Effective Date: January 28, 2026


This Job Applicant Privacy Policy ("Policy") describes how Kara Health companies, including Kara Management Services, Loma Linda University Hospice, Palomar Health Palliative & Hospice Care, and Orange County Hospice Services (referred to as "we," "us," or "our") collects, uses, and discloses personal information about job applicants, candidates, and prospective employees ("Applicants") during our recruitment and hiring process. We are a hospice joint venture organization committed to protecting your privacy and handling your personal information responsibly.


1. Scope of This Policy


This Policy applies to all information we collect from or about you when you apply for employment with us, regardless of the method (e.g., online application portal, email, hard copy, through recruiters).


2. Information We Collect


We collect various types of personal information to assess your qualifications and manage the recruitment process. The specific information collected may vary depending on the position and local legal requirements but typically includes contact and Identification Information:


  • Name, address, telephone number, and email address.
  • Date of birth (where required or permitted by law).
  • Right-to-work status and documentation (collected as required by law).

Professional and Employment Information

  • Resume, CV, cover letter, and application form details.
  • Work history, including previous employers, positions held, dates of employment, and reasons for leaving.
  • Work authorization
  • Educational history, including degrees, certifications, licenses, and transcripts.
  • Awards and professional memberships.
  • Professional references and contact details for referees.
  • Skills, qualifications, and languages spoken.
  • Compensation expectations.
  • Information from social media websites, if you voluntarily provide links or profiles as part of your application materials.
  • Information regarding your use of our website
  • Any other information you elect to provide to us (e.g., employment preferences, willingness to relocate, and desired salary).

Information from Interviews and Assessments

  • Notes and assessments from interviews and skills testing.
  • Results from any pre-employment assessments (e.g., personality tests, cognitive tests).

Background Check Information (Where Permitted by Law)


Information obtained from background checks, including criminal history, driving records, and financial checks, conducted solely as permitted by and in accordance with applicable law and after providing separate notice and obtaining consent where required. 


Applicant Responsibility for Accuracy

  • By submitting an application for employment, you acknowledge and confirm that the information you provide, including all details in your resume, application form, and supporting documents, is true, accurate, and complete to the best of your knowledge. You are responsible for the accuracy of all information provided during the recruitment process. Providing false or misleading information may lead to the rejection of your application or the termination of employment if discovered after hiring.

Sensitive Personal Information


We generally do not require sensitive personal information (such as racial or ethnic origin, religious or philosophical beliefs, age, gender identity, criminal convictions and offenses, marital statuses, sexual orientation, health information, or political party or trade union membership, background check information) for the application process. However, we may collect:


  • Health or Disability Status: Only if voluntarily disclosed, or for the purpose of determining reasonable accommodations for the application process or future employment, as required or permitted by law.
  • Diversity and Equal Opportunity Monitoring Information: Such information (e.g., race, gender) may be collected on a voluntary basis for compliance with equal employment opportunity laws. This information is collected and stored separately from your application materials and is not used in the hiring decision.
  • Veteran Status: May be collected on a voluntary basis for affirmative action and diversity reporting purposes, in accordance with applicable law.

Information from Third Parties


We may receive information from third parties, including:


  • Recruiters and job portals.
  • References provided by you.
  • Educational institutions and prior employers (for verification).
  • Background check providers.
  • Law enforcement agencies.

3. How We Use Applicant Information


We use the personal information collected from Applicants for the following purposes:



Recruitment and Hiring

To assess your suitability, qualifications, and skills for the role; to verify your information; to schedule and conduct interviews   and assessments; and to communicate with you about your application status.

 

Legal and Regulatory Compliance

To comply with legal, regulatory, and professional obligations, including laws related to immigration, equal employment   opportunity, and record-keeping.

 

Background Checks

To conduct background and reference checks, where appropriate and permitted by applicable law, to verify the accuracy of the   information provided and assess eligibility for the role   if we offer you a position.

 

Hospice License Requirements

To fulfill specific requirements of our hospice operating license and accreditation standards, which may mandate certain checks or   verification procedures for clinical roles.

 

Process Improvement

To analyze and improve our recruitment and hiring  process, including monitoring applicant flow and diversity metrics.

 

Defending Legal Claims

To establish, exercise, or defend against legal claims.

 

Affiliates  and subsidiaries


Other entities within the joint venture (among future joint ventures), affiliates, or subsidiaries, solely for purposes consistent with this Policy (e.g., if another entity is hiring for a similar role).

 

Business  Transfers

A successor entity in the event of a merger, acquisition, restructuring, dissolution, or sale of all or a portion of our assets, provided the recipient agrees to protect the information in a manner   consistent with this Policy. We cannot promise that an acquiring party or the   merged entity will have the same privacy practices or treat your information   the same as described in this Policy.


Disclosure of Applicant Information


We limit the disclosure of your personal information. We may share your information with:


  • Joint Venture Personnel: Relevant members of the hiring team, human resources, and management who are involved in the recruitment process.
  • Service Providers: Third-party service providers who assist us with the recruitment process, such as applicant tracking system (ATS) providers, background check vendors, and recruitment agencies. These providers are contractually obligated to protect your information.
  • Legal and Regulatory Authorities: Government or regulatory bodies, courts, or law enforcement agencies when required by law or to protect our legal rights.
  • Professional Advisors: Accountants, lawyers, and other professional advisors.

Data Retention


We retain Applicant personal information for as long as necessary to fulfill the purposes for which it was collected, including for the purposes of satisfying any legal, accounting, or reporting requirements. We may keep it longer than specified retention periods to honor your requests (e.g., to respect an opt-out from future job opportunity communications) or to comply with other legal, regulatory, or reporting obligations.


  • Successful Applicants: If you accept an offer of employment, the information collected during the recruitment process will form part of your employee record and will be retained according to our internal employee privacy policies.
  • Unsuccessful Applicants: If your application is unsuccessful, we will generally retain your information for a reasonable period (typically up to four years in California) to consider you for future job openings and to satisfy legal and record-keeping requirements. You may ask us to delete your information sooner, subject to our legal obligations.

6. Data Security


We implement appropriate technical and organizational security measures designed to protect your personal information from unauthorized access, disclosure, alteration, or destruction. However, no data transmission over the internet or storage system can be guaranteed to be 100% secure.


7. Your Rights


Under the California Consumer Privacy Act of 2018 (“CCPA”), as amended by the California Privacy Rights Act of 2020 (“CPRA”), California residents are entitled to specific rights regarding their personal information. These rights include:

  • Request to Know: Request the categories and specific pieces of personal information we have collected about you, the categories of sources, the business or commercial purpose for collecting or selling (if applicable) that information, and the categories of third parties with whom we share or disclose personal information.
  • Request to Delete: Request the deletion of your personal information, subject to legal retention requirements.
  • Request to Opt-Out of Sale or Sharing: The CCPA grants consumers the right to direct a business not to sell or share their personal information. Palomar Health & Hospice does not "sell" or "share" (as defined under the CCPA) Applicant personal information.

To exercise these rights, please contact us using the details provided below.


8. Changes to This Policy


We may update this Policy from time to time. The "Effective Date" at the top of this document indicates when this Policy was last revised. We encourage you to review this Policy periodically. Any modifications shall become effective immediately upon being posted.


9. Contact Information


If you have any questions or concerns about this Policy or our data processing practices, please contact:


Kara Health

Attn: Human Resources

365 Rancho Santa Fe Road, Suite 104, San Marcos, CA, 92078

askhr@kara.health