nike employee travel policy

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Benefits at Nike, Inc.

Overview of Benefits: At NIKE, Inc., well-being is incorporated into all aspects of the teammate experience. From mental health support to unlimited free financial coaching—and of course, access to sport—we are committed to helping our teammates live their most fulfilling life—at work and outside of it. Beyond benefits to support the emotional, physical, and financial well-being of our teammates, our leaders model behaviors and create an environment where employees feel empowered to prioritize their well-being. When we support the well-being of our people, inspiring each individual to be their best self, that’s when we do our best work as a team. At Nike, we offer a range of benefits and programs to support the emotional, physical and financial well-being of our teammates and their families. - As champions of physical well-being, we encourage employees to make sport a daily habit by providing free access to Nike Sports Centers, wide-ranging fitness discounts, and comprehensive preventive programs, healthcare and family building benefits. - To support emotional well-being, we offer 20 free therapy and coaching sessions to employees and their family members through Lyra and our Employee Assistance Program, as well a range of meditation, mindfulness, and caregiving resources. - To support the financial well-being of our teammates, we offer unlimited free financial coaching through our partnership with Ernst & Young (EY), as well as a 401(k) match, scholarship programs, tuition reimbursement, dependent care subsidies, performance bonuses, stock purchase plans, and more. - Nike also offers a flexible work model and generous time-off—including Summer Fridays and a dedicated Well-Being Week in August.

Financial + Retirement

401(K) matching

Company equity

Employee stock purchase plan

Charitable contribution matching

Performance bonus

Child Care + Parental Leave

Adoption Assistance

Childcare benefits

Company sponsored family events

Family medical leave

Generous parental leave

Return-to-work program post parental leave

Office Perks

Commuter benefits

Company-sponsored outings

Fitness stipend

Company-sponsored happy hours

Onsite office parking

Recreational clubs

Relocation assistance

Free snacks and drinks

Some meals provided

Home-office stipend for remote employees

Dedicated diversity and inclusion staff

Diversity manifesto

Documented equal pay policy

Highly diverse management team

Mean gender pay gap below 10%

Mandated unconscious bias training

Diversity employee resource groups

Hiring practices that promote diversity

Health Insurance + Wellness

Dental insurance

Disability insurance

Flexible Spending Account (FSA)

Health insurance

Life insurance

Team workouts

Vision insurance

Wellness programs

Mental health benefits

Volunteer in local community

Flexible work schedule

Open door policy

Open office floor plan

Partners with nonprofits

Remote work program

Team based strategic planning

OKR operational model

Vacation + Time Off

Generous PTO

Paid holidays

Professional Development

Job training & conferences

Mentorship program

Promote from within

Lunch and learns

Tuition reimbursement

Nike Human Resources: What You Need To Know

Whats Inside?

• Nike's Corporate Objectives

Nike Human Resources Policies and Strategies

Nike human resources recruitment and selection, nike human resources training and development, employee benefits , operational hr management, nike human resources impact on consumer perception.

As a global leader in sports apparel and footwear, Nike has pioneered product innovation and the evolution of its Human Resources (HR) strategies. With a history spanning decades, Nike's approach to HR has been shaped by its corporate philosophy and the changing landscape of global labor practices.

The company's HR framework reflects its commitment to continuous improvement and human capital management. Nike has faced challenges related to its global labor practices, such as public concerns over working conditions in its supply chain. Studies have shown that Nike has responded to these challenges by i mplementing cross-cultural HR training and strengthening its labor practices departmen t to ensure fair treatment and adequate training for its workforce. 

Nike's HRM is also involved with educating and training its workforce in lean manufacturing, paramount to the company's strategy of improving social and environmental conditions in its global supply chain . This includes focusing on resource use and waste reduction , valuing the workforce, and reducing downtime, all managed under a continuous improvement system.

Nike's HR department has been integral to the company's innovation journey. It is highlighted that Nike's innovation strategy, closely tied to its HR policie s, has been key to its history of success in the global fashion industry. Nike has maintained a competitive edge in the market by fostering a corporate culture that encourages creativity and innovation .

Nike's HR strategies have been shaped by a need to integrate economic perspectives with ethical labor practices. The company has navigated difficulties that have sometimes affected its reputation and revenues. However, by prioritizing human resources and aligning them with overarching business strategies, Nike has turned these challenges into opportunities for growth and improvement in its HR domain (Gannon, Flood & Paauwe, 1999).

Nike is a global leader in sports gear and footwear. The company had a staggering brand value of $29.6 billion in 2017 and has since solidified its position as a major publicly traded company by supplying premium athletic gear to consumers worldwide. Fast forward to 2024, the company's brand value has increased significantly to $62 billion .

As of 2023, Nike employed approximately 83,700 people worldwide, which has significantly contributed to job creation. Led by a team of skilled professionals and supported by a vast network of retail stores and manufacturing facilities, the company operates on a scale few can rival. Nike's workforce embodies resilience and a relentless pursuit of excellence, which can be seen in its workforce of seasoned designers, marketers, and dedicated factory workers.

This article looks into Nike's human resources management, exploring how the company leverages its HR function to maintain its competitive edge and drive innovation. The aim is to provide a comprehensive overview of Nike's HR strategies, from recruitment and talent acquisition to diversity and inclusion initiatives.

Nike's Corporate Objectives

Nike's corporate objectives focus on bringing inspiration and innovation to every athlete globally. The company aims to remain the most authentic, connected, and distinctive brand in the global sportswear industry. They strive to enhance brand strength, develop strong connections with customers, and deliver the best possible products. Additionally, Nike emphasizes sustainability, community impact, diversity, and social responsibility in its corporate objectives. The company's long-term strategic goals include improving shareholders' return on equity, increasing earnings per share, and ensuring brand leadership in the industry.

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Nike's human resources policies and strategies are the foundation for fostering a positive work environment, ensuring compliance with regulations, and aligning employee behavior with the company's values. The Code of Conduct established by Nike outlines the ethical standards and guidelines that govern employee conduct, emphasizing integrity, respect, and accountability.

Nike's HR system, based in Oregon, is designed to support the company's global operations while adapting to regional nuances and requirements. The company implements a comprehensive risk management framework , proactively addressing labor issues, mitigating potential challenges, and upholding its commitment to fair labor practices across its supply chain.

Nike's HR policies encompass many areas, including employee benefits , performance evaluations, diversity and inclusion initiatives, and health and safety protocols. Nike aims to create a supportive and inclusive workplace where individuals can thrive professionally and personally by prioritizing employee well-being and engagement.

Nike is committed to complying with all environmental, safety, and health laws and regulations . The company expects its suppliers to share its commitment to respecting workers' rights and advancing their welfare, particularly for people with unique vulnerabilities, such as women, migrants, and temporary workers.

Moreover, Nike's strategic HR initiatives extend beyond internal operations to encompass community engagement , sustainability efforts , and social responsibility programs. Nike is committed to driving positive change within and in the communities it serves using HR practices with broader corporate objectives.

Nike's HR policies and strategies are crucial in shaping the company's culture, guiding employee behavior, and reinforcing its position as a responsible corporate citizen committed to ethical business practices and employee well-being.

