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Can I use third-party HR tools that collect personal information in Idaho? What are the requirements?

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.

Exceptions to the general rule under the Privacy Act

The Privacy Act[1] states that, without an individual’s written consent, records about that individual maintained in a system of records cannot be disclosed. However, there are a number of exceptions to that general rule, or conditions under which information can be disclosed without consent. Of the twelve exceptions discussed in the Privacy Act, the most significant and frequently litigated exceptions are the “need to know” exception, disclosures required under FOIA, and the “routine use” exception.

Conclusion

Based on the information available in the context documents, there are no specific requirements for using third-party HR tools that collect personal information in Idaho. However, you must ensure that the use of such information is in compliance with Idaho law. Additionally, the Privacy Act provides exceptions to the general rule that records about an individual maintained in a system of records cannot be disclosed without written consent.

Source(s):
Jurisdiction

Idaho