This Notice explains how Rasa Floors (“Rasa,” “we,” “us”) collects, uses, shares, and protects personal information from individuals who apply for jobs or other opportunities through our applicant tracking system (ATS), currently Paylocity. It applies to candidates in Alabama, Arizona, Maryland, North Carolina, New Jersey, Nevada, New York, Oklahoma, Pennsylvania, Tennessee, Texas, and any other location where applicable privacy laws govern candidate data.
We may collect the following categories of information:
Contact & Identifiers
Name, address, email, phone number, login credentials, and when required, government identifiers (e.g., last four digits of SSN or driver’s license for background checks).
New York-specific: SSNs are limited to legally required purposes such as background checks and identity verification.
Professional Information
Résumé/CV, work and education history, certifications, job preferences, references, and publicly available professional profiles (e.g., LinkedIn).
Voluntary Demographic Information
Gender, race/ethnicity, veteran status, and disability status, used only for legally required reporting and analysis.
Video & Communications
One-way video interviews conducted through our ATS; recordings may include your image, voice, and responses, as well as interviewer notes.
Candidates must provide explicit consent before participating in any video or audio interviews. Notices are provided during the application process and immediately before recording, in compliance with applicable state laws (Maryland, New York, Pennsylvania, Texas).
Email or other communications with Rasa.
Website & System Usage
Activity on our careers site or ATS (IP address, device/browser information, pages viewed). Cookies are used only for security and site functionality.
Assessments & Background Checks
Results from job-related assessments and background checks conducted only after a conditional offer, in accordance with federal and state laws.
Inferences
Information derived to evaluate qualifications, experience, and potential fit for a role.
We collect information directly from you (applications, assessments, interviews, communications), from service providers (ATS, background check vendors, assessment vendors), and from references or publicly accessible professional sources you provide. All service providers are required to follow our instructions and protect your data.
We use candidate information to review, evaluate, and manage applications, conduct interviews, communicate about your application, conduct background checks following a conditional offer, comply with legal obligations (EEO, immigration, recordkeeping), improve recruiting and data protection processes, and address legal, audit, compliance, and business needs. Candidate information is not sold or used for cross-context behavioral advertising.
Candidate information may be shared with internal Rasa teams (HR, recruiters, hiring managers, IT/security), authorized service providers (ATS, background check, assessment, IT vendors), government authorities or law enforcement when legally required, professional advisors (lawyers, auditors), or another organization in connection with a merger or acquisition. We comply with FCRA and applicable state “fair chance” laws, including pre-adverse and adverse action notices.
Rasa retains candidate information only as long as necessary to process applications, consider candidates for future opportunities, and comply with applicable federal and state recordkeeping requirements. This includes retaining information needed to comply with FCRA, fair chance laws, or other legal obligations, and to respond to or defend legal claims.
One-way video interviews and recordings are retained consistent with this purpose and are deleted or de-identified once they are no longer needed.
Background checks comply with FCRA and state fair-chance laws (New York, New Jersey, Nevada, Pennsylvania). Explicit consent for video or audio recordings is obtained where required (Maryland, New York, Pennsylvania, Texas). Texas residents have the right to access, correct, or delete personal data under the Texas Data Privacy and Security Act. Oklahoma residents’ rights will be honored once the Oklahoma Consumer Data Privacy Act is enacted. Nevada residents’ personal data is not sold or shared for monetary consideration.
Depending on your location, candidates may request access, correction, or deletion of personal information, withdraw from consideration, and exercise FCRA rights, including receiving a copy of consumer reports and disputing inaccuracies. Identity verification may be required before processing requests. Special rights for Texas, Oklahoma (upon enactment), and Nevada residents are fully supported.
We implement reasonable administrative, technical, and physical safeguards to protect candidate information. All service providers, including our ATS provider, must maintain comparable protections.
For questions or to exercise your rights, contact:
Rasa Floors
Attn: HR – Candidate Privacy
Email: HRDepartment@rasafloors.com
Phone: 972-236-9269
Mail: PO Box 11067, Carrollton, Texas 7511