Nike's approach to recruitment and selection is a cornerstone of its human resources strategy . The company is committed to attracting top-tier talent that aligns with its values and vision. Their recruitment process is designed to identify individuals who embody resilience, creativity, and a passion for sports and innovation. It leverages advanced e-recruitment solutions like "Active Recruiter," Nike streamlines its hiring process, ensuring efficiency and accuracy in candidate selection. Their recruitment method has successfully saved about 65% of the hiring time.

Nike's recruitment process ensures that qualified applicants receive consideration without regard to various factors, including race, color, religion, gender, national origin, age, sexual orientation, gender identity, gender expression, veteran status, or disability, aligning with the company's values of equality and fairness in the workplace.

The emphasis on diversity and inclusion in recruitment practices indicates Nike's dedication to building a workforce that reflects the athletes and the global communities it serves and operates in. Commitment to diversity and inclusion is also evident in their strategies, which focus on increasing representation of employees with disabilities and providing accommodations for individuals with visible and non-apparent disabilities. The company's Supported Employment Program matches individuals with intellectual and developmental disabilities with open roles. Nike also partners with organizations like Best Buddies to connect people with disabilities with professional opportunities in retail hiring. 

In terms of selection, Nike places a premium on identifying candidates who not only possess the requisite skills and qualifications but also exhibit a strong cultural fit with the organization. Through rigorous assessment methods and interviews, Nike ensures that prospective employees not only meet the job requirements but also resonate with the company's values and ethos.

Nike's commitment to employee growth and development is exemplified through its robust training and development programs. The company recognizes that investing in its employees' skills and knowledge is essential for fostering a culture of continuous learning and innovation.

Nike's training initiatives encompass a wide range of opportunities, from onboarding programs for new hires to specialized training sessions for existing employees looking to enhance their expertise. By providing access to cutting-edge resources, workshops, and mentorship programs, Nike empowers its workforce to stay ahead of industry trends and excel in their respective roles.

Nike's approach to training is famous for adopting a free-agency model, allowing employees to explore different roles within the organization based on their interests and strengths. This flexibility promotes career growth and job satisfaction and enables Nike to leverage the diverse talents of its workforce effectively.

Nike offers an extensive selection of employee benefits to support the well-being and development of its workforce. These benefits include:

Health insurance

Flexible schedules

$15 per hour starting wages

Medical, dental, and vision coverage

Flexible spending accounts

Employee stock purchase plans

Competitive pay

Robust retirement plans

Nike's operational HR management practices are instrumental in ensuring the organization's effective implementation of human resources policies and strategies. Nike aims to enhance employee experiences and drive organizational performance by focusing on operational efficiency and consistency.

Standardizing metrics for performance evaluation is an important part of Nike's operational human resource management. The company objectively measures employee contributions, identifies areas for improvement, and recognizes high performers effectively by establishing clear performance indicators and assessment criteria. The system involves various key components as highlighted below:

• Performance Measurement and Control : Nike utilizes a range of sustainability measures to assess the performance of individual factories, including metrics related to greenhouse gas emissions, water usage, labor management, energy consumption, health standards, and waste management. These metrics ensure compliance with environmental and social standards.
• Manufacturing Index : Nike has introduced a Manufacturing Index tool that evaluates the sustainability performance of its factories. This index ranks labor and environmental performance alongside traditional supply chain measures like quality, cost, and on-time delivery.
• Performance Appraisal : Nike employs performance appraisal tools like 360-degree feedback to gauge employee contributions effectively. This includes assessments on turnover, absenteeism, worker engagement, and well-being surveys. These tools help align individual performance with organizational goals, reduce turnover costs, and enhance employee engagement. 
• Dashboard Design : Nike uses key performance indicators and dashboards to monitor various aspects of its performance management. Dashboards enhance data visualization and facilitate informed decision-making based on performance metrics.
• Standards of Compliance : Nike maintains high compliance standards with suppliers to ensure adherence to laws. The company conducts audits and assessments regularly to monitor compliance with management practices, labor standards, environmental regulations, safety, and health requirements.

Nike also strongly emphasizes leveraging technology and data analytics to optimize HR operations. They adopt innovative HR technologies and data-driven insights to enhance recruitment processes, streamline talent management, and improve workforce planning and development decision-making.

Nike's human resources initiatives and policies have a significant impact on consumer perception and brand reputation. How a company treats its employees directly influences how consumers view the brand and impact their purchasing decisions and loyalty. Nike is committed to fostering a positive work environment that resonates with consumers who value ethical business practices and social responsibility.

Nike's emphasis on diversity and inclusion in its workforce also plays a crucial role in shaping consumer perception. Nike promotes a diverse and inclusive workplace and is dedicated to equality and fairness, which enhances brand loyalty among consumers from all walks of life.

Nike focuses on sustainability and social responsibility through its HR initiatives, which align with the growing consumer demand for environmentally conscious and socially responsible brands . By integrating sustainable practices into its HR policies, the company resonates with consumers who prioritize sustainability in their purchasing decisions.

Nike's human resources initiatives impact employee satisfaction and organizational performance and play a vital role in shaping consumer perception, influencing brand loyalty, and enhancing the company's reputation as a socially responsible and ethical leader in the sportswear industry.

Nike's human resources initiatives and policies show the company's commitment to fostering a culture of excellence, innovation, and social responsibility. The company prioritizes employee well-being, diversity, inclusion, and development, attracting top talent and cultivating a workforce that is motivated and aligned with the brand's values.

Nike has established itself as a leader in human resources practices within the sportswear industry because of its strategic recruitment and selection processes, comprehensive training and development programs, ethical HR policies, efficient operational management, and focus on consumer perception.

Nike has earned the trust and support of consumers because it demonstrates a dedication to ethical business practices and social responsibility through its HR strategies.

Nike's human resources initiatives drive organizational success and contribute to a positive work culture and lasting impact on employees and consumers. As Nike continues to adapt and innovate in the sportswear market, its commitment to excellence in human resources management will remain essential to its continued success and leadership in the industry.

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NIKE GLOBAL EMPLOYEE PRIVACY POLICY

Date: January 2019

Nike collects and processes the Personal Information that you provide to us as part of our employee on-boarding process. We also collect and process additional types of Personal Information about you throughout your employment with Nike to administer our human resources program, to comply with employment contracts and applicable law in the field of employment, social security, workplace health and safety, and to manage your participation in voluntary employee programs.

Your Personal Information may be stored in Nike’s databases in the United States and may be processed by third party service providers acting on Nike’s behalf.  If you would like to access, delete, correct your Personal Information, or exercise any other rights you may have under this Policy, please contact directly your local HR manager.  You may also contact Nike’s Privacy Office or Data Protection Officer by emailing [email protected] .

Introduction and Scope

Nike Inc., Converse Inc., their affiliates, including your employer (collectively “Nike”, “we”, “our”) respect your privacy.  We are committed to processing the Personal Information of our employees in compliance with applicable law and Nike’s policies. For the purpose of this Policy, “Personal Information” means any information relating to an identified or identifiable natural person.

This Employee Privacy Policy (“Policy”) describes the types of Personal Information we collect and process about our employees, how we use the Personal Information, with whom we share it, how long we keep it, and your rights in relation to your Personal Information. This Policy also describes the measures we take to safeguard the Personal Information and how employees can contact us about our privacy practices and in case of questions. The entity responsible for the collection and processing of your Personal Information is your employer of record. You can access the full details of your employer by checking your employment contract or by reaching out to HRDirect.

