IT Policy
IT Policy
Individual Restaurants IT POLICY
Computer Use
Misuse of the email, internet or other systems can expose the Company to significant risk. You must only use the email and access the internet on authorised and recognised business. Care must be taken when attaching documents to ensure there is no breach of copyright and you must not disclose confidential information.
You must not send access or download defamatory, offensive or pornographic material.
You must familiarise yourself with the Company IT procedures and systems and should not use Company equipment unless properly trained to do so. If you receive an e-mail from an address that you are not familiar with, please refrain from opening the e-mail and contact IT for authentication and virus check. Any new software must be formally authorised by IT who will install it for you.
As a general rule, no private work, social networking, e-mails of a social personal nature or computer game playing is permitted during official working hours. The e-mail system and use of the internet is provided to some employees at the Company’s expense to assist them in carrying out the Company’s business and therefore should be used for that purpose. When using these facilities, employees are expected to act sensibly and responsibly to ensure that the Company is not exposed to legal action or its reputation compromised.
Receiving programmes, pictures or games by e-mail is completely unacceptable. Misuse of computers can be regarded as a serious disciplinary offence. The following are examples of misuse:-
- Breaches of the Data Protection Act
- Downloading or storing inappropriate material
- Excessive use of personal e-mails/ personal social networking sites and/or the Internet for non-work related reasons.
- Fraud and theft
- Hacking / obtaining unauthorised access
- Introducing of viruses and time bombs
- Sending abusive, rude or defamatory messages via the computer system
- System sabotage
- Using documents that are likely to put the systems security at risk e.g. screen savers, programmes received by e-mail
- Using the system for private work, private social networking, game playing and e-mailing during normal working hours
- Using unauthorised software
This list is not exhaustive and depending on the circumstances of each case, misuse of the computer system is likely to be considered as gross misconduct. Any misuse amounting to criminal conduct may be reported to the police.
The Company has access to all e-mail address accounts and can monitor the length of time and what web sites have been visited on the Internet. Please be aware that random checks are carried out on all e-mail accounts and Internet usage, so your mail can be read by the Company. Employees who deal with personal data are in a particularly sensitive position and must bear in mind at all times the provisions of the Data Protection Act as shown above.
E-mail Policy
The use of the email system within the Company is encouraged; it’s appropriate use will facilitate communication and improve efficiency. Used correctly, it is a facility that is of assistance to many employees. It’s inappropriate use, however, causes many problems ranging from minor distractions to legal claims against the Company. This section sets out the Company’s view on the correct use of the email system, and how this can be achieved, as well as the Company’s responses to inappropriate use.
Email Monitoring
The Company reserves the absolute right to monitor employee’s use of email;
Email is not private and the Company reserves the right to access email and audit the use of the system.
Email Authorised Use
The email system is available for communication on matters directly connected with the business of the Company. Employees using the email system should give particular attention to the following:
The standard of presentation; the style and content of an email communication must be consistent with the standards the Company expects from written communications.
The extent of circulation: email messages should only be sent to those employees for whom they are particularly relevant.
The appropriateness of the email; email should not be used as a substitute for face-to-face communication. Emails that are abusive can be a source of stress and can damage working relationships; whilst hasty messages sent without due consideration can cause unnecessary misunderstandings.
The visibility of email; if the message is confidential, the user must ensure that the necessary steps are taken to protect confidentiality.
Defamatory information; be aware that the Company will be liable for any defamatory information circulated either within the Company or externally.
Email contracts; offers or contracts transmitted via email are as legally binding to the Company as those sent on paper.
Record-keeping; copies of email should be retained as appropriate. Email is a form of documentation and records should be kept. However confidential information should be kept in an appropriate file rather than the ‘Inbox’ or ‘Sent Items’.
Email Unauthorised Use
The Company will not tolerate the use of the email system for any of the following:
Any message that could constitute bullying, harassment or discrimination.
Personal use e.g. social invitations, jokes or chain letters.
On-line gambling.
Accessing or sending pornography, obscene or defamatory material.
Downloading or distributing copyright information and or / any unlicensed software.
The opening of attachments on unauthorised emails which may expose Company systems to viruses.
Internet Policy
The use of the internet within the Company is encouraged, as its appropriate use provides access to a wide variety of useful information. Used correctly it is a facility which can be of valuable assistance to the company and to the employee in the performance of their job. Its inappropriate use, however, can cause many problems, ranging from excessive costs for the Company to possible legal claims against the Company.
