Fair Use Policy
Definitions and interpretation
In the terms and conditions on this page:
• “Intellectual Property Rights” means all intellectual property rights, including copyright, patents, trade marks, design rights, trade secrets, domain names, know-how and other rights of a similar nature, whether registrable or not and whether registered or not, and any applications for registration or rights to make such an application, in all parts of the world;
• “Permitted Purpose” means the bona fide use of any provided document for genuine internal human resources purposes for you or your business solely;
• “User Documents” means all of the documents obtained from Hillen HR Pty Ltd and delivered to you via the website;
Fair Use
Without limitation to any other requirements imposed on the use of the User Documents, you must not:
• use the User Documents for any purpose or in any manner other than for the Permitted Purpose in accordance with any terms we may impose from time to time;
• use the User Documents in any way that could damage the reputation of Hillen HR Pty Ltd or the goodwill or Intellectual Property Rights of Hillen HR Pty Ltd associated with the User Documents;
• permit any third party to use the User Documents without Hillen HR Pty Ltd’s prior written consent;
• assign, sub-licence or otherwise deal in any other way with any of your rights without our prior written consent;
• disclose your password(s) to any third party;
• copy, reproduce, translate, adapt, vary or modify any User Document or create any derivative works based upon the User Documents, other than pursuant to the license granted to you under the heading “License” on this page below;
• modify or remove any copyright or proprietary notices pertaining to the User Documents; or
• engage in any conduct that, in the opinion of Hillen HR Pty Ltd at its sole and absolute discretion, indicates an intention to misuse and/or misappropriate any content of any User Documents.
Licence
Subject to the provisions under the heading “Ownership of Intellectual Property Rights” below and continued compliance with all of the provisions of our terms of use as notified from time to time, Hillen HR Pty Ltd hereby grants to you a perpetual license to keep, use and reproduce all User Documents validly produced by you in accordance with our terms of use as notified to you from time to time provided that such conduct is undertaken solely and exclusively for the Permitted Purpose.
No amendment or alteration is permitted to be made to the User Document (including any addition to, and/or deletion from, that User Document) without the consent of Hillen HR Pty Ltd.
Ownership of Intellectual Property Rights
You acknowledge and agree that:
• Hillen HR Pty Ltd does not transfer or assign any Intellectual Property Rights to you;
• your use of our site and/or client portal does not transfer or assign any Intellectual Property Rights to you;
• Hillen HR Pty Ltd owns and retains all Intellectual Property Rights in the User Documents, other than rights temporarily granted to you pursuant to the licence under the heading “License” on this page;
• Hillen HR Pty Ltd owns and retains all Intellectual Property Rights in the User Documents and you have no Intellectual Property Rights or any other rights in any part of the User Documents other than:
• the rights granted to you pursuant to the license under the heading “License” on this page above; and
• in respect of your own data.
• the rights granted to you pursuant to the license under the heading “License” on this page above; and
• in respect of your own data.
Consequences of Violation
Hillen HR Pty Ltd reserves all of its rights in relation to any breach of our terms, including any violation of this Fair Use Policy, including the right to seek injunctive relief and the right to sue for damages. Without limitation to those rights, if Hillen HR Pty Ltd finds that you have used the User Documents other than in accordance with our terms, Hillen HR Pty Ltd reserves the right to, without notice to you:
• limit your subscription; and/or
• suspend or terminate your subscription.
Our Latest Blog Post
Having a Code of Conduct: Why it’s important
An HR code of conduct is an essential document for all Australian businesses. The purpose of a code of conduct is to outline the ethical and professional standards of behaviour that are expected of employees. Essentially, it sets out the “rules” of the business and its culture, while promoting a safe and respectful working environment. Every code of conduct can be individual and reflects the particular workplace and the expectations.
Who Does the Code of Conduct Apply To?
A Code of Conduct provides a comprehensive framework that guides employers, employees and contractors in their interactions with colleagues, management, customers/clients and external stakeholders. If an organisation has volunteers it will also apply to volunteers.
The Code of Conduct helps all parties to understand the importance of maintaining integrity, fairness and respect in all activities in the business.
Why Every Business Needs One
Think of your Code of Conduct as more than just a rulebook—it's the blueprint for your culture. It addresses potential HR hurdles by:
Keeping you safe: Protecting the business and the team by ensuring you comply with all relevant legislation.
Living your values: clearly articulating the "why" behind what you do and the values and principles that drive your success.
Setting the standard: Giving employees a clear compass for how to act and interact within the workplace.