This Policy applies to current and former employees and interns of Nike (collectively “employees”).  If you are an External Temporary Worker (“ETW”) or an independent contractor providing services to Nike, please contact your direct employer to inquire about their data protection practices.

Nike may provide additional privacy or data protection notices and policies to employees in specific functions, as appropriate. Nike may also provide additional privacy or data protection policies in jurisdictions where this is required for compliance with local law.

This Policy applies in addition to all other corporate policies of Nike, including Nike’s Code of Ethics (“Inside the Lines”) , Acceptable Use Policy , Social Media Policy and Applicant Privacy Policy , available on Zero.

Types of Personal Information We Collect and How We Use It

We collect and process Personal Information about you as far as necessary to manage the terms of your employment agreement and to comply with legal obligations to which we are subject. This includes Nike’s legal defense and compliance with tax, finance, labor and social security laws, or laws and orders requiring the disclosure of data to competent authorities in accordance with applicable law or court order. We also process your Personal Information to pursue the legitimate business interests of Nike. When processing Personal Information for our legitimate interests, we take appropriate measures to ensure that the interests we pursue are balanced with your interests, rights and freedoms, which we are happy to explain to you upon request. We use manual or automated methods to process your Personal Information.

Onboarding -  We collect and process your Personal Information through the onboarding process to set up and administer your employment relationship and to comply with the legal obligations to which we are subject. This includes:

• the information that you provided to us during the recruitment process, including your resume or curriculum vitae, application form, work history, education, degrees, academic records, languages and qualifications, references and any professional licenses, memberships, or certifications;
• your basic contact information, including your name, address, telephone numbers (home, mobile/cell, work), email address, citizenship/nationality, date and place of birth, gender, work permit information if applicable;
• your government issued identifiers subject to the conditions of applicable law, such as your national ID details, tax identification number, social security or national insurance number, passport number, and, where required for your job, your driver’s license number;
• your bank and financial details for salary/payroll purposes, such as your salary, other remuneration, your IBAN number or bank account number, bank name and details;
• information about your job and position, including the employee identification number, badge number, job title and description, department and manager, reporting lines, work location, cost center, business unit or group, work status such as full time or part time, working hours, probation period if applicable, and employment contract terms;
• information for use of company network and devices if applicable, such as username, password, contact details, work telephone number and device data (computer, telephone, tablet ID number), company photo, if provided; and
• information about your personal or family life, including marital status, dependents, beneficiaries and partner/spouse, and emergency contact information.
• We may maintain the information we collect when we conduct pre-employment verification of your identity, address, or references and, where permitted by local law, the verification of background checks (including criminal or judicial data) about you, in accordance with Nike’s Background Checks Policy .

Human resources management -  Furthermore, we collect Personal Information that is generated during your employment as this is necessary for the performance of your contract and to help manage your working relationship with Nike. This includes:

• information about your working hours and leaves, including attendance, holiday/vacation, leaves or absences, travel and mobility;
• economic and financial information for compensation and benefits, including your banking and account details for remuneration and compensation, information on raises and bonuses, your benefits package and information and details associated with pensions or insurance programs that may be offered in your country;
• information related to your work evaluations and performance, including regular evaluation details, reviews and feedback, details about performance plans, and information associated with professional development such as trainings (both internal and external), courses, seminars and conferences, and succession planning information;
• information collected for travel and expense purposes, such as credit card, bank details (account number, IBAN, etc.), booking and itinerary details, passport information (number, expiration, issuing authority, etc.) and visa and immigration information, and travel preferences (seat preference, dietary restrictions, frequent flyer and corporate memberships, if provided);
• information associated with mobility, transfers and relocation (either upon hiring or as part of a transfer or work assignment), including family details, immigration status and nationality/citizenship, tax and social security information, etc. and
• information about your participation and the administration of the Nike Inc. Employee Stock Purchase Plan (ESPP – which is a voluntary incentive program, please also see paragraph2.6) and bonus grants, including your contact information, national tax information (including national identifier), nationality, job title, shares and position, details of purchases and entitlements to shares awarded, cancelled, exercised, (un)vested or outstanding for implementing, administering and managing the ESPP.

Safety and Security

• Our facilities use CCTV for employee safety, security and other legitimate business purposes (for example, loss prevention).  The facilities that use CCTV display visible signage and we make available additional information about these practices where this is required by applicable law. We therefore may need to use camera footage or recordings in those facilities to protect the legitimate interests or to defend the legal rights of Nike as permitted by applicable law.
• We also process Personal Information associated with the protection of employee health and safety in workplaces, including contact details and Personal Information (such as driver’s license details) and a description of accident or injury and any remediation.
• Additionally, we process information about your use of Nike devices, technology and network to pursue our legitimate interest in securing our information and information systems.  More information about these practices is described in Nike’s Acceptable Use Policy .
• In exceptional cases, we may need to process your Personal Information if it is necessary to protect your vital interests such as in case an accident happens at work or during work business travel.

Offboarding - We collect and process Personal Information during offboarding to finalize the employment relationship and to comply with our legal obligations. This includes information associated with retirement and termination, such as details of retirement, resignation, layoffs/reorganization, including notice period, termination date, reason for leaving and termination, retirement, and pension administration arrangements.

Voluntary Programs - From time to time, we may offer voluntary employee programs that process Personal Information in which you may freely agree to participate.

Sensitive data processing - During onboarding and throughout your employment relationship, we may collect sensitive Personal Information subject to the conditions of applicable law. For example, you may need to provide us or our company doctor with medical information to allow us to manage illness, incapacity, or disability issues. In some countries, you may provide us voluntarily with your race, ethnicity, religion or sexual orientation for diversity and equal opportunities purposes and where required or permitted by law. We also may be required to collect sensitive data to comply with our legal requirements in the field of employment, social security and social protection law ( e.g. , wage liens, tax or social security number).

Other legitimate business purposes - We may need to use your Personal Information based on our legitimate interest as necessary to conduct investigations, defend Nike’s legal interests, exercise claims or litigation and comply with judicial or regulatory orders. We may also need to maintain disciplinary and grievance records (such as records of allegations, investigations or audits), as permitted or required by law. We process Personal Information as necessary to operate Nike’s Alertline in accordance with Nike’s Code of Ethics (“Inside the Lines”) .

Sources of Personal information

We strive to obtain Personal Information directly from you to keep it accurate, up to date and relevant.  Collection of Personal Information may occur during the job application process, during the employee on-boarding process, or on an ad hoc basis throughout your employment.

We also receive Personal Information about you from your line manager (for example, for performance or annual reviews) or from other colleagues (for example, in the context of periodic reviews, evaluations or if conducting a disciplinary investigation). From time to time, we may receive Personal Information about you from other third parties, for example clients, store partners, members of the public and regulatory bodies.

Disclosures of Personal information

We share your Personal Information with other entities of Nike for administrative purposes where required to run global processes, carry out group wide reporting, or take decisions about senior hires or promotions based on our legitimate interest to administer our HR operations. This is typically administered by our HR Direct service centers serving Asia, Europe, and the rest of the world; these are located in Singapore (Nike Trading Company B.V., Singapore Branch), the Netherlands (Nike European Operations Netherlands B.V.) and the U.S.A (Nike, Inc.) respectively.

