利用規約
この利用規約は、Wiggle のサービスおよび Web サイトのご利用を規定するものです。お客様が Wiggle の Web サイトを利用される場合は、この規約に同意されたものと見なされます。Wiggle は常に利用規約を変更する権利を保有しており、お客様はご注文前に定期的に確認する義務を負います。この規約により、お客様の法的な権利が影響を受けることはありません。
Wiggle は Wiggle Ltd の商号です。企業登録住所: 1000 Lakeside, Suite 310, Third Floor N E Wing, Portsmouth, Hampshire, PO6 3EN United Kingdom/ 企業ナンバー: 2667809 / VAT ナンバー: 884 2571 94
当社のWebサイト (www.wiggle.jp) でご注文をされることにより、お客様は商品購入の意思があるものとみなされ、下記の利用規約の対象となります。すべてのご注文商品の在庫状況と商品価格は、変動する可能性があります。
発送所要時間は、商品の在庫状況により異なります。当社の責によらない配送の遅延や不可抗力による遅延が生じる場合があるため、配送所要日数・時間についてはいかなる保証もできかねます。詳細については、当社サイトの配送ページを参照してください。
Wiggle の契約を締結するためには、お客様の年令が18歳以上である必要があります。Wiggle は、お客様からのいかなる要求をも拒否する権利を有します。お客様のご注文を受理した場合、当社はEメールでお客様に通知し、契約の当事者であることを確認させていただきます。これは通常 Wiggle が行いますが、第三者が行う場合もあります。第三者と契約が締結された場合、契約はお客様と第三者の間で締結され、販売の条件は第三者により供給されます。Wiggle が代理または代表の役割を果たすことはありません。ご注文の際は、お客様は当社に提供する情報の内容が事実と相違なく、お客様がご注文に使用されたクレジットカードやデビットカード、銀行口座の許諾使用者であり、商品価格の支払いに十分な資金を有していることを保証することになります。英国国外からのご注文の場合、商品やサービスの価格は変動する可能性があります。当社のすべての広告表示価格は変動する場合があります。
ご注文の際、お客様にはご注文完了を確認するEメールが送信されます。このEメールは確認のみを目的としたもので、ご注文の受諾を示すものではありません。Wiggle は、ご注文を処理する前に注文を受諾または拒否する権利を有します。商品購入に関する当社とお客様の間の契約は、当社がお支払いを承認し、価格が確認され、注文が処理されて商品が発送されるまで締結されません。これらの取り決めを確認し、ご注文商品が発送されるまで商品に関する権利は移行されないことを確認するため、2通目の Eメールがお客様に送信されます。
当社では、Webサイトのすべての情報や説明、価格が正確であるよう尽力しております。万一商品の価格に間違いが見つかった場合は、できるだけ早くお客様に通知し、正しい価格で注文を再確認するか、または注文をキャンセルするかをお選びいただきます。お客様に連絡が取れない場合は、ご注文をキャンセルさせていただきます。ご注文のキャンセルをご希望で、商品代金をすでにお支払い済みの場合は、全額返金させていただきます。配送料金は、追加で請求させていただきます。これらの追加料金は必要に応じて明示され、合計金額に含まれます。
当社の Web サイトには、誤字などの表記ミスや不正確な情報、最新でない情報が含まれている場合があります。したがって、当社は事前の予告なしに上記のようなエラーを修正し、情報を変更または更新する権利を有します。また当社は、価格や配送、支払い条件、返品ポリシーなどに関して、エラーや不正確な情報、または最新でない情報を含むWeb サイトの情報に基づいてお客様が発注された注文の処理完了を、無制限に拒否する権利を有します。
Wiggle は、当社の個人のお客様に販売するという合意の下、供給業者から商品を購入しています。他のリテーラーやバイクメーカーに大口で販売することは、当社のビジネスモデルに即していません。当社は、個人やクラブに必要な量を上回るご注文を拒否またはキャンセルする権利を有します。本件についてご質問がお有りの場合、または大口注文のご相談については、お問い合わせください。
商品の仕様・適合性
在庫状況・ 配達予定
支払い
配送
環境への配慮
Wiggle は環境に配慮し、2006年の EU Waste Electrical and Electronic Equipment (WEEE) 規定に準拠しています。第2条の下で、 廃棄物を最小化し、処理と回復、環境的処理をするために高い廃棄物回収レベルを達成することが求められています。
Wiggle は、新旧交換の原則により、どんな古い電気製品でもお客様から回収します。ただし、予備の部品は回収の対象外となります。当社から新しい商品を購入して、古い商品を返送する場合は、下記の住所までお願いします。
Returns, Wiggle Ltd,
Citadel Logistics Centre
Black Country New Road
Bilston
WV14 7BR
United Kingdom
新しい商品の購入後、28日以内に古い商品を返送してください。商品の返送料金はお客様にご負担いただくことになります。
個人情報保護方針、著作権および免責事項
お客様の同意なしに、お客様の氏名と住所をいかなる団体にも売却あるいは渡すことは決してありません。お客様の詳細情報は守秘扱いであり、Wiggleに注文した結果、 未承諾のメールを受け取ることは決してありません。
1998年データ保護法に従い、Wiggleは厳密な 個人情報保護方針を策定しています。
Wiggle アカウントのユーザーネームやパスワードは、第三者に知らせないようお願いいたします。
このサイトに含まれる全内容、テキスト、グラフィック（著作権を含む）は、Wiggle Ltdが所有し、管理しています。Wiggleウェブページにアクセスすることにより、個人的かつ非商業的目的でのみコンテンツをダウンロードすることにお客様が同意したものとみなします。Wiggle Ltdの書面により事前の許可なしに、いかなるメディアも、どのような理由でもWiggleのコンテンツを改ざんしたり、コピー、放送、ダウンロード、保存、送信または公共の場で展示することは許可されていません。
Our Code of Conduct sets out the core principles that suppliers, factories and supply chain must follow to ensure products are made in good working conditions and that the people making them are treated decently and paid a fair wage. It is based upon the Ethical Trading Initiative Base Code, which itself founded on the conventions of the International Labour Organisation and is an internationally recognised code of labour practice.
