01Scope & responsibility
This draft covers the Adwuma marketing website and the proposed workforce service. The legal operator’s registered name, address and privacy contact must be confirmed before this notice becomes effective. A subscribing business would generally determine why employee information is used; Adwuma’s role in processing it must be set out in an approved data-processing agreement.
02Information involved
Depending on enabled features, the proposed service may handle business and account details, employee profiles, branch assignments, attendance timestamps, leave requests, field-visit records, payroll preparation data and uploaded proof. The final notice must list only information actually collected. Do not provide unnecessary sensitive information in enquiries.
03Location & device permissions
GPS and QR attendance may require location or camera permission for a specific check-in or visit. The proposed product does not include continuous background GPS tracking. Before deployment, permission prompts and employee notices must explain the purpose, timing and scope of any capture, and how denied permissions are handled.
04Purposes & lawful use
The proposed purposes are to provide a business workspace, record attendance, coordinate teams, prepare reports and respond to enquiries. The applicable lawful grounds under Ghana’s Data Protection Act, 2012 (Act 843) require assessment before launch. Employers must give their staff appropriate notices and must not assume that an employee’s consent alone makes all workplace monitoring lawful.
05Sharing & service providers
An employee’s records would be accessible only to authorised people within the relevant business and approved service providers where required. The final notice must identify actual provider categories, hosting locations and any international transfer safeguards. No unverified provider list or data-sale claim is made by this draft.
06Storage, retention & deletion
Retention periods remain subject to approval. The final policy must distinguish account, attendance, location, proof, payroll and audit records, describe backup deletion, and explain what happens after cancellation. Legal recordkeeping duties may require some information to be retained. No fixed deletion or export deadline is promised here.
07Privacy requests
Employees should normally contact their employer about workforce records, including access, correction or deletion requests. Website enquiries and questions about Adwuma’s own handling of personal information can be raised through the Contact page. Identity verification, response procedures and applicable statutory rights must be confirmed in the effective policy; individuals may also seek guidance from Ghana’s Data Protection Commission.
08Cookies & website enquiries
The current contact form opens a prefilled message in your email application; it is not a submission receipt or an in-site inbox. Email handling still involves your email provider. A verified inventory of essential cookies, analytics and other tracking is required before launch. Where optional tracking requires consent, it must remain off until a valid choice is made; a decorative cookie banner is not a substitute.
09Security & changes
Access controls, tenant boundaries, secure transport and incident procedures are proposed requirements, not certifications or guarantees of the current service. Verified security practices and notification procedures must be documented before launch. Material changes to the effective notice should carry an updated date and appropriate notice to affected users.
Questions about this draft? Contact Adwuma.
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