Internet Monitoring
The Company reserves the absolute right to monitor employees’ use of the Internet.
Internet Authorised Use
Access to the Internet is provided to employees for matters directly concerned with the business of the Company. You should be aware that:
Leaving internet access open while away from your desk may mean that unauthorised use may occur in the absence and be attributable to you. This may also mean that unauthorised access may be gained e.g. to the People System which would contravene the Data Protection Act.
Spending long periods of the working day on the Internet means normal work is not being done and / or colleagues are picking up an unequal share.
Social Networking Policy
Personal communications should have clear disclaimers that the views expressed by the author in the blog is the author’s alone and do not represent the views of the company. Make your writing clear that you are speaking for yourself and not on behalf of the company.
Information published on social networking sites should comply with the company’s confidentiality and disclosure of proprietary data policies. This also applies to comments posted on other blogs, forums, and social networking sites.
Be respectful to the company, other employees, guests, partners, and competitors.
Social media activities should not interfere with work commitments.
Your online presence reflects the company. Be aware that your actions captured via images, posts, or comments can reflect that of our company.
Do not reference or site company clients, partners, or guests without their express consent. In all cases, do not publish any information regarding a client.
Respect copyright laws, and reference or cite sources appropriately. Plagiarism applies online as well.
Company logos and trademarks may not be used without written consent.
Failure to follow the above guidelines or posting off defamatory comments regarding the Company, its clients or fellow employees may result in disciplinary action.
Unauthorised Use and Information Security
You must take the appropriate steps to guard against unauthorised access to, alteration, accidental loss, disclosure or destruction of data.
Under no circumstances should you divulge your password to anyone else; even if they have authority to use the system they may have different access levels and privileges to you and allowing them to use your access may be a contravention of Company policy and / or the Data Protection Act.
You must not gain access or attempt to gain access to information stored electronically which is beyond the scope of your authorised access levels.
Any systems problems should be reported directly to the IT Support team via byte.support.
Data Protection
During your employment you may have access to personal data including personal information, banking details and credit card information relating to other employees and / or guests. You must follow Company guidelines to ensure this data is used only for the purposes provided and cannot be accessed by others.
Protection of data about individuals is now a requirement of the law. The Data Protection Act states that:-
· Data shall be obtained and processed fairly and lawfully
· Data shall be held for specific purposes and not used or disclosed in any way incompatible with these purposes.
Everybody using information on a computer or information produced from a computer have an obligation to see that it is not passed on in any unauthorised way and therefore printouts must be treated carefully and employees should not disclose personal data outside of the line of duty. If any individual is found to have permitted unauthorised disclosure they, as well as the organisation, can face prosecution.
This includes ensuring management offices are kept locked, guest details are not left where they may be accessed by unauthorised persons or members of the public.
Do not share passwords for reservations or People System with others and ensure you log out or return to the home screen when systems are not in use so people’s personal details cannot be viewed by unauthorised users.
Mobile devices
Employees who have been issued with a laptop, mobile phone or any other mobile device (collectively referred to as a mobile device) must ensure that it is kept secure at all times, especially when travelling. Any mobile device issued to you is for your sole use and should not be shared with any other employees.
In the event that you wish to use any personal mobile device for any business use you must obtain the prior written consent from TLC Solutions to authorise such use. Individual Restaurants\TLC Solutions\Iceland will not be liable for any loss or damage to any personal mobile device.
The safety and security of your mobile device is your responsibility. Passwords must be used to secure access to data kept on such equipment to ensure that confidential data is protected in the event of loss or theft. Employees should also be aware that when using equipment away from the workplace, documents may be read by third parties, for example, passengers on public transport.
Inform TLC Solutions immediately, via Byte.Support, in the event of loss or damage to your mobile device. TLC Solutions will then be able to take steps to lock or wipe your mobile device so that no confidential or sensitive data can be accessed. TLC Solutions also has the right to do this for any personal mobile devices used for business use.
Please note: In the event that you break, lose or damage any of your mobile devices the company reserves the right to administer a £100 charge for each mobile device that is broken, lost or damaged.
