Legal Terms and Conditions please read all in there entirety
9. Indemnification (or What Happens If You Get Us Sued) We hope this never happens, but if JayLilRose gets sued because of something that you did, you agree to defend and indemnify us. That means you’ll defend JayLilRose (including any of our employees) and hold us harmless from any legal claim or demand (including reasonable attorney’s fees) that arises from your actions, your use (or misuse) of our Services, your breach of the Terms, or your account’s infringement of someone else’s rights. We reserve the right to handle our legal defense however we see fit, even if you are indemnifying us, in which case you agree to cooperate with us so we can execute our strategy. 10. Disputes with Other Users If you find yourself in a dispute with another user of JayLilRose’s Services or a third party, we encourage you to contact the other party and try to resolve the dispute amicably. Case System. Buyers and sellers who are unable to resolve a dispute related to a transaction on our websites or mobile apps may participate in our case system. You can find details about the case system in this Help article. JayLilRose will attempt to help you resolve disputes in good faith and based solely on our interpretation of our policies, in our sole discretion; we will not make judgments regarding legal issues or claims. JayLilRose has no obligation to resolve any disputes. Release of JayLilRose. You release JayLilRose from any claims, demands, and damages arising out of disputes with other users or parties. 11. Disputes with JayLilRose If you’re upset with us, let us know, and hopefully we can resolve your issue. But if we can’t, then these rules will govern any legal dispute involving our Services: A. Governing Law. The Terms are governed by the laws of the State of New York, without regard to its conflict of laws rules, and the laws of the United States of America. These laws will apply no matter where in the world you live, but if you live outside of the United States, you may be entitled to the protection of the mandatory consumer protection provisions of your local consumer protection law. B. Arbitration. You and JayLilRose agree that any dispute or claim arising from or relating to the Terms shall be finally settled by final and binding arbitration, using the English language, administered by the American Arbitration Association (the “AAA”) under its Commercial Arbitration Rules then in effect (those rules are deemed to be incorporated by reference into this section, and as of the date of these Terms you can find them here or by calling the AAA at 1–800–778–7879). Arbitration will be handled by a sole arbitrator in accordance with those rules. Judgment on the arbitration award may be entered in any court that has jurisdiction. Any arbitration under the Terms will take place on an individual basis--class arbitrations and class actions are not permitted. You understand that by agreeing to the Terms, you and JayLilRose are each waiving the right to trial by jury or to participate in a class action or class arbitration. Notwithstanding the foregoing, each party shall have the right to bring an action in a court of proper jurisdiction for injunctive or other equitable or conservatory relief, pending a final decision by the arbitrator. You may instead assert your claim in “small claims” court, but only if your claim qualifies, your claim remains in such court, and your claim remains on an individual, non-representative, and non-class basis. C. Costs of Arbitration. Payment for any and all reasonable AAA filing, administrative, and arbitrator fees will be in accordance with the Consumer Arbitration Rules. If the value of your claim does not exceed $10,000, JayLilRose will pay for the reasonable filing, administrative, and arbitrator fees associated with the arbitration, unless the arbitrator finds that either the substance of your claim or the relief sought was frivolous or brought for an improper purpose. D. Forum. We’re based in Brooklyn, New York, so any legal action against JayLilRose related to our Services must be filed and take place in Brooklyn. That means the seat of any arbitration shall be Brooklyn. For any actions not subject to arbitration, you (where your contract is with JayLilRose Collection) and JayLilRose agree to submit to the personal jurisdiction of a state court located in Clark County, Nevada or (where your contract is with JayLilRose Collection) you and JayLilRose agree to submit to the personal jurisdiction of the courts of the United States. E. Government Exception. If you are a government agent or entity in the United States using the Services in your official capacity, and you are legally unable to agree to the clauses in this section, then those clauses do not apply to you. In that case, the Terms and any action related to the Terms will be governed by the laws of the United States (without reference to conflict of laws) and, in the absence of federal law and to the extent permitted under federal law, the laws of the State of New York. F. Modifications. If we make any changes to this “Disputes with JayLilRose” section after the date you last accepted the Terms, those changes will not apply to any claims filed in a legal proceeding against JayLilRose prior to the date the changes became effective. JayLilRose will notify you of substantive changes to the “Disputes with JayLilRose” section at least 30 days prior to the date the change will become effective. If you do not agree to the modified terms, you may send JayLilRose a written notification (including email) or close your account within those 30 days. By rejecting a modified term or permanently closing your account, you agree to arbitrate any disputes between you and JayLilRose in accordance with the provisions of this “Disputes with JayLilRose” section as of the date you last accepted the Terms, including any changes made prior to your rejection. If you reopen your closed account or create a new account, you agree to be bound by the current version of the Terms. 