As a global company, Nike relies on service providers and vendors that provide products and services; your Personal Information will be disclosed to these third-parties based on our legitimate interest to engage third parties where necessary for the purpose of achieving the objectives outlined above. These include accountants, law firms and legal service providers, tax or financial professionals, payroll and benefits providers, relocation companies, pension and insurance companies, human resources specialists, consultants, contractors, IT support and storage providers.  Many of our global HR service providers are located in the U.S.A. and in countries outside of your country of employment.

Our third party service providers may have access to your Personal Information to perform certain functions, or may host your Personal Information as part of a “cloud based” solution used by Nike employees.  Nike uses third party service providers that provide sufficient guarantees for the protection of your Personal Information.  All vendors are to undergo Nike’s vendor risk assessment.  Nike requires third party service providers by contract to implement appropriate data security and confidentiality obligations, in accordance with applicable law.

Some third parties to whom we may disclose Personal Information, for instance health insurance providers and pension scheme trustees, are data controllers in their own right, and you should refer to their own privacy policies in respect of how they use your Personal Information.

We may be required to disclose your Personal Information to third parties in response to orders or requests from courts, regulators, government agencies, parties to a legal proceeding or public authorities, or to comply with regulatory requirements.

Your Personal Information may also be disclosed to advisors, potential transaction partners or interested third parties in connection with the consideration, negotiation or completion of a corporate transaction or restructuring of the business or assets of any part of Nike.

Cross-border Data Transfers

The global nature of our business means that your Personal Information may be disclosed to Nike entities or to third party service providers or partners, located outside the country where you work. For internal administration purposes, your Personal Information will be stored on Nike servers in the United States or other databases used by Nike’s human resources departments locally or regionally. We also use backups to maintain the integrity of your Personal Information and our systems, depending on your location.

We rely on an Intra-Group Data Transfer Agreement(s) to ensure your Personal Information receives an adequate level of protection throughout the Nike entities. Subject to applicable law, we enter into data transfer agreements with our service providers or verify that our service providers are certified under appropriate data protection schemes.

Security of Personal information

Nike implements physical, technical and administrative security measures designed to protect your Personal Information from loss, misuse, alteration, destruction or damage. Please see Nike’s Information Security Program (“NISP”) for more information.  We make reasonable efforts to ensure the level of security is appropriate to the risk associated with the processing of Personal Information.

We also implement access controls to ensure that access to Personal Information is limited to Nike personnel who need to have access to perform their duties. 

Retention of Personal information

We retain employee Personal Information for as long as is required to satisfy the purpose for which it was collected. In certain cases, legal or regulatory obligations require us to retain specific records for a designated period of time, including beyond the conclusion of your employment.  In other cases, we retain records to resolve queries or disputes that may arise from time to time and where permitted by applicable law.  For more information about Nike's data retention practices, including in respect of employee records, please refer to Nike’s Records Retention Policy .

Your Rights

Depending on where you are located in the world and on applicable law, you may have certain rights with respect to your Personal Information. You may request:

• access and obtain a copy of the Personal Information we maintain about you;
• correction of your Personal Information that is inaccurate, incomplete or outdated;
• erasure of your Personal Information in certain circumstances provided by law, such as where your Personal Information is no longer necessary for us to have it;
• restriction the use of your Personal Information in certain circumstances provided by law, such as while we consider another request that you have submitted;
• export the Personal Information we process based on your employment contract and transmit it to another company where technically feasible;

You may also have the right to object to the processing of your Personal Information on grounds relating to your particular situation and may withdraw your consent, if you have previously consented. These rights are not absolute.

We will comply with your request to the extent required by applicable law taking into account any applicable timeframes and exceptions.

You may also consult or lodge a complaint with the supervisory authority in your country.

Contact Information

If you have questions regarding this Policy or would like to exercise your rights, please contact your local HR manager. You may also contact Nike’s Privacy Office or Data Protection Officer by emailing [email protected] .

NIKE GLOBAL EMPLOYEE PRIVACY POLICY – Country Specific Addenda   

ITALIAN ADDENDUM

Date: May 2018

If you reside in Italy, the following additional Italian-specific provision applies to the processing of your Personal Information:

We collect and process your Personal Information through the onboarding process to set up and administer your employment relationship and to comply with the legal obligations to which we are subject. This may include, in addition to the categories of Personal Information listed under Section2.7 of the Nike Global Employee Privacy Policy:

• Data relating to (i) trade union membership, to comply with the obligation we have to deduct the relevant membership fee from your salary or to allow you to enjoy the prerogatives of  trade union members; (ii) your affiliation with a political party or your religion, to meet your request(s) to be granted with specific related rights and (iii) members of your household with a specific health condition or disability status to allow you to support him or her as provided for under applicable law or the collective bargaining agreement.

GERMAN ADDENDUM

If you reside in Germany, the following additional German-specific provision applies to the processing of your Personal Information:

We collect and process your Personal Information through the onboarding process to set up and administer your employment relationship and to comply with the legal obligations to which we are subject. This includes, in addition to the categories of Personal Information listed under Section 2.7 of the Nike Global Employee Privacy Policy:

• your religion to comply with the obligation to deduct and pay church taxes from your salary pursuant to statutory law.

MAINLAND CHINA ADDENDUM

Date: May 2019

If you reside in mainland China, the following additional mainland China-specific provisions apply to the processing of your Personal Information:

We collect and process the following additional categories of your Personal Information:

• In addition to those listed under Section 2.2 of the Nike Global Employee Privacy Policy - your health information when you participate in a pre-employment health check.

Finally, in addition to the service centers listed in Section 4.1 of the Nike Global Employee Privacy Policy, there is an additional center serving Greater China located in Shanghai (Nike Sports (China) Co., Ltd.).

TAIWAN ADDENDUM

If you reside in Taiwan, the following additional Taiwan-specific provision applies to the processing of your Personal Information:

You represent and warrant that for any Personal Information of third parties you share with Nike in accordance with Section 2.2 of the Nike Global Employee Privacy Policy, you have obtained appropriate consent for such data sharing.

• In addition to those listed under Section 2.2 of the Nike Global Employee Privacy Policy - your health information when you participate in a pre-employment health check, in accordance with government requirements to retain such information.
• In addition to those listed under Section 2.3 of the Nike Global Employee Privacy Policy - your health information when you participate in annual health checks, in accordance with government requirements to retain such information.

HONG KONG ADDENDUM

If you reside in Hong Kong, the following additional Hong Kong-specific provisions apply to the processing of your Personal Information:

In addition to the service centers listed in Section 4.1 of the Nike Global Employee Privacy Policy, there is an additional center serving Greater China located in Shanghai (Nike Sports (China) Co., Ltd.).

SOUTH KOREA ADDENDUM

Date: December 2019

If you reside in South Korea, the following additional provisions apply to the processing of your Personal Information:

The major service providers referred to in Section 4.2 of the Nike Global Employee Privacy Policy are:

JAPAN ADDENDUM

Date: March 2019

If you reside in Japan, the following additional Japan-specific provision applies to the processing of your Personal Information:

We collect and process your Individual Number (so-called “My Number”) and Specific Personal Information as defined in the Act on the Use of Numbers to Identify a Specific Individual in Administrative Procedures of Japan (“My Number Act”) in compliance with:

• My Number Act (including the restrictions on disclosure of Specific Personal Information); and
• any internal rules of Nike entities in Japan with regard to processing of Specific Personal Information.

