Policies Area

Environment Sustainability Policy

Purpose

To outline Your Partnerships’ commitment, as an organisation, to reducing its impact on the environment. This document provides the framework for setting our commitments, objectives and targets, to improve our environmental performance. Concern for the environment is an integral and fundamental part of our organisation.

We are aware that our position as leaders in the Cornwall business community means that other business people look to us for an example, and we need to ensure that our environmental record stands this scrutiny. We are committed to calling upon the expertise that we have available to us in the network, around environmental and sustainability matters, for example, Wildanet, who are leading the way on the B23 movement for Cornwall.

Scope

• All workers, including employees, directors, ambassadors and contractors
• All company locations and workers’ locations including selecting event venues which demonstrate good environmental practice.

Related Regulations & Standards

• Climate Change Act 2008
• Environment Act 2021
• The Green Book (2022)

Policy Statements

1. An Environmental Management System will be continually developed by reviewing and challenging performance, using feedback from stakeholders and benchmarking against our contemporaries.
2. Identified environmental risks, including climate change, are assessed by directors, and mitigated by establishing controls and developing plans.
3. Prevention of pollution is a key consideration in the design of any event, project, or operational activity.
4. As an organisation, we strive to promote car-sharing, and offer where possible shared transportation to events, and links to public transport options. Reducing carbon emissions in transportation is high on our agenda, and we are committed to seeking lowest-impact solutions.
5. All operations will use materials from, ideally, regenerative or, at least, sustainable sources and minimise waste whenever possible, including leaflets, cups, merchandise, name badges.
6. Hazardous materials will be, whenever feasible, eliminated from operational activities.
7. All workers, including contractors, will have the training, skills, knowledge, and resources necessary to achieve the best environmental impact possible, by calling on the expertise available to us through our network.
8. Suppliers and contractors will need to demonstrate the same commitment to the environment and contribute to regular impact reporting, including event venues.

Controls and Measures

• Environmental Management System
• Impact Reporting, including material usage, waste production, pollution, and emissions.
• Knowledge exchange and seeking expertise where needed

Justice, Equality, Diversity and Inclusion Policy

Purpose

Create and foster an outstanding relationship with all stakeholders (workers, ambassadors, members, community) that reflects and contributes to the complex communities within which we work and live. There is a need for focus on Justice, Equity, Diversity, and Inclusion (JEDI) in all aspects of Your Partnerships’ operations and projects. We acknowledge and address the biases, underlying beliefs and values, assumptions, and stereotypes that can negatively impact our work, our working relationships, our ways of working and our interactions with others.

Scope

• All employees, directors, ambassadors and contractors.
• All members of Your Partnerships.
• Acknowledging the unique communities in which Your Partnerships operates, across the country, and the different approaches required in each setting.

Related Regulations & Standards

• Human Rights Act 1998
• Equality Act 2010
• B Corp JEDI Framework

Definitions

• Justice dismantles the common barriers to resources and opportunities in society so that all individuals and communities can live a full and dignified life.
• Equity recognises that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.
• Diversity embraces age, race, ethnicity, gender identity, sexual orientation, physical or mental ability, neurocognition, and lived experience, like partnerships, parenthood, and beliefs.
• Inclusion accelerates culture shifts by ensuring all voices are included in the conversation by providing access to opportunities and resources for people who might otherwise be excluded or marginalised.

Policy Statements

1. No stakeholder will be disadvantaged due to age, disability, gender, sex, sexual orientation, relationship status, parenthood, race, religion, or belief system.
2. Directors, workers and ambassadors are trained in identifying bias in their decisions and operational activities.
3. Policies, processes, and procedures are reviewed for their social impact by the Board of Directors and, when appropriate, the membership.
4. The Board of Directors will scrutinise Your Partnerships’ decisions, taking advice from individuals who have been excluded and marginalised in the past.
5. Your Partnerships will support causes which positively impact any ‘hidden group’ in our business community.
6. When recruiting to director or worker roles, and seeking ambassadors in local areas, positive steps will be made to encourage a diversity which, at least, matches that in the local community.
7. Employment procedures will seek to remove any data from an application which could trigger an unconscious bias in the decision.
8. No contract or support will be given to an organisation which does not share our social standards (See Procurement Policy).
9. Any barriers preventing an individual in fully contributing to Your Partnerships’ objectives will, whenever possible, be removed and appropriate resources provided.
10. An annual impact report will include an assessment of progress with this policy and plans for how to improve further.
11. Any breach of this policy could result in an individual being dismissed from their role, whether voluntary, employed or contracted.

