DCI Peter Quinn, Nottinghamshire Police
In keeping with its vision and values, Collaborate Digital is committed to maintaining the highest degree of ethical conduct amongst all its staff, contractors and associated personnel. To help increase understanding, this Code of Conduct details Collaborate Digital’s expectations of employees and contractors in key areas.
This Code of Conduct applies to all contracted staff, volunteers, partners, suppliers and contractors, international and local, employed by Collaborate Digital.
The purpose of this Code of Conduct is to set out the conduct expected of Collaborate Digital staff and contractors whilst under contract to the organisation, and forms part of all contracts of employment. The Code is applicable at all times. Breaches of the Code of Conduct are grounds for disciplinary action, up to and including dismissal.
Collaborate Digital staff and contractors are expected to uphold local law wherever they operate, except where the Code of Conduct is more stringent, in which case the Code applies.
Collaborate Digital employees and contractors are expected to:
Uphold the integrity and reputation of Collaborate Digital by ensuring that their professional and personal conduct is consistent with Collaborate Digital’s values and standards
Not engage in abusive or exploitative conduct
Ensure the safety, health and welfare of all Collaborate Digital staff members and associated personnel (volunteers, partners, suppliers and contractors)
Be responsible for the use of information, assets and resources to which they have access by reason of my employment with Collaborate Digital
Perform their duties and conduct their private life in a manner that avoids conflicts of interest
Collaborate Digital staff and contractors are obligated to bring to the attention of the relevant manager any potential incident, abuse or concern that they witness, are made aware of, or suspect which appears to breach the Standards contained in this Code. Collaborate Digital staff and contractors reporting concerns are protected by the Disclosure of Malpractice in the Workplace policy.
Staff members and contractors who have a complaint or concern relating to breach of the Code should report it immediately to their line manager. If the staff member or contractor does not feel comfortable reporting to their line manager (for example if they feel that the report will not be taken seriously, or if that person is implicated in the concern) they may report to any other appropriate staff and contractors member. For example, this could be a senior manager or a member of the HR Team.
Staff members or contractors receiving reports or concerns are obliged to action or refer the report immediately as per the Collaborate Digital Complaints Policy and procedures
Receiving feedback and responding to complaints is an important part of improving Collaborate Digital’s accountability. Ensuring our stakeholders can hold us to account will improve the quality of our work in all areas.
This policy applies to Collaborate Digital and is global in its application. A complaint can be made by any supporter, partner organisation, community or individual with whom we work, or any member of the public whether an individual, company or other entity, in the UK for anywhere else in the world.
A complaint is an expression of dissatisfaction about the standards of service, actions or lack of action, by Collaborate Digital or its staff and associated personnel (contractors, suppliers, volunteers etc). It is a criticism that expects a reply and would like things to be changed. Complaints could include the following (which is not an exhaustive list):
A complaint has to be about some action for which Collaborate Digital is responsible or is within our sphere of influence.
A complaint is not:
The complaints procedures do not apply to complaints that are subject to current investigation by any regulatory body or other legal or official authorities in the UK or other countries in which we operate. Such issues will be dealt with by the relevant regulatory body.
It is hoped that most complaints or concerns about Collaborate Digital’s work or behaviour can and will be dealt with informally by staff or volunteers at a local level. However, it is recognised that not all issues can be resolved in this way and that a formal complaints mechanism is required for those occasions when an individual or organisation wishes to make their complaint a matter of record and to receive a formal response.
All formal complaints should be made in writing either directly from the individual or organisation making the complaint or via someone acting on their behalf. See below for details about to whom to address a complaint.
This policy is global in application. A complaint can be made by:
Complaints by staff are governed by Collaborate Digital’s procedures for dealing with problems in the workplace, and Anti Bullying and Harassment policy. Complaints relating to serious incidents such as fraud and corruption or safeguarding concerns will be dealt with through the relevant policy and procedures.
To make a complaint please contact Vicki Matthews, Director on 07870 106811 or email@example.com
Collaborate Digital needs to gather and use certain information about individuals. These can include customers, suppliers, business contacts, schools, school children, employees and other people the organisation has a relationship with or may need to contact. This policy describes how this personal data must be collected, handled and stored to meet the company’s data protection standards — and to comply with the law.
