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The careersforleaders.com web site (the "site") is an online information service provided by Tribal Resourcing, subject to your compliance with the terms and conditions set forth below.
Please read this document carefully before accessing or using the site. By accessing or using the site, you agree to be bound by the terms and conditions set forth below. If you do not wish to be bound by these terms and conditions, you may not access or use the site. Tribal Resourcing may modify this agreement at any time, and such modifications shall be effective immediately upon posting of the modified agreement on the site. You agree to review the agreement periodically to be aware of such modifications and your continued access or use of the Site shall be deemed your conclusive acceptance of the modified agreement.
1. Use of the Site
You understand that, except for information, products or services clearly identified as being supplied by Tribal Resourcing, Tribal Resourcing does not operate, control or endorse any information, products or services on the Internet in any way. Except for Tribal Resourcing - identified information, products or services, all information, products and services offered through the site or on the Internet generally are offered by third parties that are not affiliated with Tribal Resourcing. You also understand that Tribal Resourcing cannot and does not guarantee or warrant that files available for downloading through the site will be free of infection or viruses, worms, Trojan horses or other code that manifest contaminating or destructive properties. You are responsible for implementing sufficient procedures and checkpoints to satisfy your particular requirements for accuracy of data input and output, and for maintaining a means external to the site for the reconstruction of any lost data.
You assume total responsibility and risk for your use of the site and the Internet. Tribal Resourcing provides the site and related information "as is" and does not make any express or implied warranties, representations or endorsements whatsoever (including without limitation warranties of title or no infringement, or the implied warranties of merchantability or fitness for a particular purpose) with regard to the service, and merchandise information or service provided through the service or on the Internet generally, and Tribal Resourcing shall not be liable for any cost or damage arising either directly or indirectly from any such transaction. It is solely your responsibility to evaluate the accuracy, completeness and usefulness of all opinions, advice, services, merchandise and other information provided through the service or on the Internet generally. Tribal Resourcing does not warrant that the service will be uninterrupted or error-free or that defects on the service will be corrected.
You understand further that the Internet contains unedited materials some of which are sexually explicit or may be offensive to you. You access such materials at your risk. Tribal Resourcing has no control over and accepts no responsibility whatsoever for such materials.
LIMITATION OF LIABILITY
In no event will Tribal Resourcing be liable for (i) any incidental, consequential, or indirect damages (including, but not limited to, damages for loss of profits, business interruption, loss of programs or information, and the like) arising out of the use of or inability to use the service, or any information, or transactions provided on the service, or downloaded from the service, or any delay of such information or service. Even if Tribal Resourcing or its authorised representatives have been advised of the possibility of such damages, or (ii) any claim attributable to errors, omissions, or other inaccuracies in the service and/or materials or information downloaded through the service.
Tribal Resourcing makes no representations whatsoever about any other web site which you may access through this one or which may link to this Site. When you access a non-www.tribalresourcing.com web site, please understand that it is independent from Tribal Resourcing, and that Tribal Resourcing has no control over the content on that web site.
2. Indemnification.
You agree to indemnify, defend and hold harmless Tribal Resourcing, its officers, directors, employees, agents, licensors, suppliers and any third party information providers to the Service from and against all losses, expenses, damages and costs, including reasonable legal fees, resulting from any violation of this Agreement (including negligent or wrongful conduct) by you or any other person accessing the Service.
3. Third Party Rights.
The provisions of paragraphs 1 (Use of the Service), and 2 (Indemnification) are for the benefit of Tribal Resourcing and its officers, directors, employees, agents, licensors, suppliers, and any third party information providers to the Service. Each of these individuals or entities shall have the right to assert and enforce those provisions directly against you on its own behalf.
Any rights not expressly granted herein are reserved.
Privacy Statement
The following statement explains our policy regarding the personal information we collect about you.
1. Statement of intent
2. Information on visitors
3. What is a cookie?
4. Submitting personal information
5. Users 16 and under
6. How to find and control your cookies
7. How do you know which sites use cookies?
8. How to see your cookie code
1. Statement of intent
From time to time, you will be asked to submit personal information about yourself (e.g. name and email address etc) in order to receive or use services on our website. Such services include our jobs by email service, newsletters & competitions.
By entering your details in the fields requested, you enable the careersforleaders.com to provide you with the services you select. Whenever you provide such personal information, we will treat that information in accordance with this policy. Our services are designed to give you the information that you want to receive. careersforleaders.com will act in accordance with current legislation and aim to meet current Internet best practice.
2. Information on visitors
During the course of any visit to careersforleaders.com, the pages you see, along with something called a cookie, are downloaded to your computer (see point 3 for more on this). Most, if not all, websites do this, because cookies allow the website publisher to do useful things like find out whether the computer (and probably its user) has visited the site before. This is done on a repeat visit by checking to see, and finding, the cookie left there on the last visit.
Any information that is supplied by cookies can help us to provide you with a better service and assists us to analyse the profile of our visitors.