Controls and Measures

• Training Plans
• Annual Impact Report
• Integrated policies
• Employment processes and procedures
• Knowledge sharing from Your Partnerships member organisations
• Board decisions

Procurement Policy

Purpose

This policy defines the core principles in purchasing products and services. It provides the structure to ensure that all purchasing undertaken by Your Partnerships, whether directly or through its subsidiaries, is done in a consistent, transparent, organised, and cost-effective manner.

Your Partnerships wishes to support local suppliers, encourage sustainable supply chains and secure the best social and financial value in procuring goods and services.

Scope

• All procurements of goods, services, or subscriptions, whether physical or virtual from a new supplier.
• Any purchases made from an existing supplier if over Threshold 2 (below).
• All Directors and workers with purchasing capabilities and authorisation.
• Excludes potential procurement outside the UK.

Related Regulations & Standards

Private sector procurement is governed by common law. However, if the private sector company is using public sector funding (e.g., Innovation grant), then the funder may require a procurement to abide by public sector rules and processes, including regulations and emerging guidance, such as:

• The Public Contracts Regulations 2015
• The Public Procurement (Amendment etc.) (EU Exit) Regulations 2020
• The Green paper on Transforming Public Procurement

Policy Statements

1. All procurements will be ‘owned’ by the Managing Director (“Owner”)
2. The ‘Value’ which is being sought from a procurement will be defined by the Owner, including these factors (highest importance first):
   1. Environmental, e.g., emissions, natural world, sustainable supply chain, circularity of raw materials, impact assessment.
   2. Social, e.g., supporting communities, workers, customers, local producers (See also JEDI Policy).
   3. Governance, e.g., legal obligations, standards compliance.
   4. Financial, e.g., cost reduction, revenue generation, local economy.
3. A weighted scoring mechanism prioritising the best value factors will be defined by the Owner and agreed before requests for multiple quotations are made.
4. Threshold 1 – Under £2,500. A single quotation is permitted for sourcing a new supplier but, where appropriate, additional quotations should be sought.
5. Threshold 2 £2,500-£10,000. Competition should be used, where appropriate, to demonstrate best value (see value definition), i.e., obtain a minimum of three quotes.
6. Threshold 3 – Over £10,000. Requirements will be appropriately specified, advertised, and fairly competed on the open market.
7. The Executive Board may choose to appoint an external body to manage tenders exceeding £150,000.
8. Suppliers will be favoured if their primary headquarters are in Cornwall, or on the Isles of Scilly, except where the product or service is provided for use outside Cornwall, in which case the supplier will be sought within 100km of its end use.
9. Suppliers will be favoured if they are certificated to high environmental or social standards, e.g., B Corp , Organic Soil , Cradle to Cradle

Controls and Measures

• Procurement Process and Procedures.
• Finance Manager/ Managing Director approves all purchases and payments with associated evidence.
• 2 Senior Managers may approve any purchase under the tender threshold.
• Executive Board approves all stages of a tendered procurement.

Recruitment Policy

Statement and Purpose of Policy

1. Your Partnerships (the Employer) is committed to equal opportunities for all internal and external applicants (Applicants).
2. It is our policy that all employment decisions are based on merit and the legitimate business needs of the organisation. The Employer does not discriminate on the basis of race, colour or nationality, ethnic or national origins or identity, sex, gender reassignment, sexual orientation, marital or civil partner status, pregnancy or maternity, disability, religion or belief, age or any other ground on which it is or becomes unlawful to discriminate under the laws of England, Wales and Scotland (the Protected Characteristics).
3. Our intention is to ensure that we recruit the most appropriate Applicants in a fair and consistent manner, which is free from discrimination.
4. This Policy is intended to help us, the Employer, achieve our diversity and anti-discrimination aims by clarifying the responsibilities and duties of all staff in respect of equal opportunities and discrimination during the recruitment and selection process.
5. This is a statement of policy only and we may, therefore, amend it at any time, at our absolute discretion but this would be done through staff and Board engagement.

Who Is Responsible for Equal Opportunities?

Achieving an equal opportunities workplace is a collective task shared between the Employer and all its staff. This Policy and the rules contained in it, therefore, apply to all staff of the Employer irrespective of seniority, tenure and working hours, including all employees, directors and officers, consultants and contractors, casual or agency staff, trainees, homeworkers and fixed-term staff and any volunteers or interns (Staff).