Empowering action: Offering a clear framework to address and rectify negative or unacceptable behaviours if things go off track.
What Topics Does a Code of Conduct Cover?
For HR purposes, a code of conduct should include a summary of HR policies that that affect your business and can be expanded on in more detailed HR policies. Topics may include:
Discrimination & EEO
Harassment and bullying
Diversity and inclusion
Attendance
Communication
Confidentiality and privacy
Conflict of interest
Conflict resolution
Dress code/uniform
Use of company property
Leave policies
Use of company vehicles
Use of technology
Professional development
Appropriate behaviour and the values of the business
Legislation that applies to employees and the business
Drugs and alcohol
Things to Know Before Writing Your Document
Your organisation’s code of conduct should be written in everyday language, with clear instructions on the behaviour expected of employees in the workplace. In essence, it must outline exactly what employees can and can't do.
A code of conduct document needs to be written so it’s not subject to misinterpretation.
We can help you by providing a Code of Conduct and other HR policies to ensure all potential problems are covered by your code of conduct.
A final word on Codes of Conduct
Most importantly, the purpose of your code of conduct is to encourage and maintain appropriate workplace conduct.
This vital document can be used as a point of reference when you are dealing with issues related to breaches of your policies and the behaviour expected of an employee.
Having a Code of Conduct in place can certainly assist in avoiding any escalating issues with an employee, which can be stressful and expensive.
For further expert advice on human resources or if you have any questions about anything HR related, get in touch.
Karen Hillen is your HR Partner, she helps businesses by providing HR support and advice services.
For the right HR support and advice, book a My HR Partner HR Advice call with Karen Hillen.
https://booking.myhrpartner.com.au/15minute-hr-advice-call
https://booking.myhrpartner.com.au/30minute-hr-advice-call
My HR Partner memberships provide 24/7 access to employment contracts, HR policies and documents, and HR advice calls. These services are tailored to the member’s needs and can be accessed on demand through phone or email for performance management issues, pay rates and Award advice.
Find out more about My HR Partner HR Hub membership here:
My HR Partner HR Hub Membership
We provide HR advice and support. We have trusted partners to assist with any employment law issues
outside of our scope.
More info
Get HR Advice from our HR expert
Fair Use Policy
Definitions and interpretation
In the terms and conditions on this page:
• “Intellectual Property Rights” means all intellectual property rights, including copyright, patents, trade marks, design rights, trade secrets, domain names, know-how and other rights of a similar nature, whether registrable or not and whether registered or not, and any applications for registration or rights to make such an application, in all parts of the world;
• “Permitted Purpose” means the bona fide use of any provided document for genuine internal human resources purposes for you or your business solely;
• “User Documents” means all of the documents obtained from Hillen HR Pty Ltd and delivered to you via the website;
Fair Use
Without limitation to any other requirements imposed on the use of the User Documents, you must not:
• use the User Documents for any purpose or in any manner other than for the Permitted Purpose in accordance with any terms we may impose from time to time;
• use the User Documents in any way that could damage the reputation of Hillen HR Pty Ltd or the goodwill or Intellectual Property Rights of Hillen HR Pty Ltd associated with the User Documents;
• permit any third party to use the User Documents without Hillen HR Pty Ltd’s prior written consent;
• assign, sub-licence or otherwise deal in any other way with any of your rights without our prior written consent;
• disclose your password(s) to any third party;
• copy, reproduce, translate, adapt, vary or modify any User Document or create any derivative works based upon the User Documents, other than pursuant to the license granted to you under the heading “License” on this page below;
• modify or remove any copyright or proprietary notices pertaining to the User Documents; or
• engage in any conduct that, in the opinion of Hillen HR Pty Ltd at its sole and absolute discretion, indicates an intention to misuse and/or misappropriate any content of any User Documents.
Licence
Subject to the provisions under the heading “Ownership of Intellectual Property Rights” below and continued compliance with all of the provisions of our terms of use as notified from time to time, Hillen HR Pty Ltd hereby grants to you a perpetual license to keep, use and reproduce all User Documents validly produced by you in accordance with our terms of use as notified to you from time to time provided that such conduct is undertaken solely and exclusively for the Permitted Purpose.
No amendment or alteration is permitted to be made to the User Document (including any addition to, and/or deletion from, that User Document) without the consent of Hillen HR Pty Ltd.
