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Yesterday — 22 November 2024Main stream
✇TechnologyAdvice

What is Parental Leave?

By: Kaylyn McKenna
21 November 2024 at 18:28

Key takeaways

  • Parental leave grants time off for new parents who are welcoming a new child through birth, adoption, or foster care.
  • While the United States doesn’t have a federal paid parental leave law, there are several laws to consider while crafting your parental leave policy.
  • It’s important to provide ongoing support to working parents beyond their parental leave.
  • Nov. 21, 2024: Kaylyn McKenna revised the article for accuracy and style. She also added information about the types of parental leave, benefits of offering paid leave, and tips for creating a paid leave policy and supporting working parents. Lauren Hansen wrote the original version of this article, which was published on January 31, 2023.

I am an experienced HR writer with a master’s in Industrial-Organizational psychology. I have extensive experience creating guides and policies around the FMLA and other forms of leave. I also consulted several experts and business leaders to gain differing perspectives and added insights on parental leave policies.

What is parental leave?

Parental leave, also referred to as family leave, is a benefit given to employees who need time away from work to welcome and care for new members of their family. It is similar to sick leave and paid time off (PTO), but the stipulations for eligibility and entitlement are often more nuanced and subject to more legal requirements.

Parental leave is generally provided for pregnancy and birthing, adoption, and foster care placement. It is intended to support family bonding but can also be used for prenatal medical appointments, adoption counseling, pre-placement visits for foster children, and other related absences.

Most countries guarantee some degree of parental leave to all workers, though the specific details of those requirements vary drastically.

Also read: Policies & Benefits That Support Working Parents

Parental leave vs maternity leave

The term maternity leave used to be commonly used to refer to time off given to mothers before or following the birth of a child. It combines parental leave and pregnancy disability leave. However, this term only addresses a narrow set of parental experiences. Instead, parental leave addresses a wider range of scenarios, including adoptive parents and employees who don’t identify as mothers or fathers. 

Paid vs unpaid parental leave

In the United States, unpaid parental leave is very common. Unpaid leave means that employees are granted time off of work but aren’t compensated during this period. Employers may also choose to offer paid leave, giving employees a full or partial salary while on parental leave.

Types of parental leave

There are several different forms of parental leave, some of which you may be legally required to offer.

FMLA parental leave

The Family and Medical Leave Act (FMLA) allows eligible workers to take 12 weeks of unpaid, job-protected leave for a range of medical and family-related reasons. For new parents, FMLA leave can be used for family bonding following the birth, adoption, or foster placement of a child. 

In order to take FMLA leave, employees must meet the following requirements:

  • They must work for a covered employer.
  • They must have worked for the employer for at least 12 months.
  • The employee must have logged at least 1,250 hours with the employer in the last 12 months.

Your company is considered a covered employer and required to comply with the FMLA if you are:

  • A private employer with 50 or more employees working within a 75 mile radius of a worksite (note that remote employees are counted toward the worksite that they receive direction from).
  • A public agency.
  • A public or private elementary or secondary school.

This leave balance can be used anytime within the first year of the child’s life or placement. It can also be used before the birth or placement, for medical appointments for prenatal care or time off due to pregnancy complications.

Parental FMLA leave can also be taken as intermittent leave or reduced schedule leave if agreed upon between employee and employer. In these formats, leave is broken up into smaller increments and used either on a recurring reduced schedule basis or an as-needed basis rather than all at once.

State parental leave programs

Some states also have their own paid parental leave programs. Currently, 10 states and the District of Columbia have active laws providing mandatory paid family leave for eligible employees:

  • California.
  • Colorado.
  • Connecticut.
  • Kentucky.
  • Massachusetts.
  • New Jersey.
  • New York.
  • Oregon.
  • Rhode Island.
  • Washington.