The same applies when seeking to attract Ambassadors, and Members to the Your Partnerships Network.

The board of directors of the Employer has overall responsibility for this Policy and for equal opportunities and discrimination law compliance in the workplace and the Operations Director has been appointed as the person with day-to-day operational responsibility for these matters.

All Staff have personal responsibility to ensure compliance with this Policy, to treat colleagues with dignity at all times and not to discriminate against or harass other members of Staff, Applicants, visitors, clients, customers, suppliers and former staff members. In addition, Staff who take part in recruitment and selection (the Managers) have special responsibility for leading by example and ensuring compliance.

Managers will receive appropriate training in equal opportunities and must take all necessary steps to:

1. promote the objective of equal opportunities and the values set out in this Policy;
2. ensure that their own behaviour and those of the Staff they manage comply in full with this Policy;
3. ensure that any complaints of discrimination, victimisation or harassment (including against themselves) are dealt with appropriately and are not suppressed or disregarded.

For more detailed guidance on equal opportunities, see our Equal Opportunities Policy, available from the Managing Director.

What Is Discrimination?

Discrimination occurs in different ways, some more obvious than others. Discrimination on the grounds of any of the Protected Characteristics is prohibited by law, even if unintentional unless a particular exception applies.

Discrimination includes:

Direct Discrimination

1. Direct discrimination is less favourable treatment because of one of the Protected Characteristics. Examples would include refusing a woman a job as a chauffeur because you believe that women are not good drivers, or restricting recruitment to persons under 40 because you perceive that to be a young and dynamic workforce.
2. Direct discrimination can arise in some cases even though the person complaining does not actually possess the Protected Characteristic but is perceived to have it or associates with other people who do. For example, when a person is less favourably treated because they are (wrongly) believed to be LBGTQIA+ or because they have a spouse who is Muslim.

Indirect Discrimination

1. Indirect discrimination arises when an employer applies an apparently neutral provision, criterion or practice which in fact puts individuals with a particular Protected Characteristic at a disadvantage, statistically and this is unjustified. To show discrimination, the individual complaining also has to be personally disadvantaged. An example would be a requirement for job candidates to have ten years' experience in a particular position, since this will be harder for young people to satisfy. This kind of discrimination is unlawful unless it is a proportionate means of achieving a legitimate aim.

Victimisation

1. Victimisation means treating a person less favourably because they have made a complaint of discrimination or have provided information in connection with a complaint or because they might do one of these things.

Harassment

1. Harassment is:
2. unwanted conduct which is related to a Protected Characteristic and which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them (bullying); or
3. unwanted conduct which is of a sexual nature and which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them (Sexual Harassment); or
4. less favourable treatment because of the rejection of or the submission to Sexual Harassment.
5. Harassment may include:
6. use of insults or slurs based on a Protected Characteristic or of a sexual nature or other verbal abuse or derogatory, offensive or stereotyping jokes or remarks;
7. physical or verbal abuse, threatening or intimidating behaviour because of a Protected Characteristic or behaviour of a sexual nature; or for any other reason.
8. unwelcome physical contact including touching, hugging, kissing, pinching or patting, brushing past, invading personal space, pushing, grabbing or other assaults;
9. mocking, mimicking or belittling a person's disability, appearance, accent or other personal characteristics;
10. unwelcome requests for sexual acts or favours; verbal sexual advances, vulgar, sexual, suggestive or explicit comments or behaviour;
11. repeated requests, either explicitly or implicitly, for dates;
12. repeated requests for social contact or after it has been made clear that requests are unwelcome;
13. comments about body parts or sexual preference;
14. displaying or distributing offensive or explicit pictures, items or materials relating to a Protected Characteristic or of a sexual nature;
15. shunning or ostracising someone, for example, by deliberately excluding them from conversations or activities;
16. 'outing' or threatening to 'out' someone's sexual orientation (i.e. to make it known);
17. explicit or implicit suggestions that employment status or progression is related to toleration of, or acquiescence to sexual advances, or other behaviour amounting to harassment.
18. Other important points to note about harassment:
19. a single incident can amount to harassment;
20. behaviour that has continued for a long period without complaint can amount to harassment;
21. it is not necessary for an individual to intend to harass someone for their behaviour to amount to harassment;
22. it is not necessary for an individual to communicate that behaviour is unwelcome before it amounts to harassment; and
23. the onus is on each individual to be certain that their behaviour and conduct is appropriate and is not unwanted and in the case of doubt, you must refrain from such conduct.