Both the cookies and the embedded code provide non-personal statistical information about visits to pages on the site, the duration of individual page view, paths taken by visitors through the site, data on visitors' screen settings and other general information. We will use this type of information, as with that obtained from other cookies used on the site, to help us improve the services to our users.
3. What is a cookie?
When you enter a site your computer will automatically be issued with a cookie. Cookies are text files that identify your computer to our server. Cookies in themselves do not identify the individual user, just the computer used. Many sites do this whenever a user visits their site in order to track traffic flows.
Cookies themselves only record those areas of the site that have been visited by the computer in question, and for how long. Users have the opportunity to set their computers to accept all cookies, to notify them when a cookie is issued, or not to receive cookies at any time. The last of these, of course, means that certain personalised services cannot then be provided to that user.
NB: Even if you haven't set your computer to reject cookies you can still browse our site anonymously until such time as you register for careersforleaders.com services.
4. Use and storage of your personal information
When you supply any personal information to careersforleaders.com (e.g. for our jobs by email service, we have legal obligations towards you in the way we deal with that data. We must collect the information fairly, that is, we must explain how we will use it (see the notices on particular web pages that let you know why we are requesting the information) and tell you if we want to pass the information on to anyone else. In general, any information you provide to the site will only be used within careersforleaders.com and by its service providers. It will never be supplied to anyone outside of careersforleaders.com without first obtaining your consent, unless we are obliged or permitted by law to disclose it.
We will hold your personal information on our systems for as long as you use the service you have requested, and remove it in the event that the purpose has been met, or, in the case of our jobs by email service you no longer wish to continue your registration. We will ensure that all personal information supplied is held securely, in accordance with the Data Protection Act 1998.
If you are notified that your information may be used to allow careersforleaders.com to contact you for "service administration purposes", this means that the we may contact you for a number of purposes related to the service you have signed up for. For example, we may wish to provide you with password reminders or notify you that the particular service has been suspended for maintenance.
5. Users 16 and under
If you are aged 16 or under, please get your parent/guardian's permission beforehand. Users without this consent are not allowed to provide us with personal information.
6. How to find and control your cookies
If you're using Netscape 6.0:
On your Task Bar, click:
1. Edit, then
2. Preferences
3. Click on Advanced
4. Click on Cookies
If you're using Internet Explorer 6.0:
1. Choose Tools, then
2. Internet Options
3. Click the Privacy Tab
4. Click on Custom Level
5. Click on the 'Advanced' button
6. Check the 'override automatic cookie handing' box and select Accept, Block or Prompt for action as appropriate.
If you're using Internet Explorer 5.0 or 5.5:
1. Choose Tools, then
2. Internet Options
3. Click the Security tab
4. Click on Custom Level
5. Scroll down to the sixth option to see how cookies are handled by IE5 and change to Accept, Disable, or Prompt for action as appropriate.
If you're using Internet Explorer 4.0:
1. Choose View, then
2. Internet Options
3. Click the Advanced tab
4. Scroll down to the yellow exclamation icon under Security and choose one of the three options to regulate your use of cookies.
In Internet Explorer 3.0:
You can View, Options, Advanced, then click on the button that says Warn before Accepting Cookies.
If you're using Netscape Communicator 4.0:
On your Task Bar, click:
1. Edit, then
2. Preferences
3. Click on Advanced
4. Set your options in the box that says Cookies.
7. How do you know which of the sites you've visited use cookies?
If you're using Netscape 6.0:
On your Task Bar, click:
1. Edit, then
2. Preferences
3. Click on Advanced
4. Click on Cookies
5. Click the View Cookies button
If you're using Internet Explorer 5.0 or 6.0:
1. Choose Tools, then
2. Internet Options
3. Click the General tab
4. Click Settings
5. View Files
If you're using Internet Explorer 4.0:
On your Task Bar, click:
1. View, then
2. Internet Options
3. Under the tab General (the default tab) click
4. Settings
5. View Files.
Internet Explorer 3.0:
On your Task Bar, click:
1. View
2. Options
3. Advanced
4. View Files.
Netscape Communicator 4.0:
Netscape bundles all cookies into one file on your hard drive. You'll need to find the file, which it calls Cookie.txt on Windows machines.
8. How to see your cookie code
Just click on a cookie to open it. You'll see a short string of text and numbers. The numbers are your identification card, which can only be seen by the server that gave you the cookie.
Careersforleaders.com
155 Great Charles Street
Queensway
Birmingham
B3 3HW
Equal Opportunities Statement
For staff, suppliers, candidates, clients
The equal opportunities statement covers the roles of Tribal Resourcing (the company) both as an employer and as a provider of services.
As an Employer
The Company is not, especially by public sector standards, a large employer. Currently we directly employ some 135 people with others being contracted from time to time as associates. But our goal is to apply the highest employment standards to our workforce at all times.
A principal aim is to ensure that all those who are associated with the Company, both employees and contracted workers (Associates), share a common value in respect of equality of opportunity.