A handful of other states have passed laws that will be going into effect in the coming years. If you operate in one of these states, you’ll want to keep track of the effective dates and make sure you update your policies appropriately:

  • Delaware (effective January 1, 2026).
  • Maine (effective May 1, 2026).
  • Minnesota (effective January 1, 2026).
  • Maryland (effective July 1, 2026).

In addition, several states have voluntary parental leave laws that permit and regulate the sale of paid family leave insurance that may be used for parental leave:

  • Alabama.
  • Arkansas.
  • Florida.
  • New Hampshire.
  • Tennessee.
  • Texas.
  • Vermont.
  • Virginia.

Employer parental leave policies

Employers can create their own internal policies to supplement the legally required leave options, such as by offering paid leave or short-term disability insurance to supplement an employee’s income during their time off. This can be a great way to make your company stand out as an employer to attract and retain top candidates.

The SHRM 2024 Employee Benefits Survey found that 40% of employers are currently offering paid parental leave policies, though these policies can vary widely.

Companies with internal leave policies

Here are some examples of companies offering their own internal parental leave policies:

  • Google: Google takes a split approach by offering 24 weeks of paid parental leave for a birthing parent and 18 weeks for other parents.
  • Pinterest: Offers a minimum of 20 weeks off for new parents (through birth or adoption), but gives an extra 12 weeks off to parents with babies in the NICU. New parents are also granted a four week transition period where they can ease back into work on a reduced schedule. They also offer four weeks of paid leave for pregnancy loss through miscarriage. This policy is really well-rounded in addressing different potential pregnancy and birthing outcomes, the needs of adoptive parents, and provides support during the transition back to work.
  • Lalo: This baby product brand gives new parents 12 weeks of paid parental leave and offers flexibility during the transition period afterward. The company provides flexible working hours (in addition to its normal remote work flexibility), to help parents through the transition back to work after leave.

Benefits of offering parental leave

Offering parental leave doesn’t just benefit employees. It can also have a positive impact on your organization.

In a recent Pew Research Center survey, 74% of employees responded that it’s extremely important or very important to them to have access to paid parental, family, or medical leave through their employer. However, many employers still don’t offer paid family or parental leave. This means that offering this paid benefit is a great opportunity for you to stand out from competitors to attract and retain top talent.

Welcoming a new member into the family is an exciting time, but it’s also tiring and stressful for new parents. Parental leave allows employees to take time away to focus on their family and adjust to the change. Without it, employees would be coming to work stressed, exhausted, and overwhelmed, which is not good for their well-being or their work performance.

Offering parental leave makes it easier for parents to stay in the workforce and makes your organization more inclusive. Historically, women have been the ones to be pushed out of the workforce after having or adopting a child. With parental leave policies and workplace programs to support working parents, your organization can maintain gender diversity in the workplace and build an inclusive environment.

Common barriers to parental leave

Despite legislative protections, employees in the U.S. often underutilize parental leave benefits for a variety of reasons. They may face financial hardship if they take unpaid leave, be ineligible to receive leave benefits, or fear the indirect career impact of taking extended time away from work.

Here are some obstacles to consider when crafting or revising your organization’s parental leave policies.

Taking unpaid leave isn’t financially feasible for all employees. 70% of employees report that they can’t afford to take 12 weeks of unpaid leave, as they have insufficient savings to support them during their leave. If your company is only offering unpaid parental leave, your team may not be able to afford to take their full leave balance, and may be forced to return to work early to resume earning money. This adds to the stress of being a new parent and impedes on essential family bonding time.

Many parental leave policies are geared toward mothers and pregnant women, which inadvertently excludes a large population of employees who would benefit from similar accommodations. Revising policies to include non-binary, adoptive, and non-birthing parents helps ensure a broader group of employees are able to care for their families.

Eligibility requirements may also reserve paid parental leave benefits for employees with more tenure or seniority. New hires, hourly workers, and junior employees may be unable to take paid leave despite their family planning goals.