Disability Discrimination

1. This could be direct or indirect discrimination, and is any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

Advertisements

Managers need to ensure that all vacancies are advertised to a diverse audience and try to avoid informal recruitment methods that exclude fair competition. In very rare cases, it may be legitimate and necessary to restrict recruitment to a particular role to certain groups, but it is essential that this is discussed with the Operations Director so that appropriate steps can be taken to ensure legality.

All vacancies advertised must set out:

1. the job title;
2. the salary, pay scale or pay band applicable to the vacancy;
3. any significant benefits that come with the position;
4. the minimum qualifications required for the position (if any);
5. the particular skills and/or experience required for the position (if any);
6. any atypical features of the position (e.g. that it is part-time, fixed-term or requires frequent travel outside of the UK); and
7. the last date to submit applications.

All advertisements will make it clear that the vacancy is open to all suitable applicants, regardless of an applicant’s Protected Characteristic. Managers need to review job advertisements carefully to ensure that stereotyping is avoided and that particular groups are not unjustifiably discouraged from applying.

Applications, Selection and Decisions

All applications will be acknowledged within 7 days.

The Employer’s application forms will contain only questions relevant to the selection process, to help Managers decide whether an Applicant should proceed to the next stage of the recruitment process.

At each stage of the recruitment process, Applicants will be informed about:

1. when they can expect to hear about the progress of their application; and
2. what the next stage will involve.

All decisions regarding an application, must be approved by the Manging Director or the Manager’s direct supervisor before they are communicated to an Applicant.

This includes:

1. rejecting the application;
2. progressing the application to the next stage; or
3. offering an Applicant the position.

Selection Testing

Selection testing may only be used with the permission of the Managing Director where it has been confirmed that the selection test:

1. is free from any discriminatory element; and
2. assesses only objective requirements that are necessary for the position.

Records of any selection testing undertaken will be retained for one year after the selection testing.

Interviewing

Before conducting an interview, Managers should:

1. identify the objective requirements of the position; and
2. identify the objective criteria they will use to select Applicants for the position. These recruitment criteria need to be relevant to the job, reflect genuine business needs and are proportionate.

The interview will be conducted in the following way:

1. the Manager will conduct the interview in the presence of another colleague who, where appropriate, will take notes or jointly conduct the interview.
2. the questions asked should be relevant to the pre-defined criteria for the position.
3. no questions will be asked about an Applicant’s health or disability before a job offer is made (other than in exceptional circumstances and after having been approved by the Operations Director). If necessary, a job offer can be expressed to be conditional upon satisfactorily passing a medical check.
4. no questions will be asked about an Applicant’s Protected Characteristic, as this may demonstrate an intention to discriminate. For example, Applicants should not be asked about current or future pregnancy, childcare or related matters.
5. no assumptions will be made about an Applicant based on Protected Characteristics. For example, assumptions about an Applicant’s immigration status based on appearance, accent or apparent nationality.
6. no questions about an Applicant’s personal circumstances will be asked.

Records of the interview (including questions asked, answers given and any interview notes) will be retained for one year after the interview.

Engaging Foreign Nationals

The Employer is legally required to verify that all employees have the right to work in the UK. Prior to starting employment, all prospective employees must produce original documents to the Employer's satisfaction, irrespective of nationality.

Information about the documents required is available from the Managing Director.

Monitoring

As part of the recruitment process, the Employer monitors Applicants':

1. sex.
2. sexual orientation.
3. ethnic group.
4. disability.
5. religion.
6. age.

We do this to assess the effectiveness of our measures to promote equal opportunities and to help us identify and take appropriate steps to avoid discrimination, under-representation and potential disadvantage and improve diversity.

Provision of this information is voluntary and the information is kept in an anonymised format solely for the purposes stated here. The information will not be used as part of any decision-making process relating to the recruitment or employment of the person providing the information.

Complaint

Any complaints relating to discrimination in the recruitment and selection process should be made directly to the Managing Director.

Complaints from Applicants will be reviewed and investigated by the Managing Director and, where appropriate, the legal department, and responded to within 14 days.

Anyone found to have committed any acts of discrimination during the recruitment and selection process will be subject to disciplinary action.

An Applicant complaining of unlawful discrimination during the recruitment and selection process has the right to raise a claim with an Employment Tribunal.