This data protection policy ensures Collaborate Digital:
General Data Protection Regulation describes how organisations — including Collaborate Digital — must collect, handle and store personal information. These rules apply regardless of whether data is stored electronically, on paper or on other materials. To comply with the law, personal information must be collected and used fairly, stored safely and not disclosed unlawfully.
Article 5 of the GDPR requires that personal data shall be:
Collaborate Digital has determined that the most appropriate lawful basis for processing data is ‘legitimate interests’. A Legitimate Interests Assessment has been carried out for the day to day operations of the business and specific assessments are carried out for each individual project.
This policy applies to:
It applies to all data that the company holds relating to identifiable individuals, even if that information technically falls outside of the GDPR. This can include:
This policy helps to protect Collaborate Digital from some very real data security risks, including:
Everyone who works for or with Collaborate Digital has some responsibility for ensuring data is collected, stored and handled appropriately. Each team that handles personal data must ensure that it is handled and processed in line with this policy and data protection principles.
However, these people have key areas of responsibility:
The board is responsible for:
Specific guidance is yet to be published with regard to taking photographs (and by extent video and audio) in schools under the GDPR regulations.
However, guidance under the Data Protection Act 1998 (the DPA) states that:
“The DPA is unlikely to apply in many cases where photographs are taken in schools and other educational institutions. Fear of breaching the provisions of the DPA should not be wrongly used to stop people taking photographs or videos which provide many with much pleasure. Where the DPA does apply, a common sense approach suggests that if the photographer asks for permission to take a photograph, this will usually be enough to ensure compliance.”
However, in the absence of clear guidance, Collaborate Digital assumes that the voice or image of a child recorded in audio or video does constitute personal data. As such we require a parental consent form to be completed for each participating child.
These rules describe how and where data should be safely stored. Questions about storing data safely can be directed to the IT manager or data controller.
When data is stored on paper, it should be kept in a secure place where unauthorised people cannot see it.
These guidelines also apply to data that is usually stored electronically but has been printed out for some reason:
When data is stored electronically, it must be protected from unauthorised access, accidental deletion and malicious hacking attempts:
All servers and computers containing data should be protected by approved security software and a firewall.
Personal data is of no value to Collaborate Digital unless the business can make use of it. However, it is when personal data is accessed and used that it can be at the greatest risk of loss, corruption or theft:
The law requires Collaborate Digital to take reasonable steps to ensure data is kept accurate and up to date.
The more important it is that the personal data is accurate, the greater the effort Collaborate Digital should put into ensuring its accuracy.
It is the responsibility of all employees who work with data to take reasonable steps to ensure it is kept as accurate and up to date as possible.
All individuals who are the subject of personal data held by Collaborate Digital are entitled to:
If an individual contacts the company requesting this information, this is called a subject access request. Subject access requests from individuals should be made by email, addressed to the data controller at firstname.lastname@example.org The data controller can supply a standard request form, although individuals do not have to use this. Individuals will be charged £10 per subject access request. The data controller will aim to provide the relevant data within 14 days. The data controller will always verify the identity of anyone making a subject access request before handing over any information.
In certain circumstances, the Data Protection Act allows personal data to be disclosed to law enforcement agencies without the consent of the data subject.
Under these circumstances, Collaborate Digital will disclose requested data. However, the data controller will ensure the request is legitimate, seeking assistance from the board and from the company’s legal advisers where necessary.
Collaborate Digital aims to ensure that individuals are aware that their data is being processed, and that they understand:
To these ends, the company has a privacy statement, setting out how data relating to individuals is used by the company.
[This is available on request. A version of this statement is also available on the company’s website.]
The purpose of this document is to provide procedures for dealing with reports of breach of Collaborate Digital Safeguarding Policy, where the safeguarding violation is:
1. Report is received
1.1 Reports can reach the organisation through various routes. This may be in a structured format such as a letter, e-mail, text or message on social media. It may also be in the form of informal discussion or rumour. If a staff member hears something in an informal discussion or chat that they think is a safeguarding concern, they should report this to the appropriate staff member in their organisation.
1.2 If a safeguarding concern is disclosed directly to a member of staff, the person receiving the report should bear the following in mind:
1.3 The person receiving the report should then document the following information, using an Incident Report Form if there is one:
1.4 The person receiving the report should then forward this information to the Safeguarding Focal Point or appropriate staff member within 24 hours.
1.5 Due to the sensitive nature of safeguarding concerns, confidentiality must be maintained during all stages of the reporting process, and information shared on a limited ‘need to know’ basis only. This includes senior management who might otherwise be appraised of a serious incident.
