Privacy & Data Protection Notice

1. Purpose and scope

This Privacy and Data Protection Notice explains how Desertwealth International Services Corporation may collect, use, disclose, store, secure and dispose of personal information through its website, recruitment communications, employer inquiries, applicant inquiries and related recruitment activities. Desertwealth is a Philippine-based land-based recruitment organization. Its activities may involve applicants located in the Philippines and other countries, overseas employers, foreign placement partners, government authorities, service providers and other parties involved in lawful recruitment and deployment.

The principal Philippine framework is Republic Act No. 10173, the Data Privacy Act of 2012, together with its implementing rules and related National Privacy Commission guidance. Desertwealth also recognizes that cross-border activities may bring other privacy regimes into consideration. Depending on the circumstances, those may include the European Union General Data Protection Regulation, the United Kingdom GDPR and Data Protection Act framework, the United States federal and state privacy requirements, Singapore's Personal Data Protection Act, Malaysia's Personal Data Protection Act, Thailand's Personal Data Protection Act, Indonesia's Law No. 27 of 2022 on Personal Data Protection, Japan's Act on the Protection of Personal Information, South Korea's Personal Information Protection Act, Taiwan's Personal Data Protection Act, Hong Kong's Personal Data (Privacy) Ordinance, China's Personal Information Protection Law, and Vietnam's personal-data protection framework. These references do not mean that every law applies to every person or transaction.

2. Information we may collect

Depending on the service, Desertwealth may receive identity and contact information such as name, address, telephone number, email address, nationality, date of birth, identification information, passport information and emergency-contact information. Recruitment activities may also involve education, employment history, professional licenses, skills, certifications, language ability, training records, interview information, references, medical or fitness information where lawfully required, photographs, immigration information, travel documents, employment preferences and information contained in a curriculum vitae.

Some information can be sensitive or subject to enhanced legal protection. Desertwealth should request only information reasonably necessary for a defined recruitment, employment, regulatory or security purpose. Applicants should not submit passwords, banking credentials, one-time authentication codes or other unrelated security credentials through a recruitment form.

3. Sources of information

Information may come directly from an applicant or employer, from an authorized representative, from a recruitment partner, from government or licensing systems, from professional references, from publicly available professional sources, or from technical systems used to operate the website. If Desertwealth receives information from a third party, the company should use that information only for legitimate purposes and should respect applicable notice, consent, lawful-basis and confidentiality requirements.

4. Why information is used

Personal information may be used to respond to inquiries, assess qualifications, match applicants with approved opportunities, communicate interviews, coordinate documentation, support lawful recruitment and deployment, communicate with overseas employers, comply with Philippine government requirements, comply with destination-country rules, prevent fraud and illegal recruitment, maintain records, resolve disputes, protect systems, and operate the website.

Where a privacy law requires consent, Desertwealth should obtain consent in a clear and appropriately documented manner. Consent should not be assumed merely because a person visits the website. Where another lawful basis is available, such as compliance with a legal obligation, performance of a contract or legitimate interests recognized by applicable law, Desertwealth may rely on that basis where appropriate.

5. Recruitment and employment data

Recruitment data can move between the Philippines and destination countries. An applicant's information may be shared with an overseas employer or authorized partner when necessary for a legitimate recruitment process. Such sharing should be limited to the information reasonably necessary for the relevant position and should be handled under appropriate contractual, security and legal controls.

Destination countries may impose their own privacy and employment requirements. For example, the European GDPR can apply to organizations outside Europe in circumstances described by the regulation, including certain processing connected with offering services or monitoring individuals in the European Economic Area. U.S. privacy laws vary by state and business activity; California's privacy framework may apply to qualifying businesses and data practices. Asian jurisdictions likewise have different definitions, exemptions, consent standards, retention requirements and cross-border transfer rules.

6. Disclosure to third parties

Desertwealth may disclose relevant information to overseas employers, authorized foreign placement partners, government agencies, medical or testing providers, document-processing providers, technology vendors, professional advisers, insurers, auditors, payment providers, and other parties when reasonably necessary and lawful. Third parties should receive only the information needed for their assigned function. Desertwealth should use contracts or other appropriate safeguards where required.

Desertwealth does not intend to sell applicant information as a commercial commodity. If a particular jurisdiction defines certain transfers as a sale, sharing, targeted advertising disclosure or similar regulated activity, the company should evaluate that activity separately and provide any legally required rights or choices.

7. Cookies and website technology

The website may use essential technical functions such as session handling, security, basic analytics or preference storage. If non-essential analytics, advertising or profiling technologies are introduced, the website should provide appropriate notice and, where required, a consent mechanism. Browser settings may also limit certain cookies, although disabling essential cookies can affect site functionality.