1. Employment is freely chosen
1.1 There is no forced, bonded or involuntary prison labour.
1.2 Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice.
2. Freedom of association and the right to collective bargaining are respected
2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.
3. Working conditions are safe and hygienic
3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.
3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.
3.5 The company observing the code shall assign responsibility for health and safety to a senior management representative.
4. Child labour shall not be used
4.1 There shall be no recruitment of child labour.
4.2 Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; "child" and "child labour" being defined in the appendices.
4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.
4.4 These policies and procedures shall conform to the provisions of the relevant ILO standards.
5. Living wages are paid
5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.
5.2 All workers shall be provided with written and understandable Information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.
5.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.
6. Working hours are not excessive
NB: This Base Code clause was revised with effect from 01 April 2014.
6.1 Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers. Sub-clauses 6.2 to 6.6 are based on international labour standards.
6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week. *
6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay.
6.4 The total hours worked in any 7-day period shall not exceed 60 hours, except where covered by clause 6.5 below.
6.5 Working hours may exceed 60 hours in any 7-day period only in exceptional circumstances where all of the following are met:
• this is allowed by national law;
• this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce;
• appropriate safeguards are taken to protect the workers’ health and safety; and
• the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.
6.6 Workers shall be provided with at least one day off in every 7 day period or, where allowed by national law, 2 days off in every 14 day period.
* International standards recommend the progressive reduction of normal hours of work, when appropriate, to 40 hours per week, without any reduction in workers’ wages as hours are reduced.
7. No discrimination is practised
7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
8. Regular employment is provided
8.1 To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.
8.2 Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.
9. No harsh or inhumane treatment is allowed
9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
10. Environmental requirements
10.1 Wiggle wishes to share its commitment to the environment with suppliers whose practices conform to applicable environmental standards
11. Legal requirements
11.1 Wiggle is committed to full compliance with the laws and regulations in each procurement location where Wiggle conducts business, and will not knowingly operate in violation of any such law or regulation.
11.2 Wiggle will not knowingly use suppliers who violate applicable laws and regulations
12. No bribery or corruption will be tolerated
12.1 The offering, paying, soliciting or accepting of bribes or kick-backs, including facilitation payments, is strictly prohibited. A bribe may involve giving or offering ANY form of gift, consideration, reward or advantage to someone in business or government in order to obtain or retain a commercial advantage or to induce or reward the recipient for acting improperly or where it would be improper for the recipient to accept the benefit. Bribery can also take place where the offer or giving of a bribe is made by or through a third party, e.g. an agent, representative or intermediary.
Some examples of bribes are as follows. This is not an exhaustive list:
12.2 Facilitation payments are small payments or fees requested by government officials to speed up or facilitate the performance of routine government action (such as the provision of a visa or customs clearance). Such payments are strictly prohibited.
12.3 Suppliers, representatives and their employees must comply with all applicable anti-bribery and corruption laws. If no such anti-bribery or corruption laws apply, or are of a lesser standard to that prescribed in the UK Bribery Act 2010, suppliers, representatives and their employees must adhere to the UK Bribery Act 2010.
12.4 Suppliers and representatives must have in place anti-corruption and bribery procedures to prevent employees or persons associated with its business from committing offences of bribery or corruption. Suppliers and representatives will properly implement these procedures into their business and review them regularly to ensure that they are operating effectively.
13. APPENDIX A Definitions
Child
Any person less than 15 years of age unless local minimum age law stipulates a higher age for work or mandatory schooling, in which case the higher age shall apply. If however, local minimum age law is set at 14 years of age in accordance with developing country exceptions under ILO Convention No. 138, the lower will apply.
Young Person
Any worker over the age of a child as defined above and under the age of 18
Child Labour
Any work by a child or young person younger than the age(s) specified in the above definitions, which does not comply with the provisions of the relevant ILO standards, and any work that is likely to be hazardous or to interfere with the child’s or young person’s education or to be harmful to the child’s or young person’s health or physical, mental, spiritual, moral or social development.