We collect and process your health information when you participate in annual medical check-ups (“Health Information”) for the purposes of managing your health, position assignment, consideration of your capacity or disability, complying with our legal obligation to manage your occupational safety or otherwise ensuring conditions for your working in a healthy manner. Health Information, which is generally categorized as Sensitive Personal Information, includes results of your annual health check-ups, and diagnosis, instructions, treatment and/or prescriptions by doctors based on such health check-up results, contents of a medical certificate, medical history, and/or handicap/disability.  We disclose your Health Information to other entities of Nike, including those located outside of Japan, for the purposes described above and to the extent necessary. The standard course of annual medical check-up includes test items beyond the mandatory test items which Nike is required by law to ensure you to take (“Optional Tests”).  Your Optional Tests results will also be collected by us and disclosed by us to other entities of Nike. If you wish that you do not take Optional Tests at an annual medical check-up (where you may personally take them at your own cost) or your Optional Tests results are not disclosed to us, you may consult with HR Direct in advance.  

WHAT WE BELIEVE

Employee-led communities.

The NikeUNITED Employee Networks bring together employees and allies who represent our diverse global team’s unique experiences, perspectives, and ideas . Networks advance their members’ development, promote Nike cultural awareness, and demonstrate our commitment to Diversity, Equity & Inclusion in the communities where we live and work.

Ascend Network & Friends

Black employee network & friends, disability network, latino & friends network, native american network & friends, nike military veterans & friends, pride network, women of nike & friends, fostering future talent.

NIKE, Inc. is working to build a more diverse, inclusive team that reflects the athletes* and communities where we live, work and play. We’re setting clear and ambitious targets and building the strategies and pipelines to increase diverse representation at Nike.

Serena's Design Crew

Women in nike, all star design team, diversity in numbers, commitment to progress.

Diversity, Equity, and Inclusion is igniting the next chapter of growth for NIKE, Inc.–representing the power of diversity and the best of NIKE culture. We are continuously building a culture where employees feel they belong, can be authentic, and see themselves as part of NIKE’s future.”

CHAMPIONING DIVERSITY

Human rights campaign.

Best Places to Work for LGBT Equality 2022

— 20 years in a row

CR Magazine

Named Top 100 Best Corporate Citizen 2022

— 13 years in a row

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DEI Best Place to Work for Disability Inclusion in 2022

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At NIKE, Inc., we are committed to creating the equitable playing field of the future, and that starts with our employees. We foster a culture of inclusion, empowerment, and respect – a place where everyone can show up fully as themselves and do their best work each day.

Nike, Adidas pledge to cover employee travel for abortions; Intel’s policy is ambiguous

• Updated: Jun. 24, 2022, 6:28 p.m. |
• Published: Jun. 24, 2022, 1:40 p.m.

“We cover travel and lodging expenses in situations where services are not available close to home," Nike said in a statement. AP Photo/Alan Diaz, File

• Mike Rogoway | The Oregonian/OregonLive

Prominent Oregon businesses pledged Friday to cover travel and lodging for employees seeking abortion services in places where it becomes illegal following Friday’s landmark Supreme Court ruling.

Nike, Adidas, Salt & Straw and Wieden+Kennedy all issued statements pledging to cover travel costs for employees who need to leave their state for abortion care.

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This policy is applicable to U.S. employees only, excluding employees in Puerto Rico.  If you are in Puerto Rico, click here  for the policy for Puerto Rico employees. 

For employees outside of the U.S. and Puerto Rico, click here  for the global policy.

Nike U.S. Employee Privacy Policy

Last updated: April 2023

This Employee Privacy Policy (the “Policy”) is applicable to U.S. employees only (“employees” or “you”), excluding employees in Puerto Rico. Click   here  for the policy for Puerto Rico employees.

As further described below, Nike collects and processes Personal Information that you provide to us as part of our employee on-boarding process. We also collect and process additional types of Personal Information about you throughout your employment with Nike to administer our human resources program; to comply with employment terms and conditions and applicable law in the fields of employment, social security, and workplace health and safety; to manage your participation in voluntary employee programs. You may contact Nike’s Privacy Office or Data Protection Officer by emailing  [email protected] .

If you are a resident of California, please see the Additional Information for California Residents Section .

1. Introduction and Scope

Nike, Inc., Converse, Inc., and their affiliates, including your employer (collectively “Nike”, “we”, “us” or “our”) respect your privacy. We are committed to processing the Personal Information of our employees in compliance with applicable law and Nike policies. For the purpose of this Policy, “Personal Information” means (i) information that identifies, relates to, describes, is reasonably capable of being associated with, or could reasonably be linked (directly or indirectly) with a particular identified or identifiable individual, device, or household; and (ii) information defined as “Personal Data,” “Personal Information,” “Personally Identifiable Information” or a similar term under applicable law. Examples of Personal Information include but are not limited to an individual’s name, contact information, identification number(s), location information, online identifier(s) (e.g., IP address or device ID), online activity information (e.g., browsing history), biometric information, and payment information.

This Policy is intended to provide an overall description about how we collect and process employee Personal Information, however, our collection and processing of Personal Information may vary depending upon the circumstances, such as your role and responsibilities with us. This Policy also describes the measures we take to safeguard Personal Information and how employees can contact us with questions about our privacy practices. The entity responsible for the collection and processing of your Personal Information is your employer of record. If you have questions regarding the details of your employer, please review the terms and conditions of your employment or reach out to HR Direct.

This Policy applies to current and former full-time and part-time employees and interns of Nike (collectively “employees”).  This Policy does not apply to External Temporary Workers (“ETW”), independent contractors providing services to Nike, job applicants, or consumers.  It also does not apply to employees in the context of their personal use of our products and services, which are subject to different notices.  If you are an External Temporary Worker (“ETW”) or an independent contractor providing services to Nike, please contact your direct employer to inquire about its privacy and data protection practices.

Nike may provide additional privacy or data protection notices and policies to employees in specific functions, or who utilize specific tools or platforms, as appropriate. Nike may also provide additional privacy or data protection policies in jurisdictions where required for compliance with local law. The additional notice or policy will control to the extent there is a conflict with this Policy, with respect to your Personal Information that is subject to that notice or policy.  When you interact with our website, our privacy and data protection practices are as described in our website's privacy policy.

This Policy applies in addition to all other Nike corporate policies, including, but not limited to, Nike’s  Code of Conduct (“Inside the Lines”) ,  Acceptable Use Policy : Electronic Communications and Devices ,  Social Media Policy , Personal Data Handling Policy, Applicant Privacy Policy, and Enterprise Data Access Policy,  all of which are available on Zero.

2. Types of Personal Information We Collect and How We Use Them

We collect and process Personal Information about you for the purposes described below, including as far as necessary to manage the terms and conditions of your employment, to comply with legal obligations to which we are subject. This includes Nike’s legal defense and compliance with tax, finance, labor, social security and other applicable laws, or laws and orders requiring the disclosure of data to competent authorities in accordance with applicable law or court order. We also process your Personal Information to pursue the legitimate business interests of Nike . We use manual or automated methods to process your Personal Information.