It is your responsibility to ensure that nothing is loaded onto your mobile device that could cause damage to yours or other IR mobile devices. You should not load anything onto your mobile device that is illegal, obscene, abusive, defamatory, racist, inappropriate or otherwise likely to cause offence. Anything that you chose to load onto your mobile device will not be supported by TLC Solutions.
Do not tamper with the configuration of the mobile device in any way including deleting or copying software unless instructed to do so by TLC Solutions. You must not remove components from the mobile device or in any way tamper with the physical operation of it, including defacing or removing asset tags.
Under no circumstances should confidential or sensitive data be stored on any mobile device, this includes but is not limited to personnel files, sales data, pricing information and any other documentation not meant for use by anyone other than employees.
INDIVIDUAL RESTAURANTS PRIVACY NOTICE FOR EMPLOYEES
Introduction
Individual Restaurants (IRC) Limited (Company) and its subsidiaries collects and processes personal information, or personal data, relating to its employees, workers and contractors to manage the working relationship. This personal information may be held by the Company on paper or in electronic format.
The Company is committed to being transparent about how it handles your personal information, to protecting the privacy and security of your personal information and to meeting its data protection obligations under the General Data Protection Regulation (“GDPR”) and the Data Protection Act 2018. The purpose of this privacy notice is to make you aware of how and why we will collect and use your personal information both during and after your working relationship with the Company. We are required under the GDPR to notify you of the information contained in this privacy notice.
This privacy notice applies to all current and former employees, workers and contractors. It is non-contractual and does not form part of any employment contract, casual worker agreement, consultancy agreement or any other contract for services.
If you have any questions about this privacy notice or about how we handle your personal information, please contact by email at dataprotection@individualrestaurants.com, by post at Legal Department, Individual Restaurants (IRC) Ltd, Second Avenue, Deeside Industrial Park, Deeside, Flintshire CH5 2NW or telephone 0161 839 5511.
What types of personal information do we collect about you?
Personal information is any information about an individual from which that person can be directly or indirectly identified. It doesn’t include anonymised data, i.e. where all identifying particulars have been removed. There are also “special categories” of personal information, and personal information on criminal convictions and offences, which requires a higher level of protection because it is of a more sensitive nature. The special categories of personal information comprise information about an individual’s racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership, health, sex life or sexual orientation and genetic and biometric data.
The Company collects, uses and processes a range of personal information about you. This includes (as applicable):
your contact details, including your name, address, telephone number and personal e-mail address
your emergency contact details/next of kin
your date of birth
your gender
the start and end dates of your employment or engagement
recruitment records, including personal information included in a CV, any application form, cover letter, interview notes, references, copies of proof of right to work in the UK documentation, copies of qualification certificates, copy of driving licence and other background check documentation
the terms and conditions of your employment or engagement (including your job title and working hours), as set out in a job offer letter, employment contract, written statement of employment particulars, casual worker agreement, consultancy agreement, pay review and bonus letters, statements of changes to employment or engagement terms and related correspondence
details of your skills, qualifications, experience and work history, both with previous employers and with the Company
your salary, entitlement to benefits and pension information
your National Insurance number
your bank account details, payroll records, tax code and tax status information
any disciplinary, grievance and capability records, including investigation reports, collated evidence, minutes of hearings and appeal hearings, warning letters, performance improvement plans and related correspondence
appraisals, including appraisal forms, performance reviews and ratings, targets and objectives set
training records
annual leave and other leave and attendance records, including details of the types of and reasons for leave being taken and related correspondence
any termination of employment or engagement documentation, including resignation letters, dismissal letters, redundancy letters, minutes of meetings, settlement agreements and related correspondence
information obtained through electronic means, such clocking-in records, CCTV images, entitlement to and use of Club Individual reward cards, fuel cards, company credit cards and any misuse of the same
information about your use of our IT systems, including usage of telephones, e-mail and the Internet
The Company may also collect, use and process the following special categories of your personal information (as applicable):
information about your health, including any medical condition, whether you have a disability in respect of which the Company needs to make reasonable adjustments, sickness absence records (including details of the reasons for sickness absence being taken), medical reports and related correspondence
criminal offence data where this is declared during the application process or during employment, allegations of criminal behaviour during the course of employment and information in relation to alcohol license holders, which may include a criminal records check
How do we collect your personal information?