1.6 If the reporting staff member is not satisfied that the organisation is appropriately addressing the report, they have a right to escalate the report, either up the management line, to the Board (or other governance structure), or to an external statutory body. The staff member will be protected against any negative repercussions as a result of this report. See Collaborate Digital Complaints Policy and Disclosure of Malpractice in the Workplace Policy.
2. Assess how to proceed with the report
2.1 Appoint a Decision Maker for handling this report
2.2 Determine whether it is possible to take this report forward
2.3 If the reported incident does not represent a breach of Collaborate Digital Safeguarding Policy but represents a safeguarding risk to others (such as a child safeguarding incident), the report should be referred through the appropriate channels (eg. local authorities) if it is safe to do so.
2.4 If there is insufficient information to follow up the report, and no way to ascertain this information (for example if the person making the report did not leave contact details), the report should be filed in case it can be of use in the future and look at any wider lesson learning we can take forward.
2.5 If the report raises any concerns relating to children under the age of 18, seek expert advice immediately. If at any point in the process of responding to the report (for example during an investigation) it becomes apparent that anyone involved is a child under the age of 18, the Decision Maker should be immediately informed and should seek expert advice before proceeding.
2.6 If the decision is made to take the report forward, ensure that you have the relevant expertise and capacity to manage a safeguarding case. If you do not have this expertise in-house, seek immediate assistance, through external capacity if necessary.
2.7 Clarify what, how and with whom information will be shared relating to this case. Confidentiality should be maintained at all times, and information shared on a need-to-know basis only. Decide which information needs to be shared with which stakeholder – information needs may be different.
2.8 You may have separate policies depending on the type of concern the report relates to. For example, workplace sexual harassment is dealt with through the Collaborate Digital’s Anti Bullying and Harassment policy. If there isn’t a policy for the type of report that has been made, follow these procedures.
If there isn’t a policy for the type of report that has been made, follow these procedures.
2.9 Check your obligations on informing relevant bodies when you receive a safeguarding report. These include (but are not limited to):
Some of these may require you to inform them when you receive a report, others may require information on completion of the case, or annual top-line information on cases. When submitting information to any of these bodies, think through the confidentiality implications very carefully.
3. Appoint roles and responsibilities for case management
3.1 If not already done so (see above), appoint a Decision Maker for the case. The Decision Maker should be a senior staff member, not implicated or involved in the case in any way.
3.2 If the report alleges a serious safeguarding violation, you may wish to hold a case conference. This should include:
The case conference should decide the next steps to take, including any protection concerns and support needs for the survivor and other stakeholders (see below).
4. Provide support to survivor where needed/requested
4.1 Provide appropriate support to survivor(s) of safeguarding incidents. Nb. this should be provided as a duty of care even if the report has not yet been investigated. Support could include (but is not limited to)
4.2 All decision making on support should be led by the survivor.
5. Assess any protection or security risks to stakeholders
5.1 For reports relating to serious incidents: undertake an immediate risk assessment to determine whether there are any current or potential risks to any stakeholders involved in the case and develop a mitigation plan if required.
5.2 Continue to update the risk assessment and plan on a regular basis throughout and after the case as required.
6. Decide on next steps
6.1 The Decision Maker decides the next steps. These could be (but are not limited to)
6.2 If the report concerns associated personnel (for example contractors, consultants or suppliers), the decision-making process will be different. Although associated personnel are not staff members, we have a duty of care to protect from harm anyone who comes into contact with any aspect of our programme. We cannot follow disciplinary processes with individuals outside our organisation, however decisions may be made for example to terminate a contract with a supplier based on the actions of their staff.
6.3 If an investigation is required and the organsiation does not have internal capacity, identify resources to conduct the investigation. Determine which budget this will be covered by.
7. Manage investigation if required
7.1 Refer to the organisation’s procedures for investigating breaches of policy. If these do not cover safeguarding investigations, use external guidelines for investigating safeguarding reports, such as the CHS Alliance Guidelines for Investigations.
8. Make decision on outcome of investigation report
8.1 The Decision Maker makes a decision based on the information provided in the investigation report. Decisions relating to the Subject of Concern should be made in accordance with existing policies and procedures for staff misconduct.