We collect and process your Personal Information through the onboarding process to set up and administer your employment relationship, to comply with the legal obligations to which we are subject. This includes:

the information that you provided to us during the recruitment process, including your resume or curriculum vitae, application form, work history, education, degrees, academic records, languages and qualifications, references and any professional licenses, memberships, or certifications;

your basic contact and demographic information, including your name, address, telephone numbers (home, mobile/cell, work), email address, citizenship/nationality, date and place of birth, gender, and work permit information if applicable;

your government issued identifiers subject to the conditions of applicable law, such as your national ID details, tax identification number, social security or national insurance number, passport number, and, where required for your job, your driver’s license number;

your bank and financial details for salary/payroll purposes, such as your salary, other remuneration, your IBAN number or bank account number, and bank name, routing number and details;

information about your job and position, including the employee identification number, badge number, job title and description, department and manager, reporting lines, work location, cost center, business unit or group, work status such as full time or part time, working hours, probation period if applicable, and employment terms and conditions;

information for use of Nike network and devices if applicable, such as username, password, contact details, work telephone number and device data (computer, telephone, tablet ID number), company photo, if provided; and

information about your personal or family life, including marital status, dependents, beneficiaries and partner/spouse, and emergency contact information.

We may maintain the information we collect when we conduct pre-employment verification of your identity, address, or references and, where permitted by local law, the verification of background checks (including criminal or judicial data) about you, in accordance with  Nike’s Background Checks Policy .

Human Resources Management

We collect Personal Information that is generated during your employment as necessary to help manage your working relationship with Nike. This includes:

information about your working hours and leaves, including attendance, holiday/vacation, leaves or absences, travel and mobility;

economic and financial information for compensation and benefits, including your banking and account details for remuneration and compensation, information on raises and bonuses, your benefits package and information and details associated with pensions or insurance programs that may be offered in your country;

information related to your work evaluations and performance, including regular evaluation details, reviews and feedback, details about performance plans, and information associated with professional development such as trainings (both internal and external), courses, seminars and conferences, and succession planning information;

information collected for travel and expense purposes, such as credit card information, bank details (e.g., account and routing numbers, IBAN, etc.), booking and itinerary details, passport information (e.g., number, expiration, issuing authority, etc.), visa and immigration information, and travel preferences (e.g., seat preference, dietary restrictions, and frequent flyer and corporate memberships, if provided);

information associated with mobility, transfers and relocation (either upon hiring or as part of a transfer or work assignment), including family details, immigration status and nationality/citizenship, and tax and social security information.; and

information about your participation in and the administration of the Nike  Employee Stock Purchase Plan (ESPP –which is a voluntary incentive program, please also see paragraph 6) and bonus grants, including your contact information, national tax information (including national identifier), nationality, job title, shares and position, details of purchases and entitlements to shares awarded, cancelled, exercised, (un)vested or outstanding for implementing, administering and managing the ESPP.

Safety and Security

We monitor our facilities and use CCTV for employee safety, security and other legitimate business purposes, such as loss prevention. The facilities that use CCTV display visible signage where this is required by applicable law. We may use camera footage or recordings in those facilities to protect the legitimate interests or to defend the legal rights of Nike as permitted by applicable law.

We also process Personal Information associated with the protection of employee health and safety in workplaces, including contact details and other Personal Information (such as driver’s license details), as well as a description of the accident or injury and any remediation.

 Additionally, we process information about your use of Nike devices, technology and network to pursue our legitimate interest in securing our information and information systems. More information about these practices is described in Nike’s  Acceptable Use Policy .

In exceptional cases, we may need to process your Personal Information if it is necessary to protect your vital interests such as in case an accident happens at work or during work business travel.

Offboarding

We collect and process Personal Information during offboarding to finalize the employment relationship and to comply with our legal obligations. This includes information associated with retirement and termination, such as details of retirement, resignation, layoffs/reorganization, including notice period, termination date, reason for leaving and termination, retirement, and pension administration arrangements.

Voluntary Programs

From time to time, we may offer voluntary employee programs that process Personal Information in which you may freely agree to participate.

Sensitive Personal Information Processing

During onboarding and throughout your employment relationship, we may collect sensitive Personal Information subject to the conditions of applicable law.  Our collection, use, and disclosure of sensitive Personal Information is generally limited to what is reasonable and proportionate to the purpose for which we collect it.  For example, you may need to provide us or our company doctor with medical information to allow us to manage illness, incapacity, or disability issues, or to make a reasonable accommodation. In some countries, you may provide us voluntarily with sensitive Personal Information, such as your race, ethnicity, religion or sexual orientation, for diversity and equal opportunities purposes and where required or permitted by law. We also may be required to collect sensitive data to comply with our legal requirements in the fields of employment, social security, social protection (e.g., wage liens, tax or social security number), and other applicable laws.

Compliance with Legal Obligations

We may use your Personal Information to comply with applicable legal obligations (such as determining hiring eligibility or responding to subpoenas and court orders) as well as assessments, reviews and reporting relating to such legal obligations, including under employment and labor laws and regulations, Social Security and tax laws, environmental regulations, workplace safety laws and regulations, and other applicable laws, regulations, opinions and guidance.

Defending and Protecting Rights

We may use your Personal Information to protect and defend our rights and interests and those of third parties, including to manage and respond to employee and other legal disputes, to respond to legal claims or disputes, and to otherwise establish, defend or protect our rights or interests, including without limitation, Nike’s trade secrets and other intellectual property; the rights, interests, property, health, safety and reputation of Nike and its workforce; and the rights, interests, property, health or safety of others, including in the context of anticipated or actual litigation with third parties.

Mergers, Acquisitions and Other Business Transactions

We may use your Personal Information for purposes of planning, due diligence and implementation of commercial transactions, such as mergers, acquisitions, asset sales or transfers, financings, bankruptcy or reorganization or other similar business transactions.

Auditing, Accounting, Reporting and Corporate Governance

We may use your Personal Information for purposes relating to financial, tax and accounting audits; audits and assessments of our business operations, including without limitation assessing the effectiveness of Nike's business processes and measuring employee engagement; ensuring business continuity in case of absence or departures from Nike; problem resolution (e.g., internal reviews, grievances); management of whistleblowing channels; internal investigations; compliance (including conflicts of interest); risk management and security purposes, including security controls and financial controls; compliance with applicable laws, regulations and legal obligations; and for other internal business purposes such as administering our records retention program.

Other Legitimate Business Purposes

We may use your Personal Information based on our legitimate interest as necessary to conduct investigations, defend Nike’s legal interests, exercise claims or litigation, and comply with judicial or regulatory orders. We may also need to maintain disciplinary and grievance records (such as records of allegations, investigations or audits), as permitted or required by law. We process Personal Information as necessary to operate Nike’s Speak Up Portal in accordance with Nike’s  Code of Conduct (Inside the Lines) .

3. Sources of Personal information

We strive to obtain Personal Information directly from you to keep it accurate, up to date and relevant. Collection of Personal Information may occur during the job application process, during the employee on-boarding process, or on an ad hoc basis throughout your employment.

We also receive Personal Information about you from your line manager (for example, for performance or annual reviews) or from other colleagues (for example, in the context of periodic reviews or evaluations or if conducting a disciplinary investigation). From time to time, we may receive Personal Information about you from other third parties, for example customers, store partners, companies such as benefits providers, educational institutions, former employers, professional networking websites, professional references, members of the public and regulatory bodies.  We may also receive Personal Information from our websites, apps, systems, and network, as well as our third-party service providers.