The Company may collect personal information about employees, workers and contractors in a variety of ways. It is collected during the recruitment process, either directly from you or sometimes from a third party such as an employment agency. We may also collect personal information from other external third parties, such as references from former employers. We will also collect additional personal information throughout the period of your working relationship with us. This may be collected in the course of your work-related activities. Whilst some of the personal information you provide to us is mandatory and/or is a statutory or contractual requirement, some of it you may be asked to provide to us on a voluntary basis. We will inform you whether you are required to provide certain personal information to us or if you have a choice in this.
Your personal information may be stored in different places, including in your personnel file, in the Company's HR management system and in other IT systems, such as the e- mail system.
Why and how do we use your personal information?
We will only use your personal information when the law allows us to. These are known as the legal bases for processing. We will use your personal information in one or more of the following circumstances:
where we need to do so to perform the employment contract, casual worker agreement, consultancy agreement or contract for services we have entered into with you
where we need to comply with a legal obligation
where it is necessary for our legitimate interests (or those of a third party), and your interests or your fundamental rights and freedoms do not override our interests.
We may also occasionally use your personal information where we need to protect your vital interests (or someone else’s vital interests).
We need all the types of personal information listed under “What types of personal information do we collect about you?” primarily to enable us to perform our contract with you and to enable us to comply with our legal obligations. In some cases, we may also use your personal information where it is necessary to pursue our legitimate interests (or those of a third party), provided that your interests or your fundamental rights and freedoms do not override our interests. Our legitimate interests include: performing or exercising our obligations or rights under the direct relationship that exists between the Company and you as its employee, worker or contractor; pursuing our business by employing (and rewarding) employees, workers and contractors; performing effective internal administration and ensuring the smooth running of the business; ensuring the security and effective operation of our systems and network; protecting our confidential information; and conducting due diligence on employees, workers and contractors. We believe that you have a reasonable expectation, as our employee, worker or contractor, that we will process your personal information.
The purposes for which we are processing, or will process, your personal information are to:
enable us to maintain accurate and up-to-date employee, worker and contractor records and contact details (including details of whom to contact in the event of an emergency)
run recruitment processes and assess your suitability for employment, engagement or promotion
comply with statutory and/or regulatory requirements and obligations, e.g. checking your right to work in the UK
comply with the duty to make reasonable adjustments for disabled employees and workers and with other disability discrimination obligations
maintain an accurate record of your employment or engagement terms
administer the contract we have entered into with you
make decisions about reviews and bonuses
ensure compliance with your statutory and contractual rights
ensure you are paid correctly and receive the correct benefits and pension entitlements, including liaising with any external benefits or pension providers or insurers
ensure compliance with income tax requirements, e.g. deducting income tax and National Insurance contributions where applicable
operate and maintain a record of disciplinary, grievance and capability procedures and action taken
operate and maintain a record of performance management systems
record and assess your education, training and development activities and needs
plan for career development and succession
manage, plan and organise work
enable effective workforce management
operate and maintain a record of annual leave procedures
operate and maintain a record of sickness absence procedures
ascertain your fitness to work
operate and maintain a record of maternity leave, paternity leave, adoption leave, shared parental leave, parental leave and any other type of paid or unpaid leave or time off work
ensure payment of SSP
ensure payment of other statutory or contractual pay entitlements, e.g. SMP, SPP, SAP and ShPP
meet our obligations under health and safety laws
make decisions about continued employment or engagement
operate and maintain a record of dismissal procedures
provide references on request for current or former employees, workers or contractors
prevent fraud
monitor your use of our IT systems to ensure compliance with our IT-related policies
ensure network and information security and prevent unauthorised access and modifications to systems
ensure effective HR, personnel management and business administration, including accounting and auditing
ensure adherence to Company rules, policies and procedures
monitor equal opportunities
enable us to establish, exercise or defend possible legal claims
Please note that we may process your personal information without your consent, in compliance with these rules, where this is required or permitted by law.
What if you fail to provide personal information?
If you fail to provide certain personal information when requested or required, we may not be able to perform the contract we have entered into with you, or we may be prevented from complying with our legal obligations. You may also be unable to exercise your statutory or contractual rights.
Why and how do we use your sensitive personal information?
We will only collect and use your sensitive personal information, which includes special categories of personal information.
