The California Privacy Rights Act (CPRA) defines data sharing as disclosing personal data to third parties for behavioral advertising. The November 2020 California general election brought major changes to the State’s privacy regime that will require substantial compliance efforts by covered businesses over the next 12-24 months. The new CPRA was approved by voters in the November general election and officially became law on December 16, 2020, five days after election results were certified. The CPRA substantially amends and amplifies the requirements of the law’s predecessor, the California Consumer Privacy Act (CCPA).
- Personal information collected by the employer during the preceding 12 months;
- Sources from which the personal information is collected;
- The business or commercial purposes for collecting, selling, or sharing that personal information;
- Third parties to which personal information is disclosed;
- The categories of personal information sold or shared for purposes of cross-context behavioral advertising in the preceding 12 months;
- Personal information disclosed for a business purpose in the preceding 12 months; and
- The individual’s CPRA rights and how to exercise those rights, which includes a toll-free telephone number and at least one other method for submitting requests.
While this list may look familiar to the requirements of the notice at collection, there a several important differentiations:
- On its internet website
Employer Next Steps
- Continue to monitor final regulations, which will be issued by California’s Attorney General’s Office.
- Assess whether to separate or combine privacy policies and establish regular reviews of the process and related documentation.
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This content is provided with the understanding that HR Knowledge is not rendering legal advice. While every effort is made to provide current information, the law changes regularly and laws may vary depending on the state or municipality. The material is made available for informational purposes only and is not a substitute for legal advice or your professional judgment. You should review applicable laws in your jurisdiction and consult experienced counsel for legal advice. If you have any questions regarding this content, please contact HR Knowledge at 508.339.1300 or email us.