Additionally, most parental leave policies don’t give time off to parents dealing with pregnancy loss or infertility issues. Expanding eligibility to include a wider range of family planning scenarios allows those employees to take the time off they need to be more present and productive while at work.

Parental leave policies may not be effective if your company culture makes it difficult for eligible employees—especially women and minorities—to take time off. In many cases, working parents are hesitant to take leave that’s available to them if they fear how it will affect their job security and prospects for career advancement.

This is often regarded as the “motherhood penalty,” where implicit biases mean women with children are less likely to receive promotions, job offers, and other opportunities because they are perceived as less committed to their work. Creating equitable policies and a company culture that encourages employees to take time off can help minimize this barrier.

Tips for creating a paid leave policy 

Ready to build your own paid leave policy? Here are our top tips to build a thorough and effective policy.

Ensure that your policy complies with any applicable federal, state, and local laws. Keep in mind that this may mean that you need to have different versions of your parental leave policy if you employ people across multiple states. Many states also have new policies, such as Minnesota’s Paid Leave Law, scheduled to go into effect in the next two years, so you’ll want to stay up to date on any legislative changes and deadlines to update your policy.

Whether you’re creating a new policy or updating an old one, ask employees for feedback. You can solicit advice on the length of leave, what barrier employees are facing that may prevent them from taking leave, and what kind of support they’d like to see when they return from parental leave.

“A comprehensive parental leave policy should be clearly written and easily accessible to all employees, with defined eligibility criteria, leave duration, pay replacement, and return to work options,” says Seth Turner, Co-Founder and Chief Strategy Officer of AbsenceSoft.

Your policies should clearly explain what leave benefits are available and who is eligible for leave. It’s also helpful to explain how employees should go about requesting parental leave, such as who they need to notify and how much advance notice is required.

“At its core, such a policy should embrace inclusivity by recognizing various family structures. This means using gender-neutral terminology and ensuring provisions are available for all types of parents,” explains Beth Hanson, Vice President of Talent in Human Resources at DeVry University.

You’ll want to make your policy available to parents of all genders and all family types, including those who are welcoming a child through surrogacy, adoption, or fostering.

It’s important to review and update all of your key policies (and your employee handbook itself) on a regular basis. Aim for at least once a year, and update more promptly whenever a legal change occurs.

“Continuous evaluation and communication of the policy are crucial. Regularly updating the policy based on employee feedback and changing legal requirements demonstrates a commitment to adaptability and responsiveness to workforce needs,” adds Hanson.

Supporting working parents beyond parental leave

Supporting parents doesn’t end with parental leave; you’ll also want to have tools and policies in place to support employees’ transition back into the workforce and throughout their parenting journey.

“Without the proper resources and support, these 12 weeks speed by, and the parents return to work exhausted, confused, and weary about how to balance it all,” shares Christine Landis, founder of Peacock Parent Inc.

Employers should consider how to ease employees back into work after their leave ends, and how to provide ongoing support through options like flexible schedules and remote work policies to help working parents balance their job and growing families. Benefits like employee assistance programs can also support working parents by providing assistance in locating childcare.

Mark Whitley, Founder and CEO of Whits Services Corporation notes how his company manages that transition period; “We’ve put together some support that really makes a difference. Think flexible hours or coming back part-time at first. Plus, we hook up our teams with resources like childcare and someone to talk to if it’s all getting a bit much.”

Many HR software providers, like Gusto, offer features that help businesses support parents through 529 college savings plans, reimbursement programs, and paid leave alongside traditional employee benefits.

Keep track of your employees’ leave balances with these 5 Best Leave Management Software.

The post What is Parental Leave? appeared first on TechnologyAdvice.

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✇Centraleyes

Texas Data Privacy and Security Act (TDPSA)

By: Avigail Politzer
7 November 2024 at 04:05

What is the Texas Data Privacy and Security Act?