Review

The board of directors of the Employer keeps this policy under review and reviews it at least once per year, to ensure Applicants are being treated fairly and according to ability and merit.

The Employer encourages Staff to comment on this Policy and suggest ways in which it might be improved or ask any questions if they are unsure about any part of this Policy or how it is applied by contacting the Managing Director.

Privacy Policy

BACKGROUND

Your Partnerships Ltd. understands that your privacy is important and that you care about how your personal data is used and shared. We respect the privacy of everyone who visits our website and uses our online services.

We are committed to respecting, securing, and protecting your privacy and private data. We are also committed to being transparent about what we collect from you and how we use it.

This privacy notice provides you with information about what personal data we collect, how we use your data, how we ensure your privacy is maintained, and your legal rights relating to your personal data.

WHO WE ARE

We are Your Partnerships Ltd. Our registered office address:

Waterside Court

Falmouth Road

Penryn

Cornwall

TR10 8AW

Contact us via:

Email – admin@yourpartnerships.co.uk

Phone – 01326330876

YOUR RIGHTS

Under the General Data Protection Regulation (GDPR) and The Data Protection Act 2018 (DPA) you have a number of rights with regard to your personal data; which this policy and our use of your data has been designed to uphold:

Right to be informed – you have the right to be informed about our collection and use of your personal data.

Right of access – you have the right to request a copy of the information that we hold about you. You can do this by contacting us using the above details.

Right of rectification – you have a right to correct data that we hold about you that is inaccurate or incomplete.

Right to be forgotten – in certain circumstances you can ask for the data we hold about you to be erased from our records.

Right to restriction of processing – where certain conditions apply, you have a right to restrict our processing.

Right of portability – you have the right to have the data we hold about you transferred to another organisation.

Right to object – you have the right to object to certain types of processing (such as direct marketing).

If you have cause for complaint about our use of your data, or you would like to exercise any of your rights, then please contact us using the details provided in Section 1 and we will do our best to solve the problem for you.

If we are unable to help, or you aren’t satisfied with our response, you also have the right to lodge a complaint with the UK’s supervisory authority – The Information Commissioner’s Office (ICO). The ICO can be contacted:

By post – The Information Commissioner’s Office, Wycliffe House, Water Lane, Wilmslow, SK9 5AF

By telephone – 0303 123 1113

Via its website – www.ico.org.uk

WHAT DATA DO WE COLLECT FROM YOU?

We collect some data automatically from you when you user our website. That information is:

Your IP address, login information, browser type and version, time zone setting, browser plug-in types, geo-location information about where you might be, operating system and version.

Your URL clickstreams (the path you take through our site), products/services viewed, page response times, download errors, how long you stay on our pages, what you do on those pages, how often, and other actions.

Contact Details – Your name, address, phone number, email address.

Financial Information – Your bank and payment details when you become a member or a team member.

HOW WE USE YOUR DATA

Data protection law means that we can only use your data for certain reasons and where we have a legal basis to do so. Here are the reasons for which we process your data:

Keeping Our Website Running: providing and managing your access to our website and services, personalising and tailoring your experience on our website and services. Our legal basis for this is legitimate interest (see below).

Improving Our Website: Testing features, interacting with feedback platforms and questionnaires, managing landing pages, heat mapping our site, traffic optimization and data analysis and research, including profiling and the use of machine learning and other techniques over your data and in some cases using third parties to do this. Our legal basis for this is legitimate interest (see below).

Marketing Purposes: We may send you emails and messages about new features, meetings and networking opportunities. You will always be able to unsubscribe from these. Our legal basis for doing that is either consent or legitimate interest (see below).

Promoting Our Meetings: We may use photographs and your attendance at our meetings to promote them to potential customers. Our legal basis for this is legitimate interest, and you do have the right to object.

Answering Your Queries & Customer Support: We will use your email and contact details to answer your contact requests and queries. Our legal basis for doing so is contractual obligation.

LEGAL BASIS

We have identified a legal basis for each of the purposes for which we use your data. This is what they mean:

Legitimate Interest

Processing your data is necessary for our legitimate interests or the legitimate interests of a third party, provided those interests are not outweighed by your rights and interests. These legitimate interests are:

gaining insights from your behaviour on our website.

delivering, developing and improving our service.

enabling us to enhance, customise or modify our services and communication
enhancing data security.

promoting our meetings, network and business opportunities to members and potential new members.

responding to customer enquiries, contact requests and promoting our services.