Some special categories of personal information, i.e. information about your health or medical conditions and trade union membership, and information about criminal convictions and offences, is processed so that we can perform or exercise our obligations or rights under employment law or social security law and in line with our data protection policy. Information about health or medical conditions may also be processed for the purposes of assessing the working capacity of an employee or medical diagnosis, provided this is done under the responsibility of a medical professional subject to the obligation of professional secrecy, e.g. a doctor, and again in line with our data protection policy.
We may also process these special categories of personal information, where we have your explicit written consent. In this case, we will first provide you with full details of the personal information we would like and the reason we need it, so that you can properly consider whether you wish to consent or not. It is entirely your choice whether to consent. Your consent can be withdrawn at any time.
The purposes for which we are processing, or will process, these special categories of your personal information, are to:
assess your suitability for employment, engagement or promotion
comply with statutory and/or regulatory requirements and obligations
comply with the duty to make reasonable adjustments for disabled employees and workers and with other disability discrimination obligations
administer the contract we have entered into with you
ensure compliance with your statutory and contractual rights
operate and maintain a record of sickness absence procedures
ascertain your fitness to work
manage, plan and organise work
enable effective workforce management
ensure payment of SSP or contractual sick pay
meet our obligations under health and safety laws
make decisions about continued employment or engagement
operate and maintain a record of dismissal procedures
ensure effective HR, personnel management and business administration
ensure adherence to Company rules, policies and procedures
monitor equal opportunities
We may also occasionally use your special categories of personal information, where it is needed for the establishment, exercise or defence of legal claims.
Change of purpose
We will only use your personal information for the purposes for which we collected it. If we need to use your personal information for a purpose other than that for which it was collected, we will provide you, prior to that further processing, with information about the new purpose, we will explain the legal basis which allows us to process your personal
information for the new purpose and we will provide you with any relevant further information. We may also issue a new privacy notice to you.
Who has access to your personal information?
Your personal information may be shared internally within the Company and its group of companies as required to provide services to the Company, including with members of the HR department, payroll, your line manager, other managers in the department in which you work and IT staff if access to your personal information is necessary for the performance of their roles.
The Company may also share your personal information with third-party service providers (and their designated agents), including:
external organisations for the purposes of conducting pre-employment reference and employment background checks
payroll providers;
Fourth Hospitality
benefits providers and benefits administration, including insurers;
St James’ Place
Iceland
Next
Bridge Insurance
pension scheme provider and pension administration;
NEST
external auditors
professional advisers, such as lawyers and accountants.
The Company may also share your personal information with other third parties in the context of a potential sale or restructuring of some or all of its business. In those circumstances, your personal information will be subject to confidentiality undertakings.
We may also need to share your personal information with a regulator or to otherwise comply with the law.
We may share your personal information with third parties where it is necessary to administer the contract we have entered into with you, where we need to comply with a legal obligation, or where it is necessary for our legitimate interests (or those of a third party).
How does the Company protect your personal information?
The Company has put in place measures to protect the security of your personal information. It has internal policies, procedures and controls in place to try and prevent your personal information from being accidentally lost or destroyed, altered, disclosed or used or accessed in an unauthorised way. In addition, we limit access to your personal information to those employees, workers, agents, contractors and other third parties who have a business need to know in order to perform their job duties and responsibilities. You can obtain further information about these measures from our data protection officer.
Where your personal information is shared with third-party service providers, we require all third parties to take appropriate technical and organisational security measures to protect your personal information and to treat it subject to a duty of confidentiality and in accordance with data protection law. We only allow them to process your personal information for specified purposes and in accordance with our written instructions and we do not allow them to use your personal information for their own purposes.
The Company also has in place procedures to deal with a suspected data security breach and we will notify the Information Commissioner’s Office (or any other applicable supervisory authority or regulator) and you of a suspected breach where we are legally required to do so.
For how long does the Company keep your personal information?
The Company will only retain your personal information for as long as is necessary to fulfil the purposes for which it was collected and processed, including for the purposes of satisfying any legal, tax, health and safety, reporting or accounting requirements.
The Company will generally hold your personal information for the duration of your employment or engagement. The exceptions are:
any personal information supplied as part of the recruitment process will not be retained if it has no bearing on the ongoing working relationship
disciplinary, grievance and capability records will only be retained until the expiry of any warning given (but a summary disciplinary, grievance or performance management record will still be maintained for the duration of your employment).