The Texas Data Privacy and Security Act (TDPSA) is a state law designed to protect the privacy and security of Texas residents’ personal information. Enacted to align with a growing national trend towards stronger data privacy laws, the TDPSA places specific requirements on businesses operating in Texas or handling the personal information of Texas residents. The Act addresses how personal data should be collected, stored, processed, and shared, empowering individuals with rights over their information and obligating organizations to uphold these protections. TDPSA is Texas’ response to the growing demand for stronger data privacy protections, especially in the age of digital transformation.

Who Does TDPSA Help?

The TDPSA primarily benefits Texas residents by giving them greater control over their personal data. Under the Act, Texas consumers gain rights such as the ability to access, correct, delete, and opt out of the sale or sharing of their personal information. The TDPSA also provides specific protections for sensitive data, safeguarding Texans’ health information, biometric data, and other sensitive categories. Additionally, it helps businesses by setting a clear standard for data privacy, allowing compliant organizations to build trust with their customers and reduce the risk of costly data breaches or reputational damage.

What are the Requirements for TDPSA?

The TDPSA imposes several requirements on businesses that collect or process personal information from Texas residents. Here are some core obligations:

  • Transparency: Businesses must provide clear and accessible privacy notices explaining how personal information is collected, used, shared, and protected.
  • Consumer Rights: Texas residents must be able to access, correct, and delete their personal data, as well as opt out of the sale or sharing of their information.
  • Data Security: Organizations are required to implement appropriate security measures to protect personal data from unauthorized access, breaches, or misuse.
  • Data Minimization: The TDPSA encourages organizations to collect only the data necessary for a specific purpose and avoid excessive data retention.
  • Accountability: Companies must regularly assess and update their data privacy practices and provide evidence of compliance, including handling consumer requests in a timely manner.

Why Should You Be TDPSA Compliant?

Compliance with the TDPSA offers several benefits. For one, it builds trust with Texas residents who are increasingly concerned about how their data is used and protected. Compliance also helps organizations avoid costly penalties that may arise from violations of the law. Non-compliance can result in legal consequences, financial fines, and reputational damage, which may negatively impact business relationships. For businesses that prioritize data privacy, TDPSA compliance enhances their credibility and positions them as leaders in responsible data handling.

What Topics Does TDPSA Include?

The TDPSA covers a range of essential data privacy and security topics, including:

  • Consumer Rights: Texas residents’ rights to access, correct, delete, and restrict data use.
  • Privacy Policies and Disclosures: Requirements for transparent data collection practices and privacy notices.
  • Data Security Protocols: Mandated safeguards to protect data integrity and prevent unauthorized access.
  • Data Minimization and Retention: Encouragement to limit data collection to essential information and implement data retention policies.
  • Third-Party Sharing Restrictions: Controls over sharing or selling personal data to third parties, with opt-out rights for consumers.

These topics make the TDPSA comprehensive in addressing data privacy and security within the state.

Other Key Considerations Under TDPSA

There are additional aspects of the TDPSA that organizations should keep in mind:

  • Sensitive Data Requirements: The TDPSA provides heightened protection for sensitive information, such as health data and biometric information. Businesses must take extra steps to secure this data.
  • Right to Appeal: Texas residents have the right to appeal any denial of their requests 
  • regarding personal data, such as requests to correct or delete information. Organizations must have procedures in place for handling these appeals.
  • Data Processing Agreements: For businesses that outsource data processing, the TDPSA requires that contracts with third-party processors include specific data protection clauses.
  • Children’s Privacy: The TDPSA includes special considerations for protecting minors’ personal data, ensuring compliance with existing laws related to children’s online privacy.

How to Achieve TDPSA Compliance?

