Disclaimer

Please read these terms and conditions carefully.

By accessing this site and any contents thereof, you agree to be bound by the terms and conditions below. If you do not agree to the terms and conditions below, do not access this site, or any contents thereof.

Copyright in the pages and screens displaying the pages, and in the information and material therein and in their arrangement, is owned by Global Touchpoints Inc. unless otherwise indicated.

Use of information and materials

The information and materials contained in this site and pages – and the terms, conditions, and descriptions that appear are subject to change. Not all solutions and services are available in all geographic areas. Your eligibility for particular solutions and services is subject to final Touchpoints’ determination and acceptance.

No warranty

The information and materials contained in this site, including text, graphics, links or other items – are provided “as is,” “as available”. Touchpoints does not warrant the accuracy, adequacy or completeness of this information and materials and expressly disclaims liability for errors or omissions in this information and materials. No warranty of any kind, implied, express or statutory, including but not limited to the warranties of non-infringement of third party rights, title, merchantability, fitness for a particular purpose and freedom from computer virus, is given in conjunction with the information and materials.

Limitation of liability

In no event will Touchpoints be liable for any damages, including without limitation direct or indirect, special, incidental, or consequential damages, losses or expenses arising in connection with this site or use thereof or inability to use by any party, or in connection with any failure of performance, error, omission, interruption, defect, delay in operation or transmission, computer virus or line or system failure, even if Touchpoints, or representatives thereof, are advised of the possibility of such damages, losses or expenses. Hyperlinks to other internet resources are at your own risk; the content, accuracy, opinions expressed, and other links provided by these resources are not investigated, verified, monitored, or endorsed by Touchpoints.

The company adopts and conducts its business in a fair, ethical, and transparent manner. The company expects that each of its employees imbibes this ethical behavior and works towards upholding the principles and standards laid down by the company. Any actual or potential violation of this policy, howsoever insignificant or perceived as such, will be a matter of concern.

Whistleblower Policy

This policy applies to all employees and directors of the company.

“Whistleblower” means any person who decides to inform the company against any noted violations of the code of conduct of the company, including abuse of authority, mismanagement of financial reports, violation of law, etc.

The objective of this policy is to encourage timely, safe, and open reporting of any alleged wrongdoings or suspected impropriety or violations of law. The company encourages its employees and directors to report any matter that they think may be a potential or a perceived threat. Failure to promptly raise a known or a suspected violation will be considered unethical behavior and will go against the company’s code of conduct.

If a director or an employee notices any unethical act or wrongdoings prejudicial to the interest of the business of the company, he/she should immediately raise a complaint.

A complaint should be made in writing to the HR department with complete details of the noted violation. The company does not encourage the employee to investigate the violation and only seeks information and details. Any violation will be promptly investigated by the company. A complaint can be made anonymously without revealing the identity of the complainant.

The company will ensure to protect whistleblowers against retaliation and will keep the whistleblower’s identity confidential unless the person agrees to be identified or the identification is necessary to allow the company or law enforcement officials to investigate or if the identification is required by law.

Employees are strictly advised against making any false complaints. If the complaint is investigated and discovered to be false and is found to be made with an ulterior motive, the company will initiate disciplinary action against such employees.