House, Holbrooke Place, 28-32 Hill Rise, Richmond, TW10 6UD.
This policy sets out the basis on which any personal data we collect from you will be controlled and processed by us. Please read the following
carefully to understand our views and practices regarding your personal data and how we will treat it. This policy was updated on 18 May 2018.
Information we may collect from you
We may collect and process the following personal data from you:
- Information that you provide by filling in forms on our primary site (www.thisisparagon.co.uk) and/ or Paragon secondary sites.
- If you contact us via phone, email or face to face, we may keep a record of that correspondence and your contact details. We may use these contact details in order to contact you in the future.
- As per Google tracking, we will also be aware of details to your visits to our site including, but not limited to, the full Uniform Resource Locators (URL) clickstream to our site, products you viewed/ searched for; page response times, download errors, length of visits to certain pages and any phone number used to call our
- Technical information, including the Internet protocol (IP) address used to connect your computer to the internet, your login information, browser type and version, time zone setting, browser plug-in types and versions, operating system and platform. We do not store this information on our system.
How we use your personal data
Paragon is compliant with the General Data Protection Act 2018, which came into play on 25th May 2018. As such, we will only store and process your personal data in the following circumstances:
- Where we need to perform elements to the contract we are about to enter into or have entered into with you. Examples include, but are not limited to, delivering tickets or itinerary information, contacting you about event specific information, passing on your details to third parties such as booking agents, airlines, accommodation and other necessary facility management.
- Where it is necessary for our legitimate interests and what we interpret to be your interests, and where fundamental rights do not override those legitimate interests.
- Where we need to comply with a legal, statutory or regulatory obligation.
- Where we have your express consent to use your personal data for a specific purpose confirmed in that express consent. You have the right to withdraw consent to marketing at any time by contacting us.
Paragon strive to provide you with choices regarding certain personal data uses, particularly around marketing and advertising. We may collect and process your identity, contact, personal and technical data to form a view on what we think you may want or need, or what may be of interest to you. This information will not be given to third parties, unless directly relevant to the transaction in process or unless explicit consent has been secured.
You can ask us to stop sending you marketing messages at any time by emailing us at firstname.lastname@example.org or by following the opt-out links/ processes on any
marketing message sent to you. Where you opt out of receiving these marketing messages, this will not apply to personal data provided to us as a result of any sort of transaction that we have undertaken with you and which we are entitled by law to keep for duration determined by statute and the common law.
Where we store your personal data
All information you provide to us is stored on our secure systems. Please be aware that the transmission of any information via the internet and email is not completely secure. Although we do our best to protect your personal data, we cannot guarantee thesecurity of your data transmitted to our site.
Once we have received your information, we use encrypted software & internal procedures to limit access to your personal data strictly to those employees, agents,
contractors and/or other third parties on a need to know basis, in order to fulfill the transaction/ request. They will only process your personal data on our instructions and they are subject to a duty of confidentiality.
We will only retain your personal data for as long as necessary to fulfill the purposes for which we collected it; including for the purposes of any legal, accounting, or reporting requirements following its legitimate use. To determine the appropriate retention period for personal data, we consider the nature and sensitivity of the personal data, the potential risk of harm from unauthorised use or disclosure, the purposes for which we
process your personal data (and whether we can achieve those purposes through other means) and any applicable legal requirements. Although you can ask us to delete your data at any time, we may be required to retain some aspects of your data to meet with our own legal, accounting or reporting obligations to which we are subject. This does not impact your right to be removed from any sales or marketing lists and correspondence.
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To opt out of being tracked by Google Analytics across all websites visit http://tools.google.com/dlpage/gaoptout
Please note that our site may contain links to and from other websites. If you follow a link to any of these websites, please note that these websites have their own privacy policies and that we do not accept any responsibility or liability for these policies.
Right to Access
EQUAL OPPORTUNITIES POLICY
1. Policy Statement
Paragon is an equal opportunity employer and is committed to a policy of treating all its employees and job applicants equally.
It is the policy of Paragon to take all reasonable steps to employ and promote employees on the basis of their abilities and qualifications without regard to race, color, ethnic origin, nationality, national origin, religion or belief, sex, sexual orientation, age, marital status and/or disability.
Paragon will appoint, train, develop and promote on the basis of merit and ability alone. Employees have a duty to co-operate with Paragon to ensure that this policy is effective to ensure equal opportunities and to prevent discrimination. Action under Paragon’s disciplinary procedure will be taken against any employee who is found
to have committed an act of improper unlawful discrimination. Serious breaches of the equal opportunities policy will be treated as potential gross misconduct and
could render the employee liable to summary dismissal. Employees should also bear in mind that they can be held personally liable for any act of unlawful discrimination. Employees must not harass or intimidate other employees on the grounds of race,
colour, ethnic origin, nationality, national origin, religion or belief, sex, sexual orientation, age, marital status or disability. Such behaviour will be treated as potential gross misconduct under Paragon’s disciplinary procedure.