Ownership of Intellectual Property Rights
You acknowledge and agree that:
• Hillen HR Pty Ltd does not transfer or assign any Intellectual Property Rights to you;
• your use of our site and/or client portal does not transfer or assign any Intellectual Property Rights to you;
• Hillen HR Pty Ltd owns and retains all Intellectual Property Rights in the User Documents, other than rights temporarily granted to you pursuant to the licence under the heading “License” on this page;
• Hillen HR Pty Ltd owns and retains all Intellectual Property Rights in the User Documents and you have no Intellectual Property Rights or any other rights in any part of the User Documents other than:
• the rights granted to you pursuant to the license under the heading “License” on this page above; and
• in respect of your own data.
Consequences of Violation
Hillen HR Pty Ltd reserves all of its rights in relation to any breach of our terms, including any violation of this Fair Use Policy, including the right to seek injunctive relief and the right to sue for damages. Without limitation to those rights, if Hillen HR Pty Ltd finds that you have used the User Documents other than in accordance with our terms, Hillen HR Pty Ltd reserves the right to, without notice to you:
• limit your subscription; and/or
• suspend or terminate your subscription.
Our Latest Blog Post
Having a Code of Conduct: Why it’s important
An HR code of conduct is an essential document for all Australian businesses. The purpose of a code of conduct is to outline the ethical and professional standards of behaviour that are expected of employees. Essentially, it sets out the “rules” of the business and its culture, while promoting a safe and respectful working environment. Every code of conduct can be individual and reflects the particular workplace and the expectations.
Who Does the Code of Conduct Apply To?
A Code of Conduct provides a comprehensive framework that guides employers, employees and contractors in their interactions with colleagues, management, customers/clients and external stakeholders. If an organisation has volunteers it will also apply to volunteers.
The Code of Conduct helps all parties to understand the importance of maintaining integrity, fairness and respect in all activities in the business.
Why Every Business Needs One
Think of your Code of Conduct as more than just a rulebook—it's the blueprint for your culture. It addresses potential HR hurdles by:
Keeping you safe: Protecting the business and the team by ensuring you comply with all relevant legislation.
Living your values: clearly articulating the "why" behind what you do and the values and principles that drive your success.
Setting the standard: Giving employees a clear compass for how to act and interact within the workplace.
Empowering action: Offering a clear framework to address and rectify negative or unacceptable behaviours if things go off track.
What Topics Does a Code of Conduct Cover?
For HR purposes, a code of conduct should include a summary of HR policies that that affect your business and can be expanded on in more detailed HR policies. Topics may include:
Discrimination & EEO
Harassment and bullying
Diversity and inclusion
Attendance
Communication
Confidentiality and privacy
Conflict of interest
Conflict resolution
Dress code/uniform
Use of company property
Leave policies
Use of company vehicles
Use of technology
Professional development
Appropriate behaviour and the values of the business
Legislation that applies to employees and the business
Drugs and alcohol
Things to Know Before Writing Your Document
Your organisation’s code of conduct should be written in everyday language, with clear instructions on the behaviour expected of employees in the workplace. In essence, it must outline exactly what employees can and can't do.
A code of conduct document needs to be written so it’s not subject to misinterpretation.
We can help you by providing a Code of Conduct and other HR policies to ensure all potential problems are covered by your code of conduct.
A final word on Codes of Conduct
Most importantly, the purpose of your code of conduct is to encourage and maintain appropriate workplace conduct.
This vital document can be used as a point of reference when you are dealing with issues related to breaches of your policies and the behaviour expected of an employee.
Having a Code of Conduct in place can certainly assist in avoiding any escalating issues with an employee, which can be stressful and expensive.
For further expert advice on human resources or if you have any questions about anything HR related, get in touch.
Karen Hillen is your HR Partner, she helps businesses by providing HR support and advice services.
For the right HR support and advice, book a My HR Partner HR Advice call with Karen Hillen.
https://booking.myhrpartner.com.au/15minute-hr-advice-call
https://booking.myhrpartner.com.au/30minute-hr-advice-call
My HR Partner memberships provide 24/7 access to employment contracts, HR policies and documents, and HR advice calls. These services are tailored to the member’s needs and can be accessed on demand through phone or email for performance management issues, pay rates and Award advice.
Find out more about My HR Partner HR Hub membership here:
My HR Partner HR Hub Membership
We provide HR advice and support.
We have trusted partners to assist with
any employment law issues outside
of our scope.
More info
PO Box 1079
Coolangatta QLD 4225
ABN 30 644 527 015
Get HR Advice from our HR expert