Third-Party HR Tools and Personal Information in Kentucky Kentucky has its own set of laws that govern the collection, use, and disclosure of personal information. If you are planning to use third-party HR tools that collect personal information in Kentucky, you must comply with the state’s laws. Kentucky Privacy Laws Kentucky has not enacted a comprehensive privacy law that governs the collection, use, and disclosure of personal information. However, the state has several laws that regulate specific industries and types of personal information.

Third-Party Email Marketing Tools and Personal Information Collection in Iowa If you are using third-party email marketing tools that collect personal information in Iowa, you must comply with the state’s data privacy laws. The disclosure of personal information is regulated by the Iowa Administrative Code, specifically IACO 321N.10 [4.1]. According to IACO 321N.10, a transportation network company shall not disclose a transportation network company rider’s personal information to a third party unless the rider consents to the disclosure, the disclosure is required by law, the disclosure is required to protect or defend the terms of use of the company’s services, or the disclosure is required to investigate a violation of the terms of use.

Using Third-Party HR Tools in Iowa Under Iowa law, controllers selling personal data to third parties or using targeted advertising must clearly disclose such activity [2]. However, there are no specific requirements for using third-party HR tools that collect personal information in Iowa. General Privacy Requirements The Privacy Act requires organizations to take certain precautions to keep personal information confidential [1]. Without an individual’s written consent, records about that individual maintained in a system of records cannot be disclosed, except for certain exceptions [1].

Requirements for Using Third-Party Email Marketing Tools in Idaho If you are using third-party email marketing tools that collect personal information in Idaho, you must comply with the requirements of the Gramm-Leach-Bliley Act (GLBA) and the Idaho Code. Under IDAPA 18.01.01.450, the opt-out requirements in Sections 250, 251, and 400 of the Idaho Code do not apply when a licensee provides nonpublic personal financial information to a nonaffiliated third party to perform services for the licensee or functions on the licensee’s behalf, if the licensee provides the initial notice in accordance with Section 100 and enters into a contractual agreement with the third party that prohibits the third party from disclosing or using the information other than to carry out the purposes for which the licensee disclosed the information.

Requirements for Using Third-Party HR Tools in Illinois If you are using third-party HR tools that collect personal information in Illinois, you must comply with the state’s privacy laws. The Illinois Personal Information Protection Act (PIPA) requires companies to implement reasonable security measures to protect personal information, including employee data [1.4]. Under PIPA, companies must obtain written consent from employees before collecting, using, or disclosing their personal information [1.4]. Additionally, companies must provide employees with notice of the types of personal information collected, the purposes for which it is collected, and the third parties with whom it may be shared [1.

Using Third-Party Email Marketing Tools in Georgia Georgia has several rules and regulations that govern the use and protection of personal information. While there is no specific document that directly addresses the use of third-party email marketing tools that collect personal information, businesses must comply with Georgia laws and regulations related to the protection of personal information. To ensure compliance with Georgia laws and regulations, it is recommended that businesses using third-party email marketing tools that collect personal information take the following steps:

Requirements for using third-party HR tools that collect personal information in Idaho Idaho Public Records Law Manual[4] states that a third party may obtain information pertaining to a person, unless access is restricted by law. However, the law also limits the use which can be made or availability of such information if used. Therefore, if you are using third-party HR tools that collect personal information in Idaho, you must ensure that the use of such information is in compliance with Idaho law.

To use third-party email marketing tools that collect personal information in Florida, you must comply with the opt-out requirements and privacy notice requirements outlined in Florida Administrative Code (F.A.C.) 69O-128.008 and 69O-128.007, respectively. Opt-Out Requirements Under F.A.C. 69O-128.008, if you disclose nonpublic personal financial information to a nonaffiliated third party for marketing purposes, you must provide the consumer with a clear and conspicuous notice of their right to opt-out of such disclosures.

Third-Party HR Tools and Personal Information in Georgia In Georgia, the collection and use of personal information are regulated by the Georgia Personal Identity Protection Act (PIPA) [1]. PIPA requires that any entity that collects personal information must take reasonable measures to protect that information from unauthorized access, acquisition, destruction, use, modification, or disclosure [1]. If you are using third-party HR tools that collect personal information, you must ensure that the tools comply with PIPA and take reasonable measures to protect the information.

Use of Third-Party Email Marketing Tools in Connecticut Connecticut has regulations in place to protect personal data, including email addresses. The use of third-party email marketing tools that collect personal information is allowed in Connecticut, but there are requirements that must be followed. According to [2.1], personal data is defined as any information that can be readily associated with a particular person. This includes email addresses. Therefore, any third-party email marketing tool that collects email addresses is subject to Connecticut’s regulations on personal data.