Policies with Terms and Conditions
Welcome to Guide to HR!
This document sets forth the policies terms, and conditions under which you can use/access our website Guide to HR. By making the decision to use our website at https://guidetohr.com/, your continued use of this website directly means that you have agreed to our terms and conditions.
By accessing or using this website, you signify your agreement to these terms and conditions. If you disagree with any part of these terms, please refrain from using the website.
These terms and conditions apply to the following:
- You (Client): The person using this website and agreeing to these terms.
- We (Company): The company running the website.
These terms apply to this website’s T&C, Privacy Statement, Disclaimer Notice, and any agreements you make with us. When you use our services, you’re making an offer for our help, and by agreeing to these terms, we accept that offer.
There may be a fee involved for our services (payment). These terms will follow the laws applicable to our company. They use different terms to refer to you and the company (Client/You/Your vs. Company/Ourselves/We/Our/Us). This is just a legal formality to cover all bases. Words like “singular,” “plural,” etc., are used in variations (e.g., “client” or “clients”) but they have the same meaning throughout.
Cookies
Guide to HR uses cookies. By accessing our website, you agree to this practice. Cookies are a common feature on most websites. They allow us to not only remember your details for future visits but also improve your overall experience. Certain areas of our website rely on cookies to function properly. Additionally, kindly take note of the fact that some of our advertising partners may also use cookies.
Here at Guide to HR, we use cookies for the following purposes:
- Session Management: Some cookies are essential for maintaining your session on our website. They help you navigate through pages smoothly without having to re-enter the same information again. These session cookies are temporary and disappear once you close your browser.
- Preferences: We may use cookies to remember your preferences, such as your language selection or preferred content format. This personalizes your experience and saves you time on future visits.
Website Analytics: We use third-party analytics tools like Google Analytics that set cookies to track website traffic and usage patterns. This information is anonymized and aggregated. It largely helps us understand how users interact with our website so we can improve it.
Managing Cookies
You have options when it comes to managing cookies on your device:
- Browser settings: Most web browsers allow you to manage cookies in your settings. You can choose to block all cookies, delete existing cookies, or be notified when a website tries to set a cookie.
- Opting out of Analytics: Many analytics providers offer opt-out mechanisms for their cookies. You can visit the website of the analytics provider (e.g., Google Analytics) to learn more about opting out.
Please note: Disabling cookies may limit your experience on our website and many other websites you visit. Certain features and functionalities may not work properly without cookies.
We recommend keeping cookies enabled for the best user experience on the Guide to HR website. However, the choice is ultimately yours, and we respect your rights to manage your privacy settings.
License
Guide to HR, and in some cases, our licensors, own all the intellectual property on this website (text, images, etc.). This includes copyrights and trademarks. While you can access this material for your personal use, there are limitations.
You must not:
- Publish the content from Guide to HR elsewhere without our permission.
- Develop new works based on existing content from Guide to HR.
- Share the content from Guide to HR in a way that allows others to redistribute it without our permission.
- Commercialize the content from Guide to HR.
Hyperlinking Our Content
Guide to HR allows links to our website from certain organizations without needing our permission beforehand. Government entities at all levels, major search engines, established news media outlets, and well-regarded web directories. Links from commercially registered businesses with a good reputation are also permitted.
Links can target our homepage, specific publications, or any other relevant content on our website, as long as they:
- Are not misleading.
- Don’t imply we endorse the linking website or its products/services.
Welcome link requests from these additional organizations:
- Online Communities
- Non-Profit Organizations
- Curated Web Directories
- Major Web Portals
- Professional Service Providers
- Educational Institutions & Industry Associations
While not mandatory for all organizations, link requests can be submitted for our review. We will consider approval based on the following criteria:
- The link doesn’t hurt our reputation or the reputation of our accredited businesses.
- The linking organization has a good record with us.
- The increased visibility we gain from the link outweighs the absence of our own content on the linking website.
- The link appears on a page with general resources, not solely promotional content.
If you’re an organization listed in the previous section and want to link to us, send an email to Guide to HR. Be sure to include the following:
- Your name and organization name
- Contact information
- Your website URL
- A list of pages on your site linking to us.
- A list of pages on our site you want to link to.
Please note: Allow us at least two to three weeks for a response.
Approved organizations may hyperlink to our website as one of the following:
- Link text using Guide to HR’s corporate name.
- Link text using a clear and relevant description of Guide to HR’s website that makes sense within the context of the linking website.
Important: You cannot use our logo or other artwork to link to us without a specific trademark usage agreement.
Criteria for iFrames
To maintain the intended user experience on Guide to HR, we kindly request that you refrain from embedding our web pages within frames on your website. This includes situations where the frame alters the visual layout or design of our content.
Content Liability
While we welcome links from others, it’s important to understand that we are not responsible for the content on those websites. In turn, you, the website owner linking to us, agree to defend us against any liability for website content. To make sure of a positive experience for all users, we also prohibit links from websites containing harmful content, such as libelous, obscene, or criminal material. Additionally, links should not infringe on the rights of any other party.
Reservation of Rights
We reserve the right to ask for the removal of all links or specific links to our website. If we make such a request, you agree to promptly remove them. We may also update these terms and conditions, including our linking policy, at any time. By agreeing to use or link our website, you agree to follow these terms.
Removal of Unwanted Links
We welcome you to report any links on our website that you find offensive. While we will consider these requests, we are not obligated to take action against them or respond directly to your notification.
Similarly, we strive to provide accurate information on our website, but we cannot guarantee its completeness or absolute accuracy. We also don’t promise the website will always be available or that the content will be constantly updated.
Disclaimer
This website is provided “as is” and we make no promises about the information’s accuracy or the website’s constant availability. While we strive to offer a good experience, there are legal limits to what we can guarantee.
However, this disclaimer doesn’t remove our responsibility for very serious issues like intentionally misleading you. It also applies to all legal situations allowed by law.
Think of it like this: We want you to have a good experience on our website, but we can’t control everything and all the aspects.
User Conduct
You agree to use the Guide to HR’s website in a lawful, respectful, and responsible manner. This includes:
- Not engaging in any illegal activity, including copyright infringement, defamation, or fraud.
- Not harassing, bullying, or threatening other users.
- Not posting any offensive, obscene, or discriminatory content.
- Not spamming the website with unsolicited messages or promotions.
- Not attempting to gain unauthorized access to the website or its systems.
Guide to HR reserves the right to terminate your access to the website for violating these terms.
Dispute Resolution
We strive to provide a positive experience for all users. In the event of a dispute between you and Guide to HR, we encourage you to contact us directly to seek a resolution.
Termination
Guide to HR reserves the right to terminate your access to the website at any time, without notice, for any reason, including, but not limited to:
- Violation of its terms and conditions
- Failure to pay for services (if applicable)
- Inappropriate user conduct
- Request from law enforcement
Warranties
Guide to HR provides the website and its content “as is” and makes no warranties of any kind. This includes but is not limited to non-infringement.
Guide to HR does not warrant that the website will be uninterrupted, error-free, or completely secure. We also do not warrant that the information provided on the website is 100% accurate, complete, or up-to-date.