Compliances and Jobma’s Commitment

Jobma operates in accordance with applicable laws, regulations, and internal policies. By adhering to these standards, we protect the interests of our employees, customers, stakeholders, and the organization as a whole.

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Jobma is SOC 2 Type II & ISO/IEC 27001 Certified

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SOC 2 Type II (Service Organization Control 2 Type II) is a standardized auditing framework developed by the American Institute of Certified Public Accountants (AICPA). The framework is designed to assess the controls and security measures of service organizations that handle sensitive customer data.

The report focuses on five key trust services criteria - security, availability, processing integrity, confidentiality, and privacy. This report offers evidence that Jobma is implementing the security controls we claim we are and that those controls are working correctly to protect sensitive data.

ISO/IEC 27001 is an internationally recognized standard for information security. It specifies requirements for establishing, maintaining, and continually improving an Information Security Management System (ISMS), ensuring the confidentiality, integrity, and availability of information across people, processes, and technology.

Jobma being ISO 27001 certified means the platform operates with a robust structure to store, share, and protect employer and candidate data. This structure is regularly reviewed and audited, helping you stay compliant and build trust with your users.

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General Data Protection Regulation (GDPR)

The General Data Protection Regulation (GDPR) is a regulation in EU law on data protection and privacy for all individuals within the European Union (EU) and the European Economic Area (EEA). The GDPR aims primarily to give control back to citizens and residents over their data and to simplify the regulatory environment for international business by unifying the regulation within the EU. The regulation has been in effect since May 25, 2018.

Our commitment to GDPR

As per the General Data Protection Regulation (GDPR), Jobma primarily operates as the processor - this means that we act on behalf of our customers, typically employers, and process data based on their instructions. Our customers are the controllers of the personal data that we handle. We do not collect or process sensitive or special categories of data through our services, for example, information related to health, political opinions, religious beliefs, etc.

Data collection and processing

We are transparent about our data collection and processing practices, providing clear and comprehensive privacy policies that outline the types of information we collect, how it is used, and with whom it may be shared. We believe that these policies are within the guidelines laid down by GDPR. We are dedicated to complying with applicable privacy laws and regulations, and we continuously strive to enhance our privacy practices through regular assessments, audits, and updates. Our commitment to user privacy drives our ongoing efforts to create a safe and trusted environment for all our users. At Jobma we firmly believe in protecting the privacy rights of our users, and we are committed to upholding the requirements set forth by the GDPR. Our recently updated privacy policy serves as a reaffirmation of this commitment. It outlines in detail how we collect, use, disclose, and protect personal information in accordance with these regulations.

Terms of use

We have recently updated our Terms of Use to incorporate the requirements of the GDPR. This update reflects our commitment to protecting the privacy and data rights of our users. Our Terms of Use outline the specific measures we have implemented to ensure compliance with the GDPR. By aligning our Terms of Use with the GDPR, we aim to enhance transparency, strengthen user consent mechanisms, and ensure the highest level of data protection for our valued users. Our Terms of Use can be found on our website - https://www.jobma.com/terms.

California Consumer Privacy Act (CCPA)

The California Consumer Privacy Act (CCPA) is a state law that gives consumers more control over their personal information. The CCPA went into effect on January 1, 2020, and applies to businesses that collect personal information from California residents. The CCPA is enforced by the California Attorney General's Office. The CCPA also requires businesses to provide a privacy policy that describes their data collection and sharing practices. The privacy policy must be easy to find and understand, and it must be prominently displayed on the business's website.

Our commitment to CCPA

Jobma places a strong emphasis on data privacy and unequivocally supports the California Consumer Privacy Act (CCPA). We value and empower individuals to exercise control over their personal information and address their concerns regarding transparency in its utilization. In full alignment with the CCPA, Jobma has conducted a comprehensive evaluation of our products, email capture processes, and data storage practices. Our team has diligently undertaken an extensive policy review and made necessary updates and adjustments to safeguard the personal information of both clients and professionals who utilize our services.

Equal Employment Opportunity Commission (EEOC)

The Equal Employment Opportunity Commission (EEOC) is a federal agency that enforces laws that make discrimination illegal in the workplace. The EEOC's policy is to protect employees and job applicants from discrimination based on race, color, religion, sex (including pregnancy and related conditions, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information.