Achieving TDPSA compliance involves a thorough review and alignment of your data privacy policies and practices. Here are a few actionable steps:

  1. Conduct a Data Inventory: Identify the personal information your organization collects, processes, and stores, particularly focusing on data from Texas residents.
  2. Review and Update Privacy Policies: Ensure your privacy policy includes all required information under the TDPSA, making it clear and accessible to users.
  3. Implement Consumer Rights Mechanisms: Create processes for Texas residents to submit data requests and develop a system for fulfilling these requests within required timeframes.
  4. Assess Data Security Measures: Review and strengthen your data security protocols, including encryption, access controls, and incident response plans.
  5. Training and Accountability: Provide data privacy training to employees, especially those handling personal data, and maintain records of your compliance efforts.

Leveraging a data compliance platform can simplify this process by automating tasks like risk assessments, policy management, and consumer request handling.

Conclusion

The Texas Data Privacy and Security Act is a critical law that not only enforces rigorous data privacy and security measures but also fosters trust with Texas residents by giving them control over their personal information. For businesses, compliance is an essential step in reducing legal risks, protecting sensitive data, and showing a strong commitment to privacy. Achieving and maintaining compliance, however, can be challenging given the law’s comprehensive requirements.

This is where the Centraleyes platform can make a difference. As a robust risk and compliance management solution, Centraleyes streamlines TDPSA compliance through its automated assessments, smart questionnaires, and detailed risk tracking features. The platform simplifies each stage of the compliance process, from conducting data inventories to managing consumer rights requests and enhancing data security practices. Centraleyes enables organizations to confidently meet TDPSA requirements while saving time, enhancing security, and building a solid foundation for data privacy.

By integrating Centraleyes into your compliance strategy, you can efficiently navigate the complexities of TDPSA and focus on what matters most: securing customer trust and safeguarding data.

The post Texas Data Privacy and Security Act (TDPSA) appeared first on Centraleyes.

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Oregon Consumer Privacy Act (OCPA)

By: Naomi Scarr
7 November 2024 at 04:04

What is the Oregon Consumer Privacy Act?

The Oregon Consumer Privacy Act (OCPA) is a state privacy law that sets guidelines for how businesses should collect, use, and protect the personal data of Oregon residents. Signed into law in 2023, OCPA aims to strengthen individual privacy rights and establish clear responsibilities for businesses operating within the state or processing Oregon residents’ data. The act aligns with broader privacy frameworks across the U.S. to ensure that organizations handle data ethically and transparently. The OCPA focuses on empowering consumers with rights over their personal data, enhancing data protection practices, and fostering accountability.

Who Does OCPA Help?

The OCPA primarily helps Oregon residents by giving them greater control over their personal information. It also provides clear guidelines for businesses that operate in Oregon or process data about Oregon residents, regardless of where the business is located. The law is particularly relevant for businesses across various sectors—such as retail, finance, technology, and healthcare—that handle consumer data on a large scale. With OCPA’s protections, consumers can enjoy improved data privacy while businesses gain a structured approach to handling data responsibly.

What are the Requirements for OCPA?

To comply with OCPA, businesses must meet several key requirements:

  • Data Collection Transparency: Businesses need to clearly disclose what personal data they collect, why they collect it, and how they use it.
  • Consumer Rights: OCPA grants consumers rights over their data, including the right to access, correct, delete, and opt out of certain data processing activities, such as targeted advertising or the sale of personal data.
  • Data Protection Measures: Businesses must implement security measures to protect consumer data and reduce the risk of unauthorized access or misuse.
  • Data Minimization and Purpose Limitation: Businesses should collect only the data necessary for the specific purpose it was obtained for, avoiding excessive or irrelevant data collection.
  • Processor Requirements: If a business uses third-party processors, it must ensure that these parties also follow the data protection standards established by OCPA.

Why Should You Be OCPA Compliant?

