Privacy Policy.

This Privacy Policy governs the manner in which Fuel Integrated collects, uses, maintains and discloses information collected from users (each, a “User”) of the https://fuelintegrated.com website (“Site”).

What information do we collect and why?

We may collect and use personal identification information from Users, as well as other information. ‘Personal identification information’ includes a User’s name, email address, telephone number, mailing address, and other similar information that can be used to identify you. More specifically, when Users use our Site, we may collect and store the following information:

• Name
• Email Address
• Phone number
• Correspondence sent to us through the site
• IP addresses
• Browser type
• Computer operating system
• Web log information
• Date and time you visited the Site
• Other click-stream data

We collect information for the following reasons:

• To improve your experience of the site and its services
• To respond to queries and correspondence
• To analyse site traffic (this information is anonymised)

How we use web browser cookies.

Our Site uses ‘cookies’ to enhance User experience. To make full use of the features on our Site you will need to accept cookies, as we can only provide you with certain personalised features of this website by using them.

However, if you’d prefer to restrict, block or delete cookies from fuelintegrated.com, you can choose to do this on your first visit to the site. Please note, disabling cookies may cause the website not to function as intended. If you change your mind later and want to enable or disable cookies, you can use your browser to do this. Each browser is different, so check the ‘Help’ menu of your particular browser to learn how to change your cookie preferences.

For further information on cookies or for details on how to delete them or refuse their installation on your computer, please visit: aboutcookies.org

You can see exactly which cookies we use on the Site by reading our cookie policy.

How we use collected information.

Fuel Integrated may collect and use Users personal information for the following purposes:

• To run and operate our Site

We may need your information display content on the Site correctly.

• To send periodic emails

We may use the email address to respond to their inquiries, questions, and/or other requests.

How we protect your information.

We adopt appropriate data collection, storage and processing practices and security measures to protect against unauthorized access, alteration, disclosure or destruction of your personal information, username, password, transaction information and data stored on our Site.

Sharing your personal information.

We do not sell, trade, or rent Users personal identification information to others. We may share generic aggregated demographic information not linked to any personal identification information regarding visitors and users with our business partners, trusted affiliates and advertisers for the purposes outlined above.

Review, correct and erase your information.

You may review, edit or request we erase the information collected about you at any time by contacting us at the address below.

Changes to this privacy policy.

Fuel Integrated has the discretion to update this privacy policy at any time. When we do, we will revise the updated date at the bottom of this page. We encourage Users to frequently check this page for any changes to stay informed about how we are helping to protect the personal information we collect. You acknowledge and agree that it is your responsibility to review this privacy policy periodically and become aware of modifications.

Your acceptance of these terms.

By using this Site, you signify your acceptance of this policy. If you do not agree to this policy, please do not use our Site. Your continued use of the Site following the posting of changes to this policy will be deemed your acceptance of those changes.

Contacting us.

If you have any questions about this Privacy Policy, the practices of this site, or your dealings with this site, please contact us.

This document was last updated on May 23, 2018

Preserving Staff Dignity Statement.

We are committed to providing a work environment in which all of our team are treated with respect and dignity and that is free of any form of bullying or harassment based upon age, disability, gender reassignment, race (including colour, nationality, ethnic or national origins and caste), religion or belief, sex (covering both sex-based harassment and sexual harassment), sexual orientation or upon any
other ground.

We will not tolerate any form of bullying or harassment of our staff, or abusive, violent or aggressive behaviour towards them, by anyone, including by our clients, customers, contractors and suppliers. Therefore, we will take appropriate and necessary action against any third parties who we discover have committed an act of bullying or improper or unlawful harassment against, or who have been abusive,
violent or aggressive towards, one or more of our employees.

Definitions.

We regard abusive, violent or aggressive behaviour as any behaviour which produces damaging or hurtful effects, whether physically or emotionally, on our employee.

Bullying is offensive, insulting, malicious or intimidating behaviour or an abuse or misuse of power which undermines or humiliates our employee.

Harassment occurs where you engage in unwanted conduct that:

• has the purpose or effect of violating our employee’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them, or
• is reasonably considered by our employee to have the effect of violating their dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them, even if you did not intend that effect.

Sexual harassment occurs where you engage in unwanted conduct of a sexual
nature that:

• has the purpose or effect of violating our employee’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them, or
• is reasonably considered by our employee to have the effect of violating their dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them, even if you did not intend that effect.

The employee does not need to be the subject of the unwanted conduct for harassment to have occurred. For example, your conduct could be directed at someone other than the employee, or even at nobody in particular.

Conduct may be harassment whether or not you intended to offend. Something intended as a “joke” or as “banter” may offend another person. This is because different employees find different levels of behaviour acceptable and everyone has the right to decide for themselves what behaviour they find acceptable to them. Behaviour which a reasonable person would realise would be likely to offend will always constitute harassment without the need for the employee having to make it clear to you that such behaviour is unacceptable. With other forms of behaviour, it may not always be clear to you in advance that it will offend a particular employee, for example, certain banter and jokes or inviting an employee for a private drink. In these cases, your behaviour will constitute harassment if your conduct continues after our employee has made it clear, by their words or conduct, that such behaviour is unacceptable to them. A single incident can amount to harassment if it is sufficiently serious.

Examples.

Examples of abusive, violent or aggressive behaviour include, but are not limited to,
the following:

• verbal abuse, shouting or swearing
• physical assault, whether or not resulting in harm or injury
• assault using a weapon
• threat of harm to the employee, their property or their family.
• Bullying and harassment may be verbal, non-verbal, written or physical and it includes conduct which takes place by telephone, email, other electronic communication and in an online setting. Examples of unacceptable behaviour include, but are not limited to, the following:
• unwanted physical conduct, including touching, pinching, pushing and grabbing
• physical or psychological threats
• inappropriate derogatory comments about an employee’s performance
• using abusive or threatening language in emails or other communications
• unwelcome sexual advances, requests for sexual favours, suggestions for sexual activity or other conduct of a sexual nature
• subjection to obscene, lewd or other sexually suggestive or racist comments or gestures, or other derogatory comments or gestures
• the offer of rewards for going along with sexual advances or threats for rejecting sexual advances
• jokes, comments, remarks or pictures of a pornographic, sexual, sexist, racist, homophobic or ageist nature or which are otherwise inappropriate, derogatory, discriminatory or stereotypical
• demeaning comments about an employee’s appearance
• questions about an employee’s sex life
• outing or threatening to out an employee as gay or lesbian, or circulating rumours about an employee’s sexual orientation
• consistently addressing a transgender or intersex employee by a previous name
• consistently failing to use an employee’s preferred pronoun
• the use of demeaning nicknames
• picking on, mocking, mimicking or ridiculing an employee
• continued suggestions for social activity after it has been made clear that suchsuggestions are unwelcome
• isolating an employee or excluding them from social activities or relevant work-related matters.

Dealing with complaints.

We encourage our team to report all instances of bullying or harassment, or of
abusive, violent or aggressive behaviour, and we will then deal with such allegations
confidentially and speedily. This will include conducting an investigation into the
allegations and, at that stage, we may ask the alleged perpetrator to provide a
written statement setting out their version of events.

We are committed to taking appropriate action with respect to all complaints of
bullying and harassment, or of abusive, violent or aggressive behaviour, which we
uphold against third parties. For example, we may ask them to undertake to behave
reasonably in future, or we may look to refuse to deal further with them (either
permanently or for a temporary period), or we may permanently terminate any
contractual arrangements.