8.2 If at this or any stage in the process criminal activity is suspected, the case should be referred to the relevant authorities unless this may pose a risk to anyone involved in the case. In this case, the Decision Maker together with other senior staff will need to decide to decide how to proceed. This decision should be made bearing in mind a risk assessment of potential protection risks to all concerned, including the survivor and the Subject of Concern.
9. Conclude the case
9.1 Document all decisions made resulting from the case clearly and confidentially.
9.2 Store all information relating to the case confidentially, and in accordance with Collaborate Digital policy and local data protection law.
9.3 Record anonymised data relating to the case to feed into organisational reporting requirements (eg. serious incident reporting to Board, safeguarding reporting to donors), and to feed into learning for dealing with future cases.
At Collaborate Digital, it is vital that everyone who works for us maintains the highest standards of conduct, integrity and ethics, and complies with local legislation. If an employee, volunteer, partner, consultant or contractor has any genuine concerns about malpractice in the workplace, we wish to encourage them to communicate these without fear of reprisals and in the knowledge that they will be protected from victimisation and dismissal.
This policy does not form part of an employees’ terms and conditions of employment and may be subject to change at the discretion of management.
Malpractice includes (but is not limited to) the issues listed below:
If you have a genuine concern and have a reasonable belief it is in the public interest, even if it is later discovered that you are mistaken, under this policy you will not be at risk of losing your job or from suffering any form of retribution as a result. This assurance will not be extended to an individual who maliciously raises a matter they know to be untrue or who is involved in any way in the malpractice. Those found to be making false allegations maliciously will have disciplinary action taken against them.
Malpractice is not a complaint about the performance and behaviour of a manager or other work colleague towards you. Such complaints will be directed for action to Collaborate Digital’s HR policies and procedures. If you genuinely believe that the actions of someone who works for Collaborate Digital could lead to or has resulted in malpractice, please follow the procedure below.
Please note this procedure is not intended to replace Collaborate Digital’s Grievance Procedures, which continues to be the appropriate way to raise personal issues relating to the specific job or employment.
1. Raise the matter with your line manager, who will consult with the appropriate contact point. If you feel that you are unable to raise the matter with your line manager, and you are able to, raise it with a more senior manager.
At the point of raising a concern it would be useful for you to share information describing:
All managers should:
2. A decision will be made on whether it is appropriate to handle such complaints under this policy. Where not appropriate the complainant will be informed and their permission sought to divert the issue to the appropriate HR procedure.
3. When matters are reported to the Fraud and Corruption lead, Collaborate Digital’s Fraud and Corruption policy will be followed. If an investigation is conducted, the outcome may involve taking disciplinary action if misconduct has been proved, which may include dismissal.
4. When matters are reported to the Safeguarding lead, Collaborate Digital’s Safeguarding Investigation Guidelines will be followed. If an investigation is conducted, the outcome may involve taking disciplinary action if misconduct has been proved, which may include dismissal.
You will be notified once the matter has been resolved, but outcomes are subject to confidentiality and may not be communicated.
Collaborate Digital will take appropriate action, which may end in dismissal, in accordance with the relevant procedure against any employee, volunteer or consultant who:
What if the line manager is involved in the alleged malpractice in some way?
If the line manager is involved in the alleged malpractice in some way, the matter should be raised with the next senior manager in the management line. Concerns regarding financial wrongdoing may be raised directly with the Fraud and Corruption lead and concerns relating to sexual abuse or exploitation of children, vulnerable adults, beneficiaries or any Collaborate Digital representative to the Safeguarding lead.
Can the disclosure be made anonymously?
You are strongly encouraged not to make anonymous disclosures as details and further concerns cannot then be checked with you and this may seriously limit the ability of investigators to pursue your concerns. Nonetheless, all disclosures, made anonymously or otherwise, will be reviewed but lack of information may limit the nature, extent and outcome of the investigation.
Who will conduct the investigation?
Normally an independent person from within Collaborate Digital will be appointed. On rare occasions, or for complex cases such as safeguarding, external investigation support may be sought.
What if the matter involves a criminal offence?
The issue may also be reported to the police if a criminal offence, such as fraud or theft, or sexual assault has been committed.
What if the matter is a complaint about the performance or behaviour of a manager or colleague against me?
Such complaints will be directed for action to the appropriate HR policy under unless the concerns relate to concerns of sexual misconduct or other forms of malpractice listed in this policy.
Collaborate Digital is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
Collaborate Digital, in providing our service, is also committed against unlawful discrimination of customers or the public.
