes and background screening, including enrolment in payroll and applicable employee benefit schemes, preparation of employment contract, and other administrative purposes necessary for the Successful Candidate to commence employment with the Company

As necessary in connection with these purposes, limited members of the Human Resources department, the Finance department, the IT department, and senior executive company managers may access and otherwise process Candidate Data in connection with their job responsibilities. Some of these personnel may be employed by the Company at our various global locations and outside of the home country of the Job Applicant and Successful Candidate, including locations in the United States of America, India, Canada, New Zealand, Brazil, China, Hong Kong, Singapore, Philippines member states in the European Economic Area, and Dubai. The Company takes appropriate steps to ensure that such personnel are bound to duties of confidentiality with respect to Candidate Data. The use and transfer of Candidate Data are only for the purposes outlined in this policy and in accordance with applicable law.

USE OF CANDIDATE DATA FOR BACKGROUND CHECKS AND WHO WE COLLECT DATA FROM

Offers of employment with the Company are subject to and conditional upon the completion of certain background checks which are permitted by applicable employment laws (the "Background Checks"). Candidate Data provided by the Successful Candidate following an offer of employment may be used to facilitate the conduct of Background Checks. No Background Checks will be undertaken prior to an offer of employment being made.

Conduct of the Background Checks may involve the collection of additional information about the Successful Candidate from educational institutions, government agencies, previous employers, credit reporting agencies, information in the public domain and law enforcement agencies at the international, national or local level so far as is permitted by applicable law. If a Successful Candidate's prior employers and/or other referees are contacted, the report may include information obtained through personal interviews.

In so far as permitted under applicable local law, the information collected may include, but is not limited to, educational and professional achievement / qualifications, employment references, information freely available in the public domain, and criminal history records including enhanced disclosure where required by law for a particular position (the "Background Check Data").

TRANSFER TO THIRD PARTIES

The Company uses third party vendors for certain services, including:
• the online recruitment portal in which Job Applicants enter and submit their application; and
• the conduct of the Background Checks described above.

Some of these third parties are located outside your home country, including in countries that may not provide the same level of data protection as your home country, such as the United States of America and India. To the extent required by applicable law, the Company will (i) address any applicable requirement to assure an adequate level of data protection before transferring Candidate Data and Background Check Data by assuring the execution of appropriate data transfer agreements or confirming other controls; (ii) ensure that the recipient entity agrees to implement equivalent security measures in the event of any onward transfer of Candidate Data and Background Check Data by the recipient; and (iii) establish that Candidate Data and Background Check Data will be made available to individuals within the recipient entities on a need-to-know basis only for the purposes described above.

RETENTION OF CANDIDATE DATA AND BACKGROUND CHECK DATA

Candidate Data and Background Check Data will be retained only for so long as reasonably necessary for the purposes set out above, in accordance with applicable laws.

When a Successful Candidate enters employment with the Company, his or her Candidate Data and relevant Background Check Data may be transferred to an employee personnel file and may be processed and retained in accordance with applicable law or the Company's Data Protection Policy from time to time in force, a copy of which is available on the Company intranet.

DATA SECURITY AND DATA INTEGRITY

The Company maintains reasonable security measures to safeguard Candidate Data from loss, interference, misuse, unauthorized access, disclosure, alteration or destruction. The Company also maintains reasonable procedures to help ensure that such data is reliable for its intended use and is accurate, complete and current.

ACCESS

Job Applicants and Successful Candidates are entitled to request access, review, update and deletion of their own Candidate Data in accordance with applicable law or Company policy. Requests should be submitted in writing (an email message is acceptable), to the People Team department using the information below in the “Contact Information” section.

If a Job Applicant or Successful Candidate is aware of changes or inaccuracies in his or her Candidate Data of which the Company is not aware, he / she should inform the local People Team department of such changes so that the Candidate Data may be updated or corrected.

If at any point before a Job Applicant is offered employment they wish to have their application information removed from the Company's database, the Job Applicant should send a written request to the local People Team department with the subject line "Please remove me from your Taleo database". In the meantime, Candidate Data from Job Applicants will be retained on file, to be used for future employment opportunities, subject to applicable law on retention of personal data.

DISCLOSURES REQUIRED OR PERMITTED BY LAW

Regardless of any other provisions in this Privacy Policy, the Company may disclose or otherwise process Candidate Data in the context of any sale or transaction involving all or a portion of the business, or as may be required or permitted by law or required for the purposes of any regulatory audit to which the Company may be subject from time to time.

CONTACT INFORMATION

Job Applicants and Successful Candidates can raise any issues regarding the use of their Candidate Data with their local People Team department by contacting:

Employee Center
asiapacifichr@uhc.com

A Job Applicant or Successful Candidate can make a complaint about how the Company handles their Candidate Data using the contact details in the Schedule. The Company will investigate the complaint and will use reasonable endeavors to respond to the Job Applicant or Successful Candidate in writing within 30 days of receiving the complaint. If the Company fails to respond to the complaint within 30 days of receiving it in writing or if the Job Applicant or Successful Candidate is dissatisfied with the response that he or she receives from the Company, he or she may have the right to make a complaint to an external body.

Schedule

At any time Job Applicants and Successful Candidates can raise any issues regarding the use of their Candidate Data with their local People Team department by contacting Employee Center at asiapacifichr@uhc.com.

Our Global Locations
We have offices in all 50 states within the United States of America and in 33 countries. Visit our Careers Site and select a business unit and country to view a list of locations.