4. Disclosures of Personal information

We share your Personal Information with other Nike entities for administrative purposes where required to run global processes, carry out group-wide reporting, or make decisions about senior hires or promotions based on our legitimate interest to administer our HR operations. This is typically administered by our HR Direct service centers serving Asia, Europe, and the rest of the world; these are located in Singapore (Nike Trading Company B.V., Singapore Branch), the Netherlands (Nike European Operations Netherlands B.V.) and the U.S.A. (Nike, Inc.) respectively.

As a global company, Nike relies on service providers and vendors that provide products and services.  Nike may disclose the categories of Personal Information listed above to these third parties based on our legitimate interest to engage third parties where necessary for the purpose of achieving the objectives outlined above. These include accountants, law firms and legal service providers, tax or financial professionals, payroll and benefits providers, relocation companies, pension and insurance companies, human resources specialists, consultants, contractors, IT support and storage providers.  We do not sell or share your Personal Information for advertising purposes. 

Our third-party service providers may have access to your Personal Information to perform certain functions or may host your Personal Information as part of a “cloud based” solution used by Nike employees. Nike uses third-party service providers that provide sufficient guarantees for the protection of your Personal Information. All vendors are to undergo Nike’s vendor risk assessment. Nike  requires third-party service providers by contract to implement appropriate data security and confidentiality obligations, in accordance with applicable law.

Some third parties to whom we may disclose Personal Information, for instance health insurance providers and pension scheme trustees, are data controllers in their own right, and you should refer to their own privacy policies in respect of how they use your Personal Information.

We may disclose Personal Information to third parties to comply with our legal and compliance obligations and to respond to legal process. For example, we may disclose information in response to subpoenas, court orders, and other lawful requests by regulators and law enforcement, including responding to national security or law enforcement disclosure requirements.  This may include regulators, government entities, and law enforcement as required by law or legal process.

If we or our affiliates are or may be acquired by, merged with, or invested in by another company, or if any of our assets are or may be transferred to another company, whether as part of a sale, bankruptcy or insolvency proceeding or otherwise, we may transfer the Personal Information we have collected from you to the other company.  We may also share certain Personal Information as necessary prior to the completion of such a transaction or corporate transactions, such as financings or restructurings, to lenders, auditors, and third-party advisors, including attorneys and consultants, as part of due diligence or as necessary to plan for a transaction.

We may disclose Personal Information where we believe doing so is necessary to protect our business, our employees, our rights and property, or the rights, property and safety of others.  For example, we may disclose Personal Information (i) to prevent, detect, investigate and respond to fraud, unauthorized activities and access, illegal activities, and misuse of the Nike premises, systems and networks, and (ii) in situations involving potential threats to the health, safety or legal rights of any person or third party. We may also disclose information, including Personal Information, related to litigation and other legal claims or proceedings in which we are involved, as well as for our internal accounting, auditing, compliance, recordkeeping, and legal functions.

We may disclose or make available your Personal Information to third-party platforms and providers that we use to provide or make available certain features or portions of our resources, tools, systems and networks.

5. Security and Governance of Personal information

Nike implements physical, technical and administrative security measures that are intended to protect your Personal Information. Please see Nike’s  Information Security Program(“NISP”)  for more information.  

We also implement access controls to help ensure that access to Personal Information is limited to Nike personnel who need to have access to perform their duties. Please see the Enterprise Data Access Policy for more information.

6. Retention of Personal information

We will retain the Personal Information we collect for as long as reasonably necessary to support our ongoing legitimate business needs and to carry out the purposes described in this Policy or as otherwise required by applicable law. Generally, this means your Personal Information will be retained until the end of your employment or work relationship with us plus a reasonable period of time thereafter as required (1) to effectuate termination of our relationship, (2) by applicable law or regulation, (3) to respond to employment or work-related inquiries or issues, or (4) to provide you with ongoing pensions or other benefits. If you continue to receive benefits from us after the end of your employment, we will continue to manage and process your Personal Information as described above. For more information about Nike's data retention practices, including in respect of employee records, please refer to Nike's  Records Retention Policy.

7. Updates to this Policy

We may change, update, or modify this Policy from time to time. If we make any changes to this Policy that materially affect our practices regarding the Personal Information we have previously collected from you, we will endeavor to provide you with notice in advance of such change, such as by contacting you at the email address we have on record.

8. Contact Information

If you have questions regarding this Policy, please contact your local HR manager. You may also contact Nike’s Privacy Office or Data Protection Officer by emailing  [email protected] .

Additional Information for California Residents

If you reside in California, the following additional California-specific provisions apply to the processing of your Personal Information:

This California Employee Privacy Policy and Notice at Collection (“Employee Notice”) provides specific information for residents of California who work for Nike. This Employee Notice is intended to satisfy our applicable notice requirements under the California Consumer Privacy Act (“CCPA”) (Cal Civ. Code § 1798.100 et seq.), as amended by the California Privacy Rights Act (“CPRA”).

Personal Information for purposes of this Employee Notice does not include:

·       Publicly available information that is lawfully made available from federal government records;

·       Information we have a reasonable basis to believe is lawfully made available to the general public by you, by widely-distributed media, or by a person to whom you have disclosed the information and not restricted it to a specific audience;

·       Information that is deidentified or aggregated;

·       Protected Health Information that is governed by the Health Insurance Portability and Accountability Act ("HIPAA"); and

·       Information we receive from consumer reporting agencies that are subject to the Fair Credit Reporting Act ("FCRA") (e.g., information contained in background check reports we obtain as part of our hiring process).

1.          Information We Collect

As further discussed in “Types of Personal Information We Collect and How We Use Them” above, the table below identifies, generally, the categories of Personal Information about you that we may collect, and that we have collected in the previous 12 months, about California residents in their capacity as Nike employees. Some Personal Information included in the categories below may overlap with other categories.

2.          Sales and Sharing of Personal Information

We do not sell or share, as those terms are defined under the CCPA, Personal Information or sensitive Personal Information about employees, including those who we know are under 16 years old. 

3.          How We Use Information

Generally, we may use the categories of Personal Information described above for the following business or commercial purposes (and any directly related purposes), as further described in "Types of Personal Information We Collect and How We Use Them" above:

Human resources management

Safety and security

Voluntary programs

Sensitive data processing

Compliance with legal obligations

Defending and protecting rights

Mergers, acquisitions and other business transactions

Auditing, accounting, reporting and corporate governance

Other legitimate business purposes

Use of Sensitive Personal Information .  Our collection, use and disclosure of sensitive Personal Information is generally limited to what is reasonable and proportionate for the following purposes:

To comply with our legal, regulatory and reporting obligations;

To make reasonable accommodations where necessary;

To verify the information you provide to us;

As otherwise necessary to carry out our functions as an employer;

In support of our equal opportunity and diversity and inclusion efforts (on a voluntary basis);

Where necessary to protect the health and safety of an individual; and

To protect and take action against malicious, deceptive, fraudulent, or illegal actions, security incidents.

We do not use or disclose employee sensitive Personal Information for purposes except as described herein (and as permitted pursuant to Cal. Code Regs. tit. 11, § 7027(m) (2022)).