The purpose of this policy is to protect people, particularly children, at risk adults and beneficiaries of assistance, from any harm that may be caused due to their coming into contact with Collaborate Digital. This includes harm arising from:
The policy lays out the commitments made by Collaborate Digital and informs staff and associated personnel of their responsibilities in relation to safeguarding.
This policy does not cover:
In the UK, safeguarding means protecting peoples’ health, wellbeing and human rights, and enabling them to live free from harm, abuse and neglect
In our sector, we understand it to mean protecting people, including children and at-risk adults, from harm that arises from coming into contact with our staff or activities. Further definitions relating to safeguarding are provided in the glossary below.
Collaborate Digital believes that everyone we come into contact with, regardless of age, gender identity, disability, sexual orientation or ethnic origin has the right to be
protected from all forms of harm, abuse, neglect and exploitation. Collaborate Digital will not tolerate abuse and exploitation by staff or associated personnel.
This policy will address the following areas of safeguarding [as appropriate]: child safeguarding, adult safeguarding, and protection from sexual exploitation and abuse. These key areas of safeguarding may have different policies and procedures associated with them (see Associated Policies).
Collaborate Digital commits to addressing safeguarding throughout its work, through the three pillars of prevention, reporting and response.
Collaborate Digital responsibilities
Collaborate Digital will:
Collaborate Digital staff and associated personnel must not:
Collaborate Digital staff and associated personnel must not:
Protection from sexual exploitation and abuse
Collaborate Digital staff and associated personnel must not:
Additionally, Collaborate Digital staff and associated personnel are obliged to:
Collaborate Digital will ensure that safe, appropriate, accessible means of reporting safeguarding concerns are made available to staff and the communities we work with. Collaborate Digital will also accept complaints from external sources such as members of the public, partners and official bodies.
How to report a safeguarding concern
Staff members who have a complaint or concern relating to safeguarding should report it immediately to their line manager. If the staff member does not feel comfortable reporting to their line manager (for example if they feel that the report will not be taken seriously, or if that person is implicated in the concern) they may report to any other appropriate staff member.
In the first instance contact Vicki Matthews, 07870 106811.
Collaborate Digital will follow up safeguarding reports and concerns according to policy and procedure, and legal and statutory obligations (see Procedures for reporting and response to safeguarding concerns in Associated Policies).
Collaborate Digital will apply appropriate disciplinary measures to staff found in breach of policy. Collaborate Digital will offer support to survivors of harm caused by staff or associated personnel, regardless of whether a formal internal response is carried out (such as an internal investigation). Decisions regarding support will be led by the survivor.
It is essential that confidentiality in maintained at all stages of the process when dealing with safeguarding concerns. Information relating to the concern and subsequent case management should be shared on a need to know basis only and should be kept secure at all times.
Beneficiary of Assistance
Someone who directly receives goods or services from Collaborate Digital’s programme. Note that misuse of power can also apply to the wider community that Collaborate Digital serves, and also can include exploitation by giving the perception of being in a position of power.
A person below the age of 18
Psychological, physical and any other infringement of an individual’s rights
Emotional or psychological abuse, including (but not limited to) humiliating and degrading treatment such as bad name calling, constant criticism, belittling, persistent shaming, solitary confinement and isolation
Protection from Sexual Exploitation and Abuse (PSEA)
The term used by the humanitarian and development community to refer to the prevention of sexual exploitation and abuse of affected populations by staff or associated personnel. The term derives from the United Nations Secretary General’s Bulletin on Special Measures for Protection from Sexual Exploitation and Abuse (ST/SGB/2003/13)
In the UK, safeguarding means protecting peoples’ health, wellbeing and human rights, and enabling them to live free from harm, abuse and neglect.
In our sector, we understand it to mean protecting people, including children and at-risk adults, from harm that arises from coming into contact with our staff or programmes.
Safeguarding means taking all reasonable steps to prevent harm, particularly sexual exploitation, abuse and harassment from occurring; to protect people, especially vulnerable adults and children, from that harm; and to respond appropriately when harm does occur.
This definition draws from our values and principles and shapes our culture. It pays specific attention to preventing and responding to harm from any potential, actual or attempted abuse of power, trust, or vulnerability, especially for sexual purposes.
