Requirements for Using Third-Party HR Tools in Connecticut Connecticut has enacted the AN ACT CONCERNING PERSONAL DATA PRIVACY AND ONLINE PROTECTION [2] which regulates the collection and use of personal data. If you are using third-party HR tools that collect personal information in Connecticut, you must comply with the following requirements: You must have a contract with the third-party processor that requires them to ensure that each person who processes personal data is subject to a duty of confidentiality [2].

Use of Third-Party Email Marketing Tools in Arkansas Arkansas law requires that a person or business that acquires, owns, or licenses personal information about an Arkansas resident shall implement and maintain reasonable security procedures and practices appropriate to the nature of the information to protect the personal information from unauthorized access, destruction, use, modification, or disclosure [1.1]. Additionally, a licensee shall not, directly or through an affiliate, disclose, other than to a consumer reporting agency, a policy number or similar form of access number or access code for a consumer’s policy or transaction account to any nonaffiliated third party for use in telemarketing, direct mail marketing, or other marketing through electronic mail to the consumer, unless certain exceptions apply [2.

Using Third-Party HR Tools in California Yes, you can use third-party HR tools that collect personal information in California, but you must comply with the California Consumer Privacy Act (CCPA) and the California Privacy Rights Act (CPRA) [1.5]. Requirements To comply with these laws, you must provide consumers with a privacy notice that accurately reflects your privacy policies and practices [1.5][1.4]. The notice must be provided to the consumer before you disclose any nonpublic personal information about the consumer to any nonaffiliated third party, unless the disclosure is authorized by California Insurance Code Section 791.

Based on the context documents, if you are collecting personal information through third-party email marketing tools in Alaska, you must comply with the following requirements: Use of electronic forums and filing requirements [2.1] If you post material relating to proxy solicitation on the Internet, including on an electronic forum, you are responsible for filing it with the administrator as required by AS 45.55.139 and for ensuring it complies with 3 AAC 08.

Requirements for Using Third-Party HR Tools in Arizona If you are planning to use third-party HR tools that collect personal information in Arizona, you must comply with the state’s data protection laws. Arizona has not enacted a comprehensive data protection law, but it has several laws that regulate the collection, use, and disclosure of personal information. Here are some requirements you should consider: Provide Notice: If you collect personal information from Arizona residents, you must provide them with a notice that explains what information you collect, how you use it, and with whom you share it.

Using Third-Party Marketing Automation Tools in Wyoming Wyoming requires third-party administrators to register with the commissioner and comply with reasonable rules and regulations [2.1]. Regarding the disclosure of nonpublic personal financial information, there are exceptions to the opt-out requirements for certain disclosures, including disclosures made with the consent or at the direction of the consumer, disclosures made to protect against fraud or unauthorized transactions, and disclosures made to service providers or for joint marketing purposes [1.

Requirements for Using Third-Party HR Tools that Collect Personal Information in Alabama Alabama has not enacted a comprehensive data privacy law. However, Alabama employers must comply with federal laws that regulate the collection, use, and disclosure of personal information. If you plan to use third-party HR tools that collect personal information, you must ensure that the tools comply with the following federal laws: The Fair Credit Reporting Act (FCRA): If you use third-party HR tools to conduct background checks on job applicants, you must comply with the FCRA.

Use of Third-Party Marketing Automation Tools in Wisconsin Based on the provided context documents, it appears that Wisconsin law does not prohibit the use of third-party marketing automation tools that collect personal information. However, certain requirements must be met to ensure compliance with state regulations. Requirements for Third-Party Testers If a third-party tester wishes to collect personal information as part of their testing services, they must comply with the requirements outlined in WIAC Trans 115.

To use third-party chat tools that collect personal information in California in Wisconsin, you must comply with the California Consumer Privacy Act (CCPA) [1.2]. The CCPA requires businesses to provide consumers with the right to opt-out of the sale of their personal information. If the third-party chat tool is collecting personal information for the purpose of selling it, then you must provide consumers with the option to opt-out of the sale of their personal information.

Third-Party Marketing Automation Tools and Personal Information Collection in Virginia Based on the context documents, there are specific requirements for merchants maintaining an information system that includes personal information in Virginia. However, it is unclear from the context documents whether there are any specific requirements for third-party marketing automation tools that collect personal information in Virginia. According to VACV 59.1-442, no merchant, without giving notice to the purchaser, shall sell to any third person information that concerns the purchaser and that is gathered in connection with the sale, rental, or exchange of tangible personal property to the purchaser at the merchant’s place of business.