Effective date: October 30,2025
This Policy explains how we collect, use, disclose, and protect information about job applicants and candidates(including individuals who submit résumés/CVs or participate in assessments or interviews) for positions with Bruce R Gilbert MD PhD PC dba New York Cryo dba Men’s Fertility Laboratory in New York. It does not create a contract of employment. If you apply for a role outside NYC, some local rules may differ.
We do not request or require Protected Health Information (PHI) during application. Please do not include PHI in your application materials.
Identifiers & contact: name, address, email, phone; government ID only if required for hiring/onboarding (e.g., I-9 after offer).
Professional data: résumé/CV, cover letter, education, licenses/certifications, work history, references, portfolio links.
Eligibility & preferences: work authorization, schedule/availability, compensation expectations.
Voluntary EEO data: where collected lawfully (aggregated for reporting).
Technical data: device/browser info, IP address, and form telemetry from our careers site/ATS.
Assessment data: results from skills tests or structured interviews; if we use automated employment decision tools (AEDTs) for NYC roles, see Section 8.
Background check data (post-conditional offer), processed by a consumer reporting agency under the FCRA with your separate written authorization.
You (forms, emails, interviews, uploaded files).
Recruiters, job boards, referrers.
Licensing/credential bodies you authorize us to contact.
Background-check providers (post-offer, with consent).
Evaluate qualifications, licenses, and fit for the role; communicate with you; schedule interviews; verify credentials; comply with EEO and other laws.
Maintain application records and defend against legal claims; detect/prevent fraud or abuse.
If hired, transfer data to your personnel file and onboarding systems.
We share applicant data with:
Vendors/Processors (hosting, applicant tracking, background checks, scheduling, video platforms) under confidentiality and data-security obligations.
Government/regulatory bodies when required by law.
We do not sell applicant data.
We implement reasonable administrative, technical, and physical safeguards appropriate to the sensitivity of the data, consistent with New York’s SHIELD Act (GBL § 899-bb) (e.g., access controls, encryption in transit where feasible, secure disposal).
We keep application records for at least one year after the hiring decision (or longer if required by law or in anticipation of litigation). Many employers maintain two years as a best practice. If hired, records may be retained under personnel-file schedules.
For NYC-based roles (including remote roles associated with a NYC location), we will not use AEDTs unless we have obtained an independent bias audit within the prior 12 months, posted a public summary of results, and provided advance notice to candidates, as required by NYC Local Law 144. You may request an alternative selection process or accommodations where appropriate.
You may update contact details or withdraw your application at any time by emailing jobs@nycryo.com.
You may request access to, or a copy of, your application data where required by law. We will honor applicable rights and respond within a reasonable time.
Do not include PHI or other sensitive data not requested (e.g., SSN) in your initial materials.
We do not collect SSNs during application except where legally required later in the process. If collected, we protect SSNs and other personal identifying information consistent with NY Labor Law § 203-d (e.g., no public display, limited internal access).
If we experience a data breach affecting New York residents’ private information, we will provide notices in accordance with GBL § 899-aa (as amended)—including notification within 30 days of discovery unless a lawful delay applies. We will also notify required regulators.
Where permitted by law, offers may be conditioned on background checks performed by a consumer reporting agency under the Fair Credit Reporting Act (FCRA) and applicable state/local laws. You will receive a separate disclosure and authorization form and, where required, a copy of the report and adverse-action notices.
We are an Equal Opportunity Employer. We consider applicants without regard to any legally protected characteristic and provide reasonable accommodations to qualified individuals with disabilities, consistent with federal, New York State, and New York City law.
If you apply from outside the U.S., your data will be processed in the U.S. and may be subject to U.S. law.
Questions or requests about this Policy:
Bruce R Gilbert MD PhD
Jobs@nycryo.com
516-487-2700
We may update this Policy; the “Effective date” will reflect the latest version.