Anonymisation Sample Clauses

Anonymisation. Partially masking or restricting the visible information of each Customer on the screens and in the reportsto the minimum. The Customer Personal Details are hidden in the below manner and are only accessible when having additional access rights:  A first name initial and surname [J Xxxxx].  The first 4 letters of the email address [ jsmi********])  The last 4 digits of the telephone number [ ********1234 ]
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Anonymisation. There are degrees of data anonymisation and it may not be possible to completely remove the risk of re-identification. Nevertheless, data can be anonymised sufficiently (often referred to as pseudoanonymised) for data controllers to make a reasonable risk-based judgement that data can be shared. The anonymisation principles may have less importance if consent for linkage of non-anonymised data has been given or if linkage has been approved by an appropriate oversight body.
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Anonymisation. Anonymisation is a technique applied to personal data to make it, in practice, unidentifiable. Full (complete, or irreversible) anonymisation involves de-identification and the destruction of any link to an identified or identifiable person via a pseudonym. Effective anonymisation can be applied to a specific dataset, by de-identification and removal of the link to a pseudonym, coupled with the use of new identifiers for individuals. There is no link maintained between these new internal identifiers and any others that might exist, for example in another pseudonymised data set, (x. x pseudonymised data set of the sponsor).
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Anonymisation. 3.5 To the extent that the incorporation requires Swansea’s handling of Personal Data:
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Anonymisation. Depending on the product, Adresslabor does not necessarily require personal data for the check. For example, the address check can be carried out exclusively with the information on country, postcode, city, street and house number, without reference to a person. The Name-Check B2C requires first and last name and, if applicable, the salutation and a title, but no postal address. This means that the client can largely control which data is transferred to Adresslabor for checking via the configuration of its processes. Example: A data record can be checked for a valid address (address check) and correct salutation/capitalisation (name check) at the same time, but it does not have to be. Just as well, two separate checks can be started, one for the address only, one for the name only. Using a unique ID (e.g. customer number) on the data record, individual check results can be merged at the client.
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Anonymisation. Process in which personal data are irreversibly altered, either by the data controller alone or in cooperation with another party, in such a way that the data subject cannot be identified either directly or indirectly afterwards. (Source: DIN EN ISO 25237)
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Anonymisation. If a backup is reset to an environment different to the production environment all personal data is automatically anonymised. By doing so we prevent any sensitive data from being outside the production servers. Auditing All authentication attempts, successful or otherwise, are audited. Transport HTTPS All our applications use HTTPS connections for all parts of the application. Requests to non-HTTPS URLs are automatically rerouted to the HTTPS URL. HSTS An HTTPS re-routing is good but not in itself sufficient. If the user personally enters an unsecured HTTP URL, the first request to the server is sent via an unsecured connection. To avoid this, we provide all requests with an “HSTS header”. This header tells the browser that requests to the particular domain must go via HTTPS at all times. After receipt of this header, the browser will send all requests via HTTPS, also if the user personally enters an HTTP URL. Secure cookies All our cookies are marked ‘Secure”. This means that they are not sent via the browser over non- secured connections. HTTP-only cookies All our authentication cookies are marked as ‘HTTP only”. This means that the cookies are not accessible for client-side code (such as Java script). Hosting VPN Our production environment is solely to be accessed via a VPN connection. Automated deployments All our deployments are via an automated system. This prevents manual adjustments having to be done on the servers, which reduces substantially the chance of human error. Our Hosting Partner: Previder Our hosting partner has the following certifications: NEN 7510 ISO 9001 | ISO 14001 | ISO 27001 BREEAM Excellent DigiD Assurance DHPA Code of Conduct Financial Soundness Certificate Appendix 3: Contact details Data Protection Officer of the Data Controller Appendix 4: Questionnaire for reporting Data breach Type of report:
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Related to Anonymisation

  • Plagiarism The appropriation of another person's ideas, processes, results, or words without giving appropriate credit.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Anonymous Material There shall be no anonymous material in the evaluation file except for numerical summaries of student evaluations that are part of a regular evaluation procedure of classroom instruction and/or written comments from students obtained as part of that regular evaluation procedure. If written comments from students in a course are included in the evaluation file, all of the comments obtained in the same course must be included.

  • Abuse and Neglect of Children and Vulnerable Adults: Abuse Registry Party agrees not to employ any individual, to use any volunteer or other service provider, or to otherwise provide reimbursement to any individual who in the performance of services connected with this agreement provides care, custody, treatment, transportation, or supervision to children or to vulnerable adults if there has been a substantiation of abuse or neglect or exploitation involving that individual. Party is responsible for confirming as to each individual having such contact with children or vulnerable adults the non-existence of a substantiated allegation of abuse, neglect or exploitation by verifying that fact though (a) as to vulnerable adults, the Adult Abuse Registry maintained by the Department of Disabilities, Aging and Independent Living and (b) as to children, the Central Child Protection Registry (unless the Party holds a valid child care license or registration from the Division of Child Development, Department for Children and Families). See 33 V.S.A. §4919(a)(3) and 33 V.S.A. §6911(c)(3).

  • Technical and Organisational Measures (1) Before the commencement of processing, the Supplier shall document the execution of the necessary Technical and Organisational Measures, set out in advance of the awarding of the Order or Contract, specifically with regard to the detailed execution of the contract, and shall present these documented measures to the Client for inspection. Upon acceptance by the Client, the documented measures become the foundation of the contract. Insofar as the inspection/audit by the Client shows the need for amendments, such amendments shall be implemented by mutual agreement.

  • Investigatory Interviews When an employee is required by the City to attend an interview conducted by the City for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee shall have the right to request that he/she be accompanied at the investigatory interview by a representative of the Union. If the employee makes such a request, the request shall be made to the City representative conducting the investigatory interview. The City, when faced with such a request, may:

  • Behaviour No obscene or insulting language or disorderly behaviour shall be permitted. This includes any form of entertainment that may be considered lewd or inappropriate for a public place or that may offend or cause embarrassment to others.

  • Contractor Personnel Contractor's staff is expected to present a professional appearance. All personnel of the Contractor will be neat, well groomed, properly uniformed in industry standard uniforms and are expected to conduct themselves at all times in a responsible and courteous manner while performing any work under this Agreement and/or whenever they are on District property. The following code of conduct will be adhered to by the Contractor, his agent(s) and/or his employees. If Contractor fails to ensure that its employees or other agents comply with these requirements, then Contractor may be terminated for cause under this Agreement:

  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview.

  • Orientation The Employer shall provide planned and paid Orientation Programs of such content and duration as it deems appropriate taking into consideration the needs of the Employer and the Nurses involved. Such Nurses will not be considered part of core staffing during their Orientation Program nor will they be provided with primary assignments.

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