Safeguarding applies consistently and without exception across our programmes, partners and staff. It requires proactively identifying, preventing and guarding against all risks of harm, exploitation and abuse and having mature, accountable and transparent systems for response, reporting and learning when risks materialise. Those systems must be survivor-centred and also protect those accused until proven guilty.
Safeguarding puts beneficiaries and affected persons at the centre of all we do.
The term ‘sexual abuse’ means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.
The term ‘sexual exploitation’ means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. This definition incudes human trafficking and modern slavery.
The person who has been abused or exploited. The term ‘survivor’ is often used in preference to ‘victim’ as it implies strength, resilience and the capacity to survive, however it is the individual’s choice how they wish to identify themselves.
At risk adult
Sometimes also referred to as vulnerable adult. A person who is or may be in need of care by reason of mental or other disability, age or illness; and who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation.
This is the privacy notice of Collaborate Digital Ltd. In this document, “we”, “our”, or “us” refer to Collaborate Digital Ltd.
We are company number 11003734 registered in England and Wales.
Our registered office is at 173 College Road, Crosby, Liverpool, L23 3AT.
The law requires us to determine under which of six defined bases we process different categories of your personal information, and to notify you of the basis for each category.
If a basis on which we process your personal information is no longer relevant, then we shall immediately stop processing your data.
If the basis changes then if required by law, we shall notify you of the change and of any new basis under which we have determined that we can continue to process your information.
When you create an account on our website, buy a product or service from us, or otherwise agree to our terms and conditions, a contract is formed between you and us.
In order to carry out our obligations under that contract we must process the information you give us. Some of this information may be personal information.
We may use it in order to:
We process this information on the basis there is a contract between us, or that you have requested we use the information before we enter into a legal contract.
Additionally, we may aggregate this information in a general way and use it to provide class information, for example to monitor our performance with respect to a particular service we provide. If we use it for this purpose, you as an individual will not be personally identifiable.
We shall continue to process this information until the contract between us ends or is terminated by either party under the terms of the contract.
Through certain actions when otherwise there is no contractual relationship between us, such as when you browse our website or ask us to provide you more information about our business, including our products and services, you provide your consent to us to process information that may be personal information.
Sometimes you might give your consent implicitly, such as when you send us a message by e-mail to which you would reasonably expect us to reply.
Except where you have consented to our use of your information for a specific purpose, we do not use your information in any way that would identify you personally. We may aggregate it in a general way and use it to provide class information, for example to monitor the performance of a particular page on our website.
If you have given us explicit permission to do so, we may from time to time pass your name and contact information to selected associates whom we consider may provide services or products you would find useful.
We continue to process your information on this basis until you withdraw your consent or it can be reasonably assumed that your consent no longer exists.
You may withdraw your consent at any time by instructing us by emailing email@example.com However, if you do so, you may not be able to use our website or our services further.
We are subject to the law like everyone else. Sometimes, we must process your information in order to comply with a statutory obligation.
For example, we may be required to give information to legal authorities if they so request or if they have the proper authorisation such as a search warrant or court order.
This may include your personal information.
Our website allows you to post information with a view to that information being read, copied, downloaded, or used by other people.
In posting personal information, it is up to you to satisfy yourself about the privacy level of every person who might use it.
We do store this information, and we reserve a right to use it in the future in any way we decide.
This information will be shared with the sponsor of the specific campaign you have registered to take part in. Contact details for campaign sponsors can be obtained by emailing firstname.lastname@example.org
Once your information enters the public domain, we have no control over what any individual third party may do with it. We accept no responsibility for their actions at any time.
Provided your request is reasonable and there is no legal basis for us to retain it, then at our discretion we may agree to your request to delete personal information that you have posted. You can make a request by contacting us at email@example.com
Our website is a publishing medium. Anyone may register and then publish information about himself, herself or some other person.
We do not moderate or control what is posted.
If you complain about any of the content on our website, we shall investigate your complaint.
If we feel it is justified or if we believe the law requires us to do so, we shall remove the content while we investigate.
Free speech is a fundamental right, so we have to make a judgment as to whose right will be obstructed: yours, or that of the person who posted the content that offends you.
If we think your complaint is vexatious or without any basis, we shall not correspond with you about it.
We store information about your debit or credit card or other means of payment when you first provide it to us.
We store this payment information in order to make repeat purchasing of goods and services easier next time you visit our website.
We also store it to help us prevent fraud.
We take the following measures to protect your payment information:
We automatically delete your payment information when a credit or debit card expires.