In each case, these legitimate interests are only valid if they are not outweighed by your rights and interests. You can always object to our processing of your data based on legitimate interest. If you do so and we have no other legal basis for processing your data we will stop. If we do have another legal basis we will continue to do so, subject to your legal rights.

Consent

You have given clear consent for us to process your personal data for a specific purpose. You can always withdraw your consent. You can do this by clicking on unsubscribe in any marketing email we send, or by getting in touch via the contact details listed above. If you withdraw your consent and we have no other legal basis for processing your data we will stop. If we do have another legal basis we will continue to do so, subject to your legal rights.

STORING AND SHARING YOUR DATA

Data security is very important to us and we take appropriate security measures to safeguard and secure your data which is collected via our website and services.

We endeavour to keep all of your personal information in the European Economic Area (EEA). The EEA includes all EU Member States plus Norway, Iceland and Liechtenstein.

In limited, and necessary, circumstances your information may be transferred outside of the EEA; this will only happen where it can’t be avoided. Where this does happen, we will put special protections in place. We will only move data to countries or organisations:

Where the EU Commission has deemed their data protection measures to be adequate;

Or under a contract which enforces the EU Commission approved “standard data protection clauses” which can be viewed at http://ec.europa.eu/justice/data-protection/international-transfers/transfer/index_en.htm .

We will never sell your personal data.

We will make your contact data available to other Your Partnerships Ltd members via our website. You can control what data is available publicly in order to promote your business.

We will sometimes transfer or disclose your personal to third parties to allow us to provide our services to you (for example providing details to venues to book meetings). We only do this where we really have to.

We may sometimes contract with trusted service providers to provide goods and services on our behalf. These may include payment processing, delivery of goods, search engine facilities, advertising, marketing and IT systems. This will sometimes necessitate the transfer of your personal data to those trusted service providers.

Where we transfer your data to our trusted service providers we will have confirmed that they will apply data protection and security measures to the same standard we would. We will always impose contractual terms on all of our providers to ensure your data remains secure.

In certain limited circumstances we may be legally required to share your personal data – for example where we are involved in legal proceedings, or where we are complying with a court order, regulatory requirement, or government department with appropriate legal authority to compel us to do so.

HOW LONG WE KEEP YOUR DATA

We do not keep your personal data for any longer than it is necessary in the light of the reason(s) for which it was first collected and for our obligation under other laws.

We may need to keep your information to establish, bring or defend legal claims. We’ll therefore always keep your personal data for 7 years after the date from which it is no longer necessary for us to hold it.

At the end of that period your data will be either deleted completely or anonymised.

Exceptions to the above will be:

Where you have exercised your right to have the information removed where it applies.

Where the law requires us to keep your data for longer or delete it sooner.

Where a legal claim is in progress – we’ll keep your data until that claim is concluded.

Cookies Policy

Like many other websites, ours uses cookies. Cookies are small pieces of information sent by an organisation to your computer or device and stored on your computer or device to allow a website to recognise you when you visit. They help us collect statistical data about your browsing actions and patterns but should not contain personal data (other than the cookie itself, which is defined as personal data under GDPR).

All cookies used by and on our website are used in accordance with the current cookie law. Here are details of the cookies in current use on this site:

1. ASP.NET session cookie: this holds information about the state of certain ASP.NET controls.

2. Google Analytics cookie: this shows web traffic analysis. These cookies have multiple expiration dates; please refer to this article  (published by Google) for more information.

3. Google AdWords and Google Remarketing: We use the online advertising program Google AdWords and the Google Remarketing technology, both operated by the company Google Inc. (“Google”). For measuring conversion with Google AdWords, a conversion tracking cookie is placed when a user clicks on an advertisement delivered by Google (“Ads”). Conversion tracking cookies expire after 30 days and are not used for personal identification. Google uses a different cookie for each Google AdWords customer and there is no consolidation of the cookie data with other data. If you click on one of our Ads and proceed to a page equipped with a conversion tag and the cookie has not yet expired, the conversion is documented. With the help of the conversion tracking cookie we see the total number of conversions and are able to review the performance of our Ads. You can find more information about Google AdWords here .

4. DoubleClick: We use remarketing codes to log when users view specific pages, allowing us to provide targeted advertising in the future.

