Effective Date: March 2026
Scope: This Privacy Policy explains how we collect, use, disclose, and protect personal information of job applicants and candidates who interact with our public-facing recruiting pages, including our careers landing page, job application pages, and interview self-scheduling tools (collectively, the “Recruiting Sites”). If our Recruiting Sites are hosted by our applicant tracking provider Paylocity, this policy will be linked on all candidate-facing pages so applicants understand how their information is used throughout the hiring process.
Little Leaf Farms
Contact: 105 Walker Road, Shirley, MA 01464
· Identifiers & Contact Info: name, email, phone, address.
· Application Materials: résumé/CV, cover letter, work history, education, certifications, work authorization, references.
· Pre-Employment Screening (where permitted and applicable): background checks, drug screens, and similar results (we will provide separate notices/consents as required by law).
· Demographic (Voluntary EEO) Data: race/ethnicity, sex/gender, veteran/disability status—collected only for compliance monitoring, stored separately from selection materials, and not used in hiring decisions.
· Technical Data: IP address, device/browser, and interactions with the Recruiting Sites collected via cookies or similar technologies (see “Cookies & Analytics”).
· Scheduling & Interview Data: availability, interview notes/ratings, communications, and (if applicable) recordings with notice.
· For Paylocity-hosted pages, Paylocity may process candidate data on our behalf as our service provider/processor under its privacy framework.
We use candidate information to:
1. Process applications and assess qualifications;
2. Communicate about status and next steps;
3. Schedule interviews and coordinate with hiring teams;
4. Conduct reference/background checks (where lawful and with required notices/consents);
5. Meet legal, regulatory, and recordkeeping obligations (e.g., EEO/OFCCP, where applicable);
6. Improve our recruiting process and Recruiting Sites (e.g., analytics, troubleshooting).
If you are in the EEA/UK, our legal bases under GDPR typically include legitimate interests (to recruit and hire), consent (where required), legal obligations (recordkeeping), and steps prior to entering into a contract at your request.
· Internal recipients involved in hiring (HR, recruiters, interviewers, and leaders with a need to know).
· Service providers/processors supporting recruiting (e.g., Paylocity ATS, background-check vendors, interview scheduling tools) under contract and subject to confidentiality and security obligations.
· Government/regulators or as required by law (e.g., lawful requests, compliance reporting).
· Corporate transactions (e.g., merger or acquisition), consistent with law and confidentiality controls.
We do not sell candidate personal information. If we share data for targeted advertising (not expected for candidate data), we will provide state-law opt-out links where required.
We keep candidate records only as long as necessary for recruiting, compliance, and legal defense, then securely delete or anonymize them. At a minimum, U.S. federal EEO rules require employers to retain applications and related hiring records for at least one year (or two years for certain federal contractors/thresholds). If an EEOC charge is filed, related records must be preserved until final disposition. State or industry rules may require longer periods. For payroll/FLSA records post-hire, separate DOL rules apply to employees.
Our Recruiting Sites may use cookies or similar technologies to enable functionality, prevent fraud, and understand aggregate usage (e.g., page performance). Where required, we will present cookie notices or obtain consent. If hosted by Paylocity, Paylocity may also use cookies as described in its privacy notices.
If you apply from outside the U.S., your data may be processed in the U.S. or other countries where we and our service providers operate, subject to appropriate safeguards (e.g., contractual clauses) consistent with applicable law.
If you are a California resident, you may have rights to know/access, correct, delete, and limit certain uses of sensitive personal information, and to opt out of selling/sharing personal information (we do not sell candidate data). We provide a Notice at Collection describing categories of information and purposes at or before the point of collection on our Recruiting Sites. You can exercise rights via [link/email/portal].
Subject to exemptions, you have rights to access, rectify, erase, restrict, object (including to processing based on legitimate interests), and data portability, plus the right to lodge a complaint with your local supervisory authority. Contact us at [privacy@company.com] to make a request.
Some state consumer privacy laws (e.g., Colorado CPA and Virginia VCDPA) primarily cover residents acting in an individual/household context and exclude employment and job applicant data; however, we still handle all candidate data transparently and securely.
We are an equal opportunity employer. We maintain required EEO records and may solicit voluntary self-identification for compliance. Demographic responses are voluntary, stored separately from selection materials, and not used in hiring decisions.
We use administrative, technical, and physical safeguards designed to protect candidate data. No method of transmission or storage is 100% secure, but we maintain reasonable measures aligned with our risk profile and legal obligations. If hosted by Paylocity, Paylocity describes its privacy/security program in its privacy center and job-applicant notice.
Our Recruiting Sites are not intended for individuals under 16. We do not knowingly collect applicant data from children.
Recruiting pages may link to third-party sites (e.g., LinkedIn, job boards). Their privacy practices are governed by their own policies.
Email: hr@littleleaffaarms.com
Verification: We may request information to verify your identity and will respond within timelines required by applicable law.
We may update this policy periodically. We will post the updated version with a new Effective Date and, where required, provide additional notice.