Once you have left employment or your engagement has been terminated, we will generally hold your personal information for 1 year after the termination of your employment or engagement, but this is subject to: (a) any minimum statutory or other legal, tax, health and safety, reporting or accounting requirements for particular data or records, and (b) the retention of some types of personal information for up to seven years to protect against legal risk, e.g. if they could be relevant to a possible legal claim in a tribunal, County Court or High Court. We will hold payroll, wage and tax records (including salary, bonuses, overtime, expenses, benefits and pension information, National Insurance number, PAYE records, tax code and tax status information) for seven years after the termination of your employment or engagement.
Personal information which is no longer to be retained will be securely and effectively destroyed or permanently erased from our IT systems and we will also require third parties to destroy or erase such personal information where applicable.
In some circumstances we may anonymise your personal information so that it no longer permits your identification. In this case, we may retain such information for a longer period.
Your rights in connection with your personal information
It is important that the personal information we hold about you is accurate and up to date. Please keep us informed if your personal information changes, e.g. you change your home address, during your working relationship with the Company so that our records can be updated. The Company cannot be held responsible for any errors in your personal information in this regard unless you have notified the Company of the relevant change.
As a data subject, you have a number of statutory rights. Subject to certain conditions, and in certain circumstances, you have the right to:
request access to your personal information - this is usually known as making a data subject access request and it enables you to receive a copy of the personal information we hold about you and to check that we are lawfully processing it
request rectification of your personal information - this enables you to have any inaccurate or incomplete personal information we hold about you corrected
request the erasure of your personal information - this enables you to ask us to delete or remove your personal information where there’s no compelling reason for its continued processing, e.g. it’s no longer necessary in relation to the purpose for which it was originally collected
restrict the processing of your personal information - this enables you to ask us to suspend the processing of your personal information, e.g. if you contest its accuracy and so want us to verify its accuracy
object to the processing of your personal information - this enables you to ask us to stop processing your personal information where we are relying on the legitimate interests of the business as our legal basis for processing and there is something relating to your particular situation which makes you decide to object to processing on this ground
data portability - this gives you the right to request the transfer of your personal information to another party so that you can reuse it across different services for your own purposes.
If you wish to exercise any of these rights, please contact dataprotection@individualrestaurants.com. We may need to request specific information from you in order to verify your identity and check your right to access the personal information or to exercise any of your other rights. This is a security measure to ensure that your personal information is not disclosed to any person who has no right to receive it.
In the limited circumstances where you have provided your consent to the processing of your personal information for a specific purpose, you have the right to withdraw your consent for that specific processing at any time. This will not, however, affect the lawfulness of processing based on your consent before its withdrawal. If you wish to withdraw your consent, please contact dataprotection@individualrestaurants.com. Once we have received notification that you have withdrawn your consent, we will no longer process your personal information for the purpose you originally agreed to, unless we have another legal basis for processing.
If you believe that the Company has not complied with your data protection rights, you have the right to make a complaint to the Information Commissioner’s Office (ICO) at any time. The ICO is the UK supervisory authority for data protection issues.
Transferring personal information outside the European Economic Area
In general, the Company will not transfer your personal information to countries outside the European Economic Area.
In order to fulfil our contract with you, there may be occasions where we may need to share your personal data with third parties and suppliers outside the European Economic Area. If we do, we have procedures in place to ensure your data receives the same standard of protection it gets inside the EEA. For example, our contracts with third parties stipulate the standards they must follow at all times. This means any transfer of your personal data will follow applicable laws, and we'll treat the information under the guiding principles of this privacy notice.
Automated decision making
Automated decision making occurs when an electronic system uses your personal information to make a decision without human intervention.
We do not envisage that any employment decisions will be taken about you based solely on automated decision making, including profiling. However, we will notify you in writing if this position changes.
Changes to this privacy notice
The Company reserves the right to update or amend this privacy notice at any time, including where the Company intends to further process your personal information for a purpose other than that for which the personal information was collected or where we intend to process new types of personal information. We will issue you with a new privacy notice when we make significant updates or amendments. We may also notify you about the processing of your personal information in other ways.
Contact
If you have any questions about this privacy notice or how we handle your personal information, please contact :
Adam Purslow
Email: dataprotection@individualrestaurants.oom
Address: Individual Restaurants (IRC) Limited
Legal Department
Second Avenue
Deeside Industrial Park
Deeside
Flintshire
CH5 2NW
Telephone: 0161 839 5511
26 November 2020