5. Facebook pixel: this is a ‘web beacon’, in this case a pixel used on the Your Partnerships Ltd. website, which functions in a similar way to a cookie. It is used to build up a ‘Custom Audience’ based on people who visit our website, so we can target more relevant and effective Facebook advertising campaigns. Please refer to Facebook  for more information.

6. LinkedIn Insight tag: a lightweight JavaScript snippet that drops a cookie on the web browser of a visitor whenever they visit our website. This will allow us to monitor our ads and conversions on our website. Find out more.

7. Hot Jar cookie: this allows us to collect information about how users are navigating through and interacting with the content that’s on our website. This information will help us improve users’ web experience when navigating our website. Find out more.

Before cookies are placed on your computer or device you will be shown a pop-up requesting your consent to set such cookies as detailed below. By giving us your consent, you are allowing us to provide the best possible experience of our website. You may refuse consent to cookies; however, certain parts of our website may then not function correctly. You can alter your browser settings to refuse all cookies.

There are four types of cookies:

Strictly Necessary Cookies: These are essential to make a website work and provide features you’ve asked for. Generally, these are used to provide shopping baskets and similar. Without these cookies the website may not work as intended

Performance Cookies: These collect anonymous information about users for the purposes of tracking the performance of a website. Common uses include well-known analytics tools such as Google Analytics.

Targeting/Advertising Cookies: These are similar to performance cookies. However, they are used to track users’ behaviour and that information is then used on a “per user” basis to advertise products/services on the basis of the behavioural information collected.

Functionality Cookies: These are used to remember automatically the choices that users have made in order to improve their experience on the website; for example, selecting desired layout or language.

CHANGES TO OUR PRIVACY NOTICE

We may change this privacy notice from time to time (for example, if the law changes). Any changes will be immediately posted on our site. We recommend you check the privacy notice regularly to remain up to date.

This privacy notice was last updated in December 2019.

Terms of Use

Your Partnerships Ltd. has several levels of membership:

• Standard Membership at £25 + VAT per month
• Business Membership at £25+VAT per month plus £5 per month for each team member you wish to include
• Four tiers of Sponsor membership, from £80 + VAT per month, giving over £2k per year of benefits.

For full details of the levels of sponsorship, see our blog about it .

If you are leaving your organisation and need to change the name of the person taking your networking ticket, you must notify the owner where Your Partnerships Ltd. membership has been established.

All transactions between you and Your Partnerships Ltd. are business to business transactions. No refund is possible once payment has been processed.

All members that join as a cash membership will not be authorised to move to a separate form of payment currency.

YOU’VE JOINED A GLOBAL NETWORK

You are now part of an ever-growing network and not just a single group. This means that you will always have an array of groups to attend. You can attend as many or as few of our meetings as you choose. There is no mandatory attendance requirement but your success will be relevant to the number of meetings you attend.

Remember that Your Partnerships Ltd. is YOUR network so if you wish to see new events or classes speak to the owner or owners of your area.

MEMBERSHIP PAYMENT

All payments must be taken via the website CRM. If you have difficulties making payments, please contact the owner of your area. Each area of Your Partnerships Ltd. has sponsorship opportunities as well as National sponsorship opportunities. Please see the owner of your area for sponsorship opportunities and you will be directed about products and how to pay via the CRM system.

CONTINUOUS MEMBERSHIP PROGRAMME AND CANCELLATION

Your membership will renew from month to month but you are in no contract so you may stop your membership at any time.

If Continuous Membership renewal payment fails as a result of a debit/credit card no longer being active or a change of card expiry date, Your Partnerships Ltd. will contact you to request updated card details.

YOUR PARTNERSHIPS LTD WEBSITE

As a member, you undertake that:

All registration details that you provide are true and correct and you will keep the information updated.

You will use a real name, and be able to provide proof of identity if we ask. You must use your real first and last names on your Your Partnerships Ltd. profile.

Your use of the Website does not violate these terms and conditions nor breach any applicable laws.

You own all intellectual property rights to any content uploaded to the Website or you have a licence from the owner of the intellectual property rights to post upload and display such content.

You will not post any material which is false, defamatory, inaccurate, abusive, vulgar, harassing, obscene, threatening, invasive of a person’s privacy, pornographic, or otherwise in violation of any UK laws relating to online conduct.

You grant us a non-exclusive royalty-free sub-licensable perpetual worldwide licence to use modify, publish and display and distribute such content on and through the Website and in any other form or medium.

