Terms and conditions
These terms and conditions govern the use of the website www.hrblog.com.au (hereinafter “HR Blog”).
This website was created and is managed by:
CCH Australia Publishing (herinafter “CCH”)
Level 2, 101 Waterloo Rd
North Ryde NSW 2113 Australia
phone 1300 300 224
For more information, please email firstname.lastname@example.org
By accessing and using HR Blog you unreservedly accept the following terms and agree to be bound by them.
Use of HR Blog does not create any legal or contractual relationships.
If any provision of these terms and conditions is not applicable or contrary to any legislative provision currently in force, this exemption will not affect the validity or application of any remaining provisions.
CCH reserves the right to modify the provisions of these terms and conditions and advises the user to refer to them each time you use or access the website.
These specific terms and conditions govern only the use of HR Blog are to be read in conjunction with the terms of CCH, which apply fully the legal relationship between CCH and its customers. Click here to read the general CCH terms and conditions.
Web Site Access
CCH shall endeavor, where possible, to give access to HR Blog 24 hours a day, 7 days a week, but gives no guarantee in this regard.
From time to time, such access may be interrupted, for example, for purposes of maintenance and updating, or because of outages or other technical causes.
Everything that appears on the website HR Blog, including text, structure, composition, graphic elements, layout, logos, software and all other possible elements of this website, with the exception of the contributions of third parties, is protected by intellectual property rights of CCH, its suppliers or partners. These intellectual property rights include, but are not limited to, copyright, related rights, and trademark rights.
It is prohibited to copy, distribute, transmit, translate, distribute, reproduce, publish, license, transfer or sell the information on this site, or create works that are derived from the above, without the prior written authorisation from the claimant or CCH.
These provisions also apply to short works or articles that are provided, even free of charge, on HR Blog. Any infringement of these intellectual property rights may give rise to civil and judicial action.
Contributions from users themselves may not violate the intellectual rights of third parties. Nevertheless, the user indemnifies CCH of any third party claim.
This website aims to provide information on HR.
CCH and its information providers or contributors are not responsible for failures, defects or interruptions of HR Blog and are not responsible for the consequences that may result for the user or third parties.
The information presented in the HR Blog website may contain technical inaccuracies or content or typographical errors. Therefore, CCH does not guarantee the accuracy or updating of information offered by HR Blog.
In addition, all information on this website is subjective in nature and may under no circumstances be regarded as objective. The views and opinions held and expressed by contributors to HR Blog, whether it be in a blog, article, comment, question, response or any other material or information submitted by contributors, do not necessarily reflect the views and opinions of CCH, and nor does CCH accept any liability in respect of the information on HR Blog.
CCH is not responsible for illegal acts, or damages resulting indirectly from these conditions, a contract or products, nor for any direct, indirect, or incidental damages, such as operating losses, lost profits, loss of opportunities, damage to farm, business or staff costs even if they arose from a serious or repeated misconduct, caused by the website (including the technical operation or unavailability ), viruses, cybercrime, hacking and even if CCH has been advised of such damages.
CCH is not responsible for any temporary or permanent damage or failure caused by data processing equipment of the user gaining access to HR Blog or in general while downloading files and programs that make up HR Blog to its servers. More particularly, CCH is not responsible for the transmission of viruses via its HR Blog website.
CCH is not responsible for fraudulent use of its means of dissemination. CCH disclaims any liability in connection with the hacking of its computer systems and theft of data that may be present. CCH nevertheless take all necessary measures to prevent such piracy.
Processing of personal data
See Privacy Statement.
Websites outside of the domains and subdomains of www.hrblog.com.au in particular websites to which the user may be referred to using hyperlinks within the pages of the HR Blog website, remain the exclusive responsibility of the holders and owners of these websites.
CCH cannot exercise any control on these websites, nor assume any responsibility for their content. The inclusion of links does not imply endorsement by CCH of items on those sites.
CCH declines any liability in connection with the material and data of whatever nature, included or available on these websites to which it links to.
The user may only submit to HR Blog legitimate messages and information that are for personal and noncommercial purposes. The information (for example, comments, questions or responses) must be sent in connection with the blogs, discussions or articles published on HR Blog. Unlawful statements, ie anything contrary to contrary to public order and morality, racist, abusive, insulting or offensive or which infringes in one way or another any third party rights, are prohibited. It is prohibited to submit works protected by intellectual property rights, unless the user has the same rights or has obtained the necessary authorisation. Nevertheless, the user indemnifies CCH of any third party claim.
The user may report problems to email@example.com.
CCH may remove from its website any response sent without prior notification or reject if it is in contradiction with the above conditions. CCH need give no justification in this matter.
Any dispute arising or resulting from the use of HR Blog is subject exclusively to the law of Australia.
At any time, unilaterally, CCH also reserves the right to deny any user access to its HR Blog in full or in part, without notice, especially in cases of clear breach of these terms by the user.
Use of this website is not allowed in countries where all these provisions, including this paragraph, do not apply.
If you disagree with the content of these Terms, your sole remedy is to discontinue using this website.