12. Changes to the Terms We may update these Terms from time to time. If we believe that the changes are material, we’ll definitely let you know by doing one (or more) of the following: (1) posting the changes through the Services or (2) sending you an email or message about the changes. That way you can decide whether you want to continue using the Services. Changes will be effective upon the posting of the changes. You are responsible for reviewing and becoming familiar with any changes. Your use of the Services following the changes constitutes your acceptance of the updated Terms. 13. Some Finer Legal Points The Terms, including all of the policies that make up the Terms, supersede any other agreement between you and JayLilRose regarding the Services. If any part of the Terms is found to be unenforceable, that part will be limited to the minimum extent necessary so that the Terms will otherwise remain in full force and effect. Our failure to enforce any part of the Terms is not a waiver of our right to later enforce that or any other part of the Terms. We may assign any of our rights and obligations under the Terms. 14. Contact Information If you have any questions about the Terms, please email us at: jaylilrosecollection@JayLilRose.com. Last updated on Apr 27, 2018
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JayLilRose Collection 5892 Losee Rd N. Las Vegas, NV 89014 BACKGROUND: Objective JayLilRose Collection is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, JayLilRose Collection expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment. JayLilRose Collection has developed this policy to ensure that all its employees can work in an environment free from unlawful harassment, discrimination and retaliation. JayLilRose Collection will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately. Any employee who has questions or concerns about these policies should talk their immediate supervisor, director of human resources, or an Executive management member to include the company President who is in a capacity of implementing the personnel practices disciplinary requirements. These policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions. In other words, no one should make the mistake of engaging in discrimination or exclusion to avoid allegations of harassment. The law and the policies of JayLilRose Collection prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges and perquisites of employment. The prohibitions against harassment, discrimination and retaliation are intended to complement and further those policies, not to form the basis of an exception to them. Equal employment opportunity It is the policy of JayLilRose Collection to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, national origin, genetic information, or any other characteristic protected by law. JayLilRose Collection prohibits any such discrimination or harassment. Retaliation JayLilRose Collection encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of JayLilRose Collection to promptly and thoroughly investigate such reports. JayLilRose Collection prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports. Sexual harassment Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, “sexual harassment” is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. Title VII of the Civil Rights Act of 1964 recognizes two types of sexual harassment: a) quid pro quo and b) hostile work environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature. Harassment Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression,national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his or her relatives, friends or associates, and that: a) has the purpose or effect of creating an intimidating, hostile or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities. Harassing conduct includes epithets, sexual slurs, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment by e-mail, phone (including voice messages), text messages, social networking sites or other means. Individuals and Conduct Covered These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or by someone not directly connected to JayLilRose Collection (e.g., an outside vendor, consultant or customer). Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events. Reporting an Incident of Harassment, Discrimination or Retaliation JayLilRose Collection encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor, any member of the personnel practices committee, human resources or any ombudsman. See the complaint procedure described below. In addition, JayLilRose Collection encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. JayLilRose Collection recognizes, however, that an individual may prefer to pursue the matter through complaint procedures. Complaint Procedure Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with their immediate supervisor, human resources, any member of the personnel practices committee or any ombudsman. JayLilRose Collection encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. JayLilRose Collection will maintain confidentiality throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action. Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment, sexual harassment, or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed. Misconduct constituting harassment, sexual harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as JayLilRose Collection believes appropriate under the circumstances. If a party to a complaint does not agree with its resolution, that party may appeal to JayLilRose Collection’s executive director or the chief operating officer. False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action up to and can include termination.
All standard U.S.A. provisions of Code of Conduct, Code of Ethics, Anti-bribery, Anti-corruption, and Child Labor, Forced Labor apply.
Updated Legal Terms and Information Please read all in there entirety.
The JayLilRose Collection_JayLilRose.com *Some older mobile devices and tablets may work best in portrait mode when utilizing the website. Recommend downloading the JayLilRose Collection app from you android or ios playstore. JLR