4.          Disclosures of Personal Information

As further described in “Disclosures of Personal Information” above, we may disclose or have in the previous 12 months disclosed the above categories of Personal Information for a business purpose to the following categories of recipients on a need-to-know basis:

Our personnel, including personnel of our affiliates;

Service providers and vendors that act on our behalf to process Personal Information for administrative, management, or business purposes and to assist us in providing our products and services.  These include accountants, law firms and legal service providers, tax or financial professionals, payroll and benefits providers, relocation companies, pension and insurance companies, human resources specialists, consultants, contractors, and IT support and storage providers;

Third-party researchers and publishers;

Governmental bodies, law enforcement, or regulatory authorities where required by applicable law, in the context of lawful requests, court orders, legal proceedings or investigations;

Potential or prospective buyers, sellers, lenders and their respective affiliates, agents, advisers, representatives, employees, and officers in event of corporate transactions such as a financing, merger, acquisition, takeover, bankruptcy, amalgamation, reorganization or other sale or disposal of assets or interests; and

Third-party platforms and providers.

If required under the CCPA, we will obtain your consent prior to disclosing your Personal Information.

5.          Data Retention

6.         Your California Privacy Rights

Under the CCPA, employees who reside in California have the following rights (subject to certain conditions, limitations and exceptions) regarding the Personal Information we collect. Importantly, these rights do not affect other rights you may have under the California Labor Code.

Right to Know/Request Access . The right to know what Personal Information we have collected about you, including the categories of Personal Information, the categories of sources from which the Personal Information is collected, the business or commercial purpose for collecting, selling, or sharing Personal Information, the categories of third parties to whom we disclose Personal Information, and the specific pieces of Personal Information we have collected about you.

Right to Correct . Subject to certain restrictions, you have the right to request that we correct inaccuracies in your Personal Information.

Right to Delete . Subject to certain conditions and exceptions, you have the right to request deletion of your Personal Information that we have collected about you.

Right to Opt-Out . You have the right to opt-out of “sales” and “sharing” of your Personal Information, as those terms are defined under the CCPA. However, we do not sell or share our employees’ Personal Information, so there is no need to exercise these rights.

Right to Limit Use and Disclosure . We do not engage in uses or disclosures of Personal Information that would trigger the right to limit use of sensitive Personal Information under the CCPA.

Right to Non-Discrimination . We will not discriminate against you for exercising any of the rights described in this section.

Exercising Your California Privacy Rights

Employees who are California residents may submit a request to exercise their CCPA rights via the methods described below:

• Email us at [email protected]
• Call us at 888-360-6453

We will take steps to verify your request by  providing you with instructions to authenticate your identity through our corporate systems and and/or matching the information provided by you with the information we have in our systems. We will process your request based upon the Personal Information in our records that is linked or reasonably linkable to the information provided in your request. In some cases, we may request additional information in order to verify your request or where necessary to process your request. If we are unable to adequately verify a request, we will notify the requestor. 

Authorized agents may initiate a request on behalf of another individual using the same methods described above. Authorized agents will be required to provide proof of their authorization, and we may also require that the relevant consumer directly verify their identity and the authority of the authorized agent.  You may also provide us with a signed and dated power of attorney naming the authorized agent as your representative.

We reserve the right to reject (1) authorized agents who have not fulfilled the above requirements, or (2) automated rights requests where we have reason to believe the security of the requestor’s Personal Information may be at risk.

Response Timing and Format.

We endeavor to respond to a consumer request within 45 days of receipt. If we require more time (up to 90 days total), we will inform you of the reason and extension period in writing.

If we cannot respond to your request, either fully or partially, we will also explain our reasons. For data access requests, we will deliver the data in a readily, useable format.

Rights Under California Shine the Light Law .  We do not share Personal Information of employees with third parties for their own direct marketing use.

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Bonza administrators tell customers no refunds for now, despite company's promise to reimburse cancelled flights

Jennifer Hinton was one of thousands of Bonza customers left in the lurch this week.

The single mother had spent months saving up for a trip from Mackay to Melbourne with her young daughter for what would be their first holiday in five years.

"The idea of going on holidays is a luxury for people like me and then to have something like this happen, it's just disgusting — really poor form," Ms Hinton said.

"I can't afford to just start forking out money straight away like that to pay for a new set of flights."

Qantas came to the pair's rescue by replacing their flights free of charge.

But Ms Hinton has been left $623 out of pocket and will not be receiving a refund from Bonza any time soon.

The embattled low-cost carrier cancelled all services across the country on Tuesday morning, and has now ruled out any further flights until after Tuesday, May 7.

Bonza promised full refunds in text messages to some affected passengers, not long before it was placed into voluntary administration.

Newly-appointed administrators Hall Chadwick released a statement on Wednesday night acknowledging it was a "difficult time for all involved".

"Unfortunately the administrators and/or the company are not in a position to process or issue refunds at this time," the statement read.

"We understand how frustrating this is and we appreciate customers' patience."

The Australian Competition and Consumer Commission (ACCC)  is urging affected customers to contact their banks for potential reimbursement. 

More than money lost

Townsville pensioner Katy Hamilton said she held little hope of Bonza passengers ever seeing their money again.

"Good luck to them. I'm sorry, but that's how I see it," Ms Hamilton said.

Ms Hamilton had been using the budget airline to fly to the Gold Coast, before catching a train to Brisbane to visit her sister who is in palliative care.

But her most recent cancelled flight was to attend a netball competition for her daughter.

She said she was owed $125 by Bonza, but had also lost $300 in accommodation costs.

"That's not a lot, but to me it is when I'm trying to support my child," she said.

Sunshine Coast woman Sarah Wood had paid about $400 to fly to Darwin with her husband Rob on Wednesday morning.

"As small-business operators, we really don't get that much opportunity for a holiday so this week off is really precious to us," Ms Wood said.

“The stress level was through the Richter scale.”

She said she was told by Virgin and Qantas that they were not eligible for free flights as they were not considered "stranded".

The couple has spent an extra $2,000 on flights, accommodation and transport just to ensure their trip could go ahead.

“We're lucky enough that we had the available money to be able to purchase alternative tickets.

"My heart goes out to those others that didn't have that choice," Ms Wood said.

Airline 'monopoly'

Bradd Morelli, managing partner from insolvency firm Jirsch Sutherland, said it was not unusual for customers to miss out on refunds in the early stages of a company collapse.

"That would be a standard position from an administrator," Mr Sutherland said.

"If they've pre-booked, they're technically a creditor." He said it could be months before refunds were issued — if at all.

"If Bonza is going to restructure or if there's a sale, it may be that the purchaser wishes to honour those bookings in order to maintain or maximise goodwill," Mr Morelli said.

Ms Hinton said while she was very grateful to Qantas for stepping in and providing free flights, its airfares were well out of reach.

"I paid $623 with Bonza, the ticket price of my Qantas flights was $1,884," she said.

Despite the dramas, Ms Wood said the low-cost carrier should stay in the air, and called on the Federal government to intervene.

“They do everything in their power to help Qantas and Virgin … where's the help to Bonza?" she said.

“Where is the assistance to help these little regional airlines get off the ground so that we don't have a monopoly with the big two? It's another Coles and Woolies scenario."

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