These can be summarised as a genuine commitment to ensuring that all persons (be it employee, job applicant or client) receive equal treatment regardless of race, colour, nationality, ethnic or national origin, religion, gender, marital status, sexual orientation, age or disability. We strive at all times to ensure that this common value is complied with and we seek to identify areas where we might run the risk of falling short of our stated standard. We aim to do this in the following ways.
Employer Responsibility
The Board of the Company, and senior managers and supervisors, has a duty to ensure that the policy of equality of opportunity is complied with at all times. The Board regularly monitors the progress of this policy and is committed to taking positive action where necessary to correct imbalance.
The Board takes steps to ensure that the Company's policy and practices comply with existing and new legislation and reflects best practice. In particular, given the Company's relationship with the public sector and local government, the Board has agreed that the Company should be bound by the extended duty under the Race Relations (Amendment) Act 2000 to ensure that in our relationships with public authorities (our main clients) we work towards the elimination of unlawful discrimination and promote equality of opportunity and good relations between persons of different racial groups. We are currently considering how best we might effect that new duty, but at this stage have agreed to be bound by the CRE codes of practice that are to be issued under the new Act.
Employee Responsibility
The Company takes seriously the duty of employees and associates to comply with their obligations to ensure equality of treatment for all persons.
Employees and associates are therefore instructed to ensure they treat everyone fairly and without bias. This affects all matters relating to employment and the delivery of the Company's services.
All employees and associates are urged to work together towards encouraging, supporting and developing each other's abilities to maximise everyone's contribution to the business.
No employee or associate should victimise any other employee or associate, for example on the grounds that they have made complaints of discrimination or have provided information about discrimination.
No employee or associate should induce or attempt to induce other employees or associates to practice unlawful discrimination.
Training
The success of this policy and therefore the effective delivery of services to the Company's clients will depend heavily on the provision of quality training and development programmes for those associated with the Company designed to meet a variety of needs and circumstances.
Employees and associates will therefore be encouraged to undertake appropriate training on equality issues and will be given the necessary support to do so. In particular, positive steps will be taken to encourage women, black and disabled people to participate in training opportunities
No employee/associate will be permitted to take part in any appointment process, including interviewing and psychometric testing, unless they have received appropriate training in equal opportunities law and practice.
Disabled People
Applicants for employment/associateship status with the Company will be considered only on their ability to do the job (the Company will observe the requirement on local authorities under section 7 of the Local Government and Housing Act 1989 to appoint on merit) and will make all necessary adjustments under section 6 of the Disability Discrimination Act 1995 to ensure that appropriate equipment is provided and necessary provisions made to enable disabled people to carry out their work.
Grievance and Disciplinary Procedures
The Company makes it clear that employees/associates should feel free to inform their senior manager if they suspect that discriminatory acts or practices are taking place. If an individual is unable to refer the matter to their manager, they should feel free to inform the next senior manager or main Board Director. All such discussions will be kept confidential until the individual employee/associate who has raised the matter agrees otherwise.
The Company makes it clear to all employees/associates that it is a disciplinary offence for any employee to discriminate against or harass any employee/associate, client or other member of the public on the grounds of race, colour, nationality, ethnic or national origin, religion, gender, marital status, sexual orientation, age or disability. Any employee/associate who is found to have discriminated against anyone in breach of this policy will be guilty of a disciplinary offence and this will be treated as misconduct under the Company's Disciplinary Procedure. In certain circumstances, such behaviour may amount to gross misconduct for which the penalty is immediate dismissed without notice.
As a Provider of Services
The Company seeks to ensure that the principles of equal treatment which underline its role as an employer also apply in its role as a provider of services.
In all the Company's dealings with its clients, it instructs its employees/associates to ensure that no persons with whom they have contact, be it elected members, managers, employees at all levels, applicants for jobs and suppliers and contractors, are discriminated against on the grounds of race, colour, nationality, ethnic or national origin, religion, gender, marital status, sexual orientation, age or disability.
In advising clients on employment matters, including advertising and recruitment, the Group will ensure that the principle of equality of opportunity for all is complied with and will draw to the attention of clients all lawful ways of furthering equality, including positive action and reasonable adjustments.
In all its dealings with clients the Group will ensure compliance with all relevant codes of practice including the local government codes of conduct for elected members and employees and those issued by the CRE, EOC, DRC, CIPD and other appropriate bodies.
The Company's employees and associates are instructed to report any breach of this policy by clients or employees/associates of the Group to the appropriate Group manager and/or client representative. The Company will seek to ensure that all advertisements and other recruitment material with which it is associated comply with the law and give proper emphasis to equality of opportunity.
The Company will advise any client against any practice which the Company considers may breach the law or offend the Company's core value of equal treatment and equality of opportunity for all, and will withdraw from any contract where it considers it is being pressured to break the law or go against its core values.
Governing law
These terms and conditions shall be governed by and construed in accordance with English law. Any disputes shall be subject to the exclusive jurisdiction of the English courts, to which both parties submit.
Disclaimer
Tribal Resourcing Limited endeavours to ensure the accuracy of all information displayed on this website but you acknowledge and agree that Tribal Resourcing Limited cannot be held liable for any inaccuracy in any information displayed.
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