Being OCPA compliant offers several benefits for organizations and their customers. Compliance not only reduces the risk of regulatory penalties but also strengthens consumer trust by demonstrating a commitment to privacy. As consumers become more privacy-aware, businesses that align with laws like OCPA are better positioned to maintain customer loyalty and stay competitive. Additionally, OCPA compliance helps protect businesses from data breaches and reputational damage by enforcing strong data protection measures. Non-compliance, on the other hand, can result in financial penalties, legal complications, and a damaged reputation.

What Topics Does OCPA Include?

OCPA covers a range of topics critical to consumer privacy and data security, including:

  • Consumer Rights: Rights to access, delete, correct, and opt-out of specific types of data processing.
  • Data Collection and Use Transparency: Requirements for businesses to provide clear disclosures about their data practices.
  • Data Security Obligations: Standards for implementing security measures to protect personal information.
  • Data Minimization and Purpose Limitation: Guidelines for limiting data collection to only what is necessary for stated purposes.
  • Processor Requirements: Rules for ensuring third-party processors comply with data protection standards.

Other Key Considerations Under OCPA

Here are some additional important aspects of OCPA:

  • Data Breach Notification: Although Oregon has a separate data breach notification law, companies should still be prepared to handle breach reporting, as a breach involving personal data could have OCPA implications.
  • Enforcement by the Oregon Department of Justice: The OCPA is enforced by Oregon’s Department of Justice (DOJ), which can issue penalties for non-compliance, especially if a business is found to have repeatedly violated consumers’ privacy rights.
  • Implications for Emerging Technologies: Organizations using AI, big data analytics, or IoT devices should assess their compliance with OCPA, as these technologies can complicate data privacy practices.

How to Achieve OCPA Compliance?

To achieve compliance with OCPA, businesses should start by conducting a thorough assessment of their current data practices to identify any gaps. Centraleyes’ Risk & Compliance Management Platform is ideal for streamlining this process. Through a centralized platform, organizations can automate essential tasks such as data collection, risk assessment, and ongoing monitoring to ensure compliance with OCPA. Key steps include:

  1. Data Mapping and Inventory: Identify and categorize all personal data your organization collects and processes.
  2. Privacy Policy Updates: Ensure that your privacy policy reflects OCPA’s requirements on data collection and consumer rights.
  3. Implementing Consumer Rights Processes: Set up systems for consumers to easily exercise their rights under OCPA, such as submitting requests for data access or deletion.
  4. Employee Training and Awareness: Educate staff on OCPA requirements, especially those who handle consumer data directly.
  5. Review of Third-Party Contracts: Assess third-party processors to ensure they also meet OCPA standards for data protection.

Conclusion

The Oregon Consumer Privacy Act (OCPA) offers a clear path for consumer privacy protection, giving individuals more control over their personal data while holding businesses accountable for responsible data practices. By adhering to OCPA’s requirements, organizations can strengthen consumer trust, enhance data security, and minimize regulatory risks. Achieving compliance, however, can be a complex task—especially for businesses handling large amounts of consumer data. This is where the Centraleyes Risk & Compliance Management Platform comes in. Centraleyes streamlines the compliance process through a single platform that automates essential tasks like data mapping, risk assessment, and monitoring, ensuring that organizations can easily meet OCPA’s requirements. By using Centraleyes, companies can achieve OCPA compliance efficiently and effectively, building a strong foundation in privacy protection and setting themselves apart as trusted, privacy-focused leaders.

The post Oregon Consumer Privacy Act (OCPA) appeared first on Centraleyes.

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Nebraska Data Privacy Act (NDPA)

By: Deborah Erlanger
7 November 2024 at 04:02

What is the Nebraska Data Privacy Act?

The Nebraska Data Privacy Act (NDPA) is a state-level privacy law designed to protect Nebraska residents’ personal information and ensure that businesses operating in the state handle data responsibly. It establishes requirements for companies to manage, secure, and use personal data transparently, giving individuals more control over how their information is collected, stored, and shared. The NDPA aligns Nebraska with the growing movement in the U.S. toward stronger state data privacy protections.

