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
Clear Communication: The Key to Setting Expectations at Work
How clear expectations shape culture, reduce risk, and improve employee engagement
Why a Code of Conduct is Non-Negotiable
Every Australian business — no matter how big or small — needs a written code of conduct. It’s more than a legal safeguard. It’s a foundational tool that sets the tone for how your team works, communicates, and treats each other.
A well-crafted Code of Conduct does three essential things:
Outlines acceptable behaviour and communication standards
Protects your business from risks and employee disputes
Shapes and strengthens your workplace culture
Without one, your business may be vulnerable to misunderstandings, Fair Work claims, or reputational damage.
Complement Your Code of Conduct with Key HR Policies
Your Code of Conduct is the compass — but your HR policies are the map. They guide your team through everyday expectations, from using work devices appropriately to managing conflict with kindness and clarity.
Here are the essential HR policies that work hand-in-hand with your Code of Conduct:
Workplace Bullying & Harassment Policy
Social Media Policy
Performance Management & Misconduct Policy
Leave, Attendance & Absenteeism Guidelines
Internet & Email Usage Policy
Pro tip: These should be accessible, up to date, and written in plain English — so everyone understands them.
Strong Communication = Fewer HR Headaches
Even the best-written policies won't be effective if communication isn’t clear and consistent. Here are some great ways to improve communication in your business:
10 Easy Wins for Better Communication
Regular team meetings that encourage input (not just updates with no opportunity for feedback or employee input)
An HR system, shared drive or intranet where key info and policies live
A clear and simple employee handbook
Open-door leadership that listens first
Regular, meaningful engagement surveys
Policy refreshers and reminders
Feedback opportunities that go both ways
Grievance procedures that employees trust
HR policies that everyone can access
Recognition for employees doing the right thing
When expectations are communicated regularly, everything flows better — from productivity to morale.
Preventing Workplace Harassment & Discrimination
It’s not enough to tell staff to "just be respectful." Your business needs to back that up with policies and action. That includes:
A written statement in your policies making it crystal clear that bullying, discrimination, and harassment won’t be tolerated
Regular training for all staff on what these terms mean and how to report concerns
A step-by-step grievance process — so employees know who to talk to, and when if they need to raise an issue or make a complaint
Kindness is important. So is structure. The two work best together.
Want Help Putting This in Place?
HR doesn’t have to be hard — and you don’t have to figure it out alone.
Book a free 10-minute introductory call to chat about how we can help you implement a Code of Conduct, update your HR policies, or improve team communication.
Book a Free Call with Karen
Looking for more in-depth support?
My HR Partner Memberships give you ongoing access to:
HR advice when you need it, on demand
Explore our Peace of Mind membership
Support with staff issues — before they become big ones
Templates and policies that keep you compliant
About Your HR Partner
Hi, I’m Karen Hillen — your trusted HR Partner. I help small and medium Australian businesses build kind, compliant workplaces. Whether you need contracts, policies, help managing your team or just someone in your corner, I’m here.
Let's Talk HR
Don’t wait for an issue to force your hand. Let’s set your workplace up for success — with clear conduct, compassionate communication, and proactive people management.
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
Clear Communication: The Key to Setting Expectations at Work
How clear expectations shape culture, reduce risk, and improve employee engagement
Why a Code of Conduct is Non-Negotiable
Every Australian business — no matter how big or small — needs a written code of conduct. It’s more than a legal safeguard. It’s a foundational tool that sets the tone for how your team works, communicates, and treats each other.
A well-crafted Code of Conduct does three essential things:
Outlines acceptable behaviour and communication standards
Protects your business from risks and employee disputes
Shapes and strengthens your workplace culture
Without one, your business may be vulnerable to misunderstandings, Fair Work claims, or reputational damage.
Complement Your Code of Conduct with Key HR Policies
Your Code of Conduct is the compass — but your HR policies are the map. They guide your team through everyday expectations, from using work devices appropriately to managing conflict with kindness and clarity.
Here are the essential HR policies that work hand-in-hand with your Code of Conduct:
Workplace Bullying & Harassment Policy
Social Media Policy
Performance Management & Misconduct Policy
Leave, Attendance & Absenteeism Guidelines
Internet & Email Usage Policy
Pro tip: These should be accessible, up to date, and written in plain English — so everyone understands them.
Strong Communication = Fewer HR Headaches
Even the best-written policies won't be effective if communication isn’t clear and consistent. Here are some great ways to improve communication in your business:
10 Easy Wins for Better Communication
Regular team meetings that encourage input (not just updates with no opportunity for feedback or employee input)
An HR system, shared drive or intranet where key info and policies live
A clear and simple employee handbook
Open-door leadership that listens first
Regular, meaningful engagement surveys
Policy refreshers and reminders
Feedback opportunities that go both ways
Grievance procedures that employees trust
HR policies that everyone can access
Recognition for employees doing the right thing
When expectations are communicated regularly, everything flows better — from productivity to morale.
Preventing Workplace Harassment & Discrimination
It’s not enough to tell staff to "just be respectful." Your business needs to back that up with policies and action. That includes:
A written statement in your policies making it crystal clear that bullying, discrimination, and harassment won’t be tolerated
Regular training for all staff on what these terms mean and how to report concerns
A step-by-step grievance process — so employees know who to talk to, and when if they need to raise an issue or make a complaint
Kindness is important. So is structure. The two work best together.
Want Help Putting This in Place?
HR doesn’t have to be hard — and you don’t have to figure it out alone.
Book a free 10-minute introductory call to chat about how we can help you implement a Code of Conduct, update your HR policies, or improve team communication.
Book a Free Call with Karen
Looking for more in-depth support?
My HR Partner Memberships give you ongoing access to:
HR advice when you need it, on demand
Explore our Peace of Mind membership
Support with staff issues — before they become big ones
Templates and policies that keep you compliant
About Your HR Partner
Hi, I’m Karen Hillen — your trusted HR Partner. I help small and medium Australian businesses build kind, compliant workplaces. Whether you need contracts, policies, help managing your team or just someone in your corner, I’m here.
Let's Talk HR
Don’t wait for an issue to force your hand. Let’s set your workplace up for success — with clear conduct, compassionate communication, and proactive people management.
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