8. Security

Desertwealth should maintain reasonable administrative, technical and physical safeguards appropriate to the nature and volume of information processed. Measures may include access controls, password management, encryption in transit, secure hosting, restricted administrative access, malware protection, backups, staff confidentiality requirements, incident procedures and secure disposal. No internet system can guarantee absolute security, and applicants should use care when transmitting documents.

9. Retention

Personal information should be retained only for as long as reasonably necessary for the purpose for which it was collected, for a recruitment or employment relationship, for regulatory obligations, or for legitimate dispute, audit and recordkeeping needs. Retention periods can differ by document type and jurisdiction. When information is no longer required, it should be securely deleted, anonymized or otherwise disposed of in accordance with applicable law.

10. Individual rights

Depending on the applicable law, an individual may have rights to access information, request correction, object to or restrict certain processing, withdraw consent, request deletion or erasure, receive a copy of certain information, complain to a privacy regulator, or ask about cross-border transfers. Philippine data subjects may have rights under the Data Privacy Act and its implementing rules. European residents may have additional GDPR rights. U.S. residents may have rights under applicable state law. Other Asian jurisdictions provide their own rights.

11. Cross-border transfers

Recruitment is inherently international. When personal data is transferred across borders, Desertwealth should consider the requirements of the originating jurisdiction, the receiving jurisdiction, contractual safeguards, security, data-subject rights and any government or regulator requirements. A destination employer may independently have duties under local privacy and employment law.

12. Children and vulnerable individuals

The recruitment services described on this website are intended for adults who are legally eligible to work in the relevant jurisdiction unless a lawful program expressly provides otherwise. The company should not knowingly collect children's information through ordinary recruitment forms. If information relating to a minor is required by law or a legitimate process, additional safeguards should be applied.

13. Data incidents

If Desertwealth becomes aware of a personal-data incident, it should assess the event promptly, contain and investigate it, preserve relevant evidence, determine whether notification is required, and communicate with affected individuals and regulators when legally required. Notification timelines and thresholds vary by jurisdiction, so incident response should be coordinated with qualified advisers.

14. Contact and updates

Questions about privacy should be directed to Desertwealth through its verified official contact channels. This notice may be updated when the website, recruitment processes, technology or applicable law changes. The date of the latest revision should be displayed on the live website. If a material change affects how information is used, the company should provide additional notice when required.

15. No legal advice

This notice is a website policy framework and is not a substitute for legal advice. Philippine law should be the starting point for Desertwealth's Philippine operations, while destination-country and data-protection rules should be assessed for each cross-border recruitment relationship. The company should obtain professional review before accepting applications or processing sensitive personal information through the live website.

16. Recruitment partners and processors

Some recruitment activities may require service providers that act on Desertwealth's instructions. Examples can include secure hosting, document management, communications, scheduling, professional advisers, medical providers, testing centers and government-facing service providers. Before engaging a provider that handles personal information, Desertwealth should determine whether the provider is a processor, service provider, independent controller, or another legally recognized role. Contracts should define confidentiality, security, permitted processing, return or deletion, incident cooperation and subcontracting requirements when applicable.

17. International applicant communications

An applicant may communicate from a country different from the country where the employer is located. This does not automatically make every law applicable, but it can create overlapping obligations. Desertwealth should consider where the applicant is located, where the information is collected, where it is stored, where it is transferred, and the legal purpose of the processing. When a jurisdiction provides mandatory rights, the company should have a practical method for receiving and responding to those requests.

18. Employment references and verification

When an applicant provides references or authorizes employment verification, Desertwealth may need to communicate with former employers, schools, licensing bodies or other organizations. Verification requests should be limited to information reasonably necessary for the recruitment purpose and should respect confidentiality obligations. Applicants should provide accurate information and should not list references without appropriate authorization where required.

19. Sensitive recruitment information

Recruitment may involve information about health, disability, identity, immigration status or other matters that receive enhanced protection under some laws. Such information should be collected only when there is a legitimate and lawful reason, stored with stronger access controls and disclosed only when necessary. A recruitment website should not invite applicants to upload medical records or identity documents simply because a form can technically accept them.

20. Automated tools

If Desertwealth later uses automated screening, artificial intelligence, profiling or algorithmic ranking, the company should conduct a separate legal and fairness assessment. Depending on the jurisdiction, automated employment decision tools can create privacy, transparency, discrimination, notice or human-review requirements. Automated tools should not be used to make high-impact recruitment decisions without appropriate governance and testing.

21. Complaints

An individual who believes that personal information has been mishandled may contact Desertwealth first. Depending on the person's jurisdiction and applicable law, the individual may also have a right to complain to a data-protection authority or other regulator. Desertwealth should document complaints, investigate them consistently and preserve evidence needed to respond.

22. Security limitations

Although reasonable safeguards should be used, no email, form, cloud service or internet transmission is guaranteed to be perfectly secure. Applicants should verify that they are communicating with an official Desertwealth address before sending identity documents. The company should avoid requesting sensitive documents through public social-media messages or unsecured personal accounts.