Who Does NDPA Help?

The NDPA primarily protects Nebraska residents by granting them new rights over their personal data. It benefits consumers by allowing them to access, correct, or delete their personal information and by restricting the way businesses use sensitive data. Additionally, the NDPA aids businesses operating in Nebraska by offering clear guidelines on data practices, helping them build consumer trust through compliance with transparent data protection standards.

What are the Requirements for NDPA?

To comply with the NDPA, organizations must meet specific privacy and security standards, including:

  • Consumer Rights: Enable Nebraska residents to access, correct, or delete their personal information.
  • Data Security: Implement reasonable security measures to protect personal data from unauthorized access and breaches.
  • Transparency: Provide clear privacy notices that explain what personal data is collected, how it’s used, and with whom it is shared.
  • Data Minimization: Collect only the data that is necessary for specific, lawful purposes and retain it only as long as required.

Additionally, NDPA requires businesses to respond promptly to consumer data requests and to report data breaches to affected individuals and, in some cases, to state authorities.

Why Should You Be NDPA Compliant?

Compliance with the NDPA offers several advantages, including enhanced consumer trust, minimized legal risks, and competitive benefits. Meeting NDPA standards shows that a business values consumer privacy, which can improve reputation and customer loyalty. Failing to comply, on the other hand, may result in penalties, fines, or even legal actions, as well as damage to the organization’s credibility. Complying with the NDPA is not only a legal obligation but also a valuable step toward building a privacy-conscious brand.

What Topics Does NDPA Include?

The NDPA covers a range of data privacy topics, including:

  • Personal Data Management: Guidelines on the collection, processing, and retention of personal data.
  • Consumer Rights: Rights to access, correct, delete, and opt out of certain data processing activities.
  • Security Requirements: Standards for data protection, including encryption and access controls.
  • Data Breach Protocols: Mandatory reporting procedures for data breaches.

These topics ensure that businesses manage personal information in a way that is secure, transparent, and respectful of consumer rights.

Other Key Considerations Under NDPA

Some additional points under the NDPA include:

  • Vendor Management: Organizations must assess the data security practices of third-party vendors to ensure that they meet NDPA standards.
  • Data Retention Limits: Companies are encouraged to set clear data retention policies, only keeping data as long as necessary for specific business purposes or legal requirements.
  • Data Impact Assessments: Although not strictly required, conducting regular data privacy impact assessments can help organizations identify and mitigate risks associated with new data processing activities.

How to Achieve NDPA Compliance?

Achieving NDPA compliance involves a systematic approach to privacy and security. Organizations can start by conducting a comprehensive data audit to understand what personal data they collect, how it’s used, and where it’s stored. Next, they should develop or update privacy policies that reflect NDPA requirements and implement secure data storage practices, such as encryption and access controls. Using a privacy compliance platform can streamline this process, helping to automate data tracking, consumer requests, and breach notifications. Regular training and audits also ensure that employees and systems remain aligned with NDPA standards over time.

Conclusion

The Nebraska Data Privacy Act (NDPA) represents Nebraska’s commitment to protecting residents’ personal information and promoting transparency in data handling. For businesses, compliance with NDPA is both a legal requirement and a competitive advantage, helping to foster consumer trust and reduce the risk of penalties. By understanding NDPA requirements and taking steps to implement secure and responsible data practices, organizations can successfully meet these standards and contribute to a more privacy-conscious business environment.

For businesses aiming to streamline NDPA compliance, the Centraleyes Risk & Compliance Management platform offers a powerful solution. Centraleyes simplifies the process by automating compliance tasks, from data mapping and privacy assessments to security audits and breach response management. The platform’s intuitive dashboards, automated risk tracking, and customizable privacy templates make it easy for organizations to meet NDPA standards efficiently. With Centraleyes, companies can focus on building a privacy-first business, confident that their compliance needs are being met with a comprehensive and effective approach.

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