Our commitment to EEOC

Jobma is fully committed to following the guidelines set forth by the Equal Employment Opportunity Commission (EEOC) and takes pride in being an EEOC employer. We firmly believe in creating a diverse and inclusive workplace environment that fosters equal opportunities for all employees. By actively embracing the principles of the EEOC and being an EEOC employer, our company strives to create an environment where diversity is valued, and every individual can thrive and succeed based on their merit and abilities. Our AI-enabled options are opt-in for you as an employer when setting up interviews. AI scoring and Emotional analysis are turned off by default and have to be enabled manually for interviews by employers. This means employers can exercise control over how interviews are processed.

Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including employment, education, transportation, and public accommodations. The ADA was passed in 1990 and has been amended several times since then.

Our commitment to ADA

To ensure that we comply with ADA, we have built our interview system to provide reasonable accommodation to candidates who are taking part in interviews. For example, Jobma’s interview process is compatible with any text-to-speech programs that are running on your device. It is also compatible with adaptive keyboard input for people with visual impairments. Jobma also works well with any screen magnifiers and our user interface is built with color blindness in mind.

Our systems (both AI components and video interviews in general) do not seek out any medical or disability-related information to ensure that bias is not a factor. We provide live support through chat and phone to assist users with disabilities. For example, in case a candidate feels that the interview will not be able to provide an accurate picture of their capabilities and they need an alternative way of taking part in the interview process, the same request is then communicated to the employer. We also do not provide any AI or non-AI service that screens candidates or selects or rejects candidates. The decision-making is always left to the people using Jobma as employers.

New York City’s Automated Employment Decision Tools Law (AEDT)

New York City's Automated Employment Decision Tools (AEDT) law, which went into effect on July 5, 2023, is designed to protect job seekers and employees from algorithmic bias in hiring and promotion decisions. The AEDT law is the first of its kind in the United States and is a significant step forward in the fight against algorithmic bias. The law is designed to ensure that job seekers and employees are not discriminated against on the basis of their race, ethnicity, or sex in hiring and promotion decisions.

Our commitment to AEDT

Jobma’s AI capabilities do not make automated (or any) decisions in relation to employment. We also do not offer recommendations to hire or not based on a candidate's Jobma Interview. Jobma also does not screen candidates based on their responses or issue a pass/fail rating to a candidate. Our AI tools only provide additional information that could be useful to the person who is using Jobma to interview candidates.

Illinois Artificial Intelligence Video Interview Act (AIVIA)

The Illinois Artificial Intelligence Video Interview Act (AIVIA) is a state law that went into effect on January 1, 2020. The law applies to employers in Illinois that use artificial intelligence (AI) to analyze video interviews of job applicants. The AIVIA is designed to protect job applicants from algorithmic bias in the hiring process. The law requires employers to be transparent about how AI is being used and to obtain the consent of applicants before their video interviews are analyzed by AI. The law also limits the sharing of video interviews and requires employers to delete video interviews upon request from applicants.

Our commitment to AIVIA

Our compliance with the Illinois Artificial Intelligence Video Interview Act includes -

  • Informing the candidate that AI may be used to analyze the submitted interview. This information is provided to the candidate in the email they receive which contains the interview link. Candidates are also notified of the same via a mandatory opt-in check box before the interview begins.
  • The above information on how Jobma AI works and what information it can provide to employers as part of the interview is detailed on a webpage whose link is provided to the candidate.
  • Obtaining consent on the responses being analyzed or evaluated by AI after the interview is submitted. Consent is mandatory to begin the interview.
  • Candidates can also request all their data (including Interview videos) be deleted by contacting us using a dedicated privacy email - privacy@jobma.com. Candidates are notified of this contact option before the interview starts. Employers are also notified when their applicant requests data deletion.

Contact our Data Privacy Officer

We understand the importance of providing avenues for users to address their data privacy concerns. To facilitate effective communication and ensure transparency, we have appointed a dedicated Data Privacy Officer (DPO) who serves as a point of contact for privacy-related inquiries and requests. Our DPO is responsible for overseeing data protection matters, addressing user inquiries, and ensuring compliance with relevant privacy laws and regulations.

You can contact our DPO by reaching out to -

privacy@jobma.com or
Jobma LLC
13911 Ridgedale Drive, Suite 230
Minnetonka, Minnesota 55305 United States
Phone: 1-800-986-5620, 952-297-7684