You will not upload, post or otherwise display any content on the Website which contains software viruses, or any that contains chain letters, bulk mail, junk mail, spam or similar.

YOUR PARTNERSHIPS ON FACEBOOK

Any and all Your Partnerships Ltd. will be held responsible to follow all rules and responsibilities of Facebook and Your Partnerships Ltd. will not be held responsible for individual acts on Facebook. You are using Facebook under your own personal profile and will held responsible to Facebook restrictions.

In cases of persistent abuse of the group’s ethics, members will be blocked.

ACCESS RESTRICTION, SUSPENSION, TERMINATION, AND ALTERATION

At any time without notice and for any reason Your Partnerships Ltd. reserve the right to deny you access to the Website or to any aspect of the Networking Service.

You agree that we may delete, edit, lock move or remove any content without notice and for any reason and/or to record the IP address from which any content is posted, uploaded or displayed without notice and for any reason, (including, without limitation) content which is in breach of these terms.

You shall not be entitled to a refund of any amount corresponding to the unexpired portion of your membership if your access to the Website and/or the networking service is restricted, suspended or terminated.

INDEMNITY AND EXCLUSION OF LIABILITY

Use of the Website and the Networking Service is at your own risk. Both are provided on an “as is” basis. You are solely responsible for how you interact with other users of the Website and the Networking Service.

Your Partnerships Ltd. disclaims all liability whatsoever whether arising in contract, tort (including negligence) as a result of or in connection with the Website and/or the Networking Service for any economic loss, loss of goodwill or reputation, or special or indirect or consequential loss or otherwise and all implied warranties terms and conditions relating to the Website and the Networking Service are hereby excluded.

Your Partnerships Ltd. accepts no responsibility for any loss or damage sustained by you as a result, directly or indirectly arising out of:

the conduct of any user of the Website.

any technical or other failures of the Website.

your attendance at events and meetings with other users of the Website and the Networking Service. Your Partnerships Ltd. does not provide any warranty as to the fitness or otherwise of the venue nor the owner and/or operator of the venue at which Your Partnerships Ltd. meetings take place.

any dealings that you have with any users of the Website and/or the Networking Service.

any subsequent arrangements, contracts, agreements or business relationships that you enter into with any person (whether a Member or otherwise) as a result of or facilitated by your use of the Website or the Networking Service.

If Your Partnerships Ltd. is found to be liable to you directly or indirectly in relation to the Website or the Networking Service that liability shall be limited membership costing for one year. Nothing in these terms shall limit liability for death or personal injury caused by negligence. You agree to indemnify us in full and on demand against any loss, damage, costs or expenses which we suffer or incur directly or indirectly as a result of your use of the Website and the Networking Service.

USE OF YOUR DATA

For full details on how we handle your data and put in place appropriate safeguards to your privacy, please see our privacy notice.

UPDATING OUR TERMS AND CONDITIONS

We may update these terms and conditions from time to time at our discretion. Amended terms shall become effective as soon as they are placed on the Website and your continued use of the Website and the Networking Service constitutes acceptance by you of the updated terms.

Video Conferencing Policy

Video Conferencing & Online Communication Policy Your Partnerships Members

Your Partnerships have made the decision to currently use Zoom (www.zoom.us) for video conferencing.

It is essential that we educate our members on the safe, secure and respectful use of our meetings for networking, training and charity/social events when using the Your Partnerships platform.

Recent events, both globally and through our own experiences, have highlighted the need to have mandatory and enforceable rules that MUST be followed. Your Partnerships has a legal Duty of Care to both its staff, partners, members, guests and users. Part of this Duty of Care includes the ENFORCEMENT of taking appropriate measures to prevent unacceptable behaviour that may cause harm, offence or threat (verbally, mentally and physically).

How we will keep our members safe

• All meetings will be password protected.
• We will use the ‘Waiting Room’ feature to control access.
• We will restrict what participants can do in a meeting by:
• Disabling screen sharing by participants
• Disabling private chat between participants
• Not having participants rename themselves

By joining an event our members agree to:

• Register online at Your Partnerships for the event
• Will not share any links or passwords sent to them across any form of business, social media or private platforms.

1. All video’s must be turned on. You will not be admitted to the event unless we can see your face. This is an essential way of determining if the “person” is a real person or a BOT either harvesting data or testing our security and looking for gaps to penetrate and attack the meeting.

• Members will not rename themselves before or during the meeting.

By adhering to the above we will all keep each other safe.