If you send us information in connection with a job application, we may keep it for up to three years in case we decide to contact you at a later date.
If we employ you, we collect information about you and your work from time to time throughout the period of your employment. This information will be used only for purposes directly relevant to your employment. After your employment has ended, we will keep your file for six years before destroying or deleting it.
When you contact us, whether by telephone, through our website or by e-mail, we collect the data you have given to us in order to reply with the information you need.
We record your request and our reply in order to increase the efficiency of our business.
We keep personally identifiable information associated with your message, such as your name and email address so as to be able to track our communications with you to provide a high quality service.
When we receive a complaint, we record all the information you have given to us.
We use that information to resolve your complaint.
If your complaint reasonably requires us to contact some other person, we may decide to give to that other person some of the information contained in your complaint. We do this as infrequently as possible, but it is a matter for our sole discretion as to whether we do give information, and if we do, what that information is.
We may also compile statistics showing information obtained from this source to assess the level of service we provide, but not in a way that could identify you or any other person.
This is information given to us by you in your capacity as an affiliate of us or as a business partner.
It allows us to recognise visitors that you have referred to us, and to credit to you commission due for such referrals. It also includes information that allows us to transfer commission to you.
The information is not used for any other purpose.
We undertake to preserve the confidentiality of the information and of the terms of our relationship.
We expect any affiliate or partner to agree to reciprocate this policy.
Cookies are small text files that are placed on your computer’s hard drive by your web browser when you visit any website. They allow information gathered on one web page to be stored until it is needed for use on another, allowing a website to provide you with a personalised experience and the website owner with statistics about how you use the website so that it can be improved.
Some cookies may last for a defined period of time, such as one day or until you close your browser. Others last indefinitely.
Your web browser should allow you to delete any you choose. It also should allow you to prevent or limit their use.
The cookies we use are as follows.
Preference cookies enable a website to remember information that changes the way the website behaves or looks, like your preferred language or the region that you are in.
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Marketing cookies are used to track visitors across websites. The intention is to display ads that are relevant and engaging for the individual user and thereby more valuable for publishers and third party advertisers.
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Requests by your web browser to our servers for web pages and other content on our website are recorded.
We record information such as your geographical location, your Internet service provider and your IP address. We also record information about the software you are using to browse our website, such as the type of computer or device and the screen resolution.
We use this information in aggregate to assess the popularity of the webpages on our website and how we perform in providing content to you.
If combined with other information we know about you from previous visits, the data possibly could be used to identify you personally, even if you are not signed in to our website.
Re-marketing involves placing a cookie on your computer when you browse a website in order to be able to serve to you an advert for products or services when you visit some other website.
We do not make any use of re-marketing.
Although we do not disclose your personal information to any third party (except as set out in this notice), we sometimes receive data that is indirectly made up from your personal information from third parties whose services we use.
To assist in combating fraud, we share information with credit reference agencies, so far as it relates to clients or customers who instruct their credit card issuer to cancel payment to us without having first provided an acceptable reason to us and given us the opportunity to refund their money.
Our websites are hosted in the United Kingdom.
We may, from time to time in other aspects of our business, also use outsourced services in countries outside the European Economic Area (“the EEA”) (The EEA consists of all EU member states, plus Norway, Iceland, and Liechtenstein).
Accordingly, data obtained within the UK or any other country could be processed outside the European Union. Where We transfer any personal data outside the EEA, We will take all reasonable steps to ensure that your data is treated as safely and securely as it would be within the UK and under the GDPR.
If you wish us to remove personally identifiable information from our website, you may contact us at firstname.lastname@example.org
This may limit the service we can provide to you.
When we receive any request to access, edit or delete personal identifiable information we shall first take reasonable steps to verify your identity before granting you access or otherwise taking any action. This is important to safeguard your information.
We use Secure Sockets Layer (SSL) certificates to verify our identity to your browser and to encrypt any data you give us.
Whenever information is transferred between us, you can check that it is done so using SSL by looking for a closed padlock symbol or other trust mark in your browser’s URL bar or toolbar.
Except as otherwise mentioned in this privacy notice, we keep your personal information only for as long as required by us, and for no longer than six years:
However, ultimately it is your choice as to whether you wish to use our website.
We may update this privacy notice from time to time as necessary. The terms that apply to you are those posted here on our website on the day you use our website. We advise you to print a copy for your records.