Employees should draw the attention of their line manager to suspected
discriminatory acts or practices. Employees must not victimise or retaliate against an
employee who has made allegations or complaints of discrimination or who has
provided information about such discrimination. Such behaviour will be treated as
potential gross misconduct under
Paragon’s disciplinary procedure. Employees
should support colleagues who suffer such treatment and are making a complaint.
2. Sources of Recruitment
The recruitment process will be conducted in such a way as to result in the selection of the most suitable person for the job in respect of experience, abilities and
qualifications. Paragon is committed to applying its equal opportunities policy at all
stages of recruitment and selection.
Recruitment publicity must positively encourage applications from all suitably
qualified and experienced people. When advertising job vacancies, in order to
attract applications from all sections of the community, Paragon will, as far as reasonably practicable:
- Ensure advertisements are not confined to those areas or publications which
would exclude a higher proportion of a particular gender, sexual orientation, religion or racial group or which would exclude disabled job applicants;
- Avoid prescribing any unnecessary requirements which would exclude a higher proportion of a particular gender, sexual orientation, religion or racial group or which would exclude disabled job applicants;
- Avoid prescribing any requirements as to marital status;
- Where vacancies may be filled by promotion or transfer, they will be published to all eligible employees in such a way that they do not restrict applications from employees of and particular gender, sexual orientation, religion or racial group or from employees with a disability;
- Ensure that the setting of age limits, as a criterion of any specific job is justifiable.
4. Selection methods
The selection process will be carried out consistently for all jobs at all levels. The Company will ensure that this equal opportunities policy is available to all staff and in particular is given to all staff with responsibility for recruitment, selection and promotion. The selection of new staff will be based on the job requirements and the individual’s suitability and ability to do, or to train for, the job in question. With disabled job applicants,
Paragon will have regard to its duty to make reasonable adjustments to work provisions, criteria or practices or to work premises in order to ensure that the disabled person is not placed at a substantial disadvantage in comparison with persons who are not disabled.
5. Selection Tests
Selection tests which are used will be limited to questions relating to the particular job and/or career requirements. The tests will measure the individual’s actual or inherent ability to do or to train for the work or career. Thus, questions or exercises on matters which may be unfamiliar to racial minority applicants or applicants of a particular sex, sexual orientation or religion will not be included in the tests if they are unrelated to the requirements of the particular job. The tests which are used will be reviewed from time to time in order to ensure that they remain relevant and free from any unjustifiable bias, either in content or in scoring mechanism.
6. Applications and Interviewing
All Paragon applications will be processed in the same way. The staff responsible for short-listing, interviewing and selecting candidates will be clearly informed of the selection criteria and of the need for their consistent application.Whenever possible, all applicants will be interviewed by at least two people. All questions that are put to the applicants will relate to the requirements of the job.
If it is necessary to assess whether personal circumstances will affect the
performance of the job (for example, if the job involves unsociable hours or extensive travel), this will be discussed objectively, without detailed questions based on assumptions about race, religion, national origin, sex, age, disability, sexual orientations, marital status, children and domestic obligations.
7. Training, Transfer and Promotion
Paragon will take such measures as may be necessary to ensure the proper training, supervision and instruction for all line managers in order to familiarise them with Paragon’s policy on equal opportunities, and in order to help them identify
discriminatory acts or practices and to ensure that they promote equal opportunity within the departments for which they are responsible
All persons responsible for selecting new employees, employees for training, or for transfer to other jobs, must not discriminate on gender, racial or religious grounds and on the grounds of the employee’s disability, age, marital status or sexual orientation. Where a promotional system is in operation, the assessment criteria will be examined to ensure that they are not discriminatory. The promotional system will be checked from time to time in order to assess how it is working in practice. When a group of workers predominantly of one race, religion, sex or sexual orientation or a worker with a disability appears to be excluded from access to promotion, transfer and training and to other benefits, the promotional system will be reviewed to ensure where is no unlawful discrimination.
Where general ability and personal quality are the main requirements for promotion
to a post, care will be taken to consider favourable candidates of all races, religions,
sexual orientations and both sexes with different career patterns
and general experience.
8. Terms of Employment, Benefits, Facilities and Services
All terms of employment, benefits, facilities and service will be reviewed from time to time, in order to ensure that there is no unlawful discrimination on the grounds of race, colour, ethnic origin, nationality, national origin, religion or belief, sex, sexual orientation, age, marital status or disability.
9. Equal Pay
Paragon is committed to equal pay in employment. It believes its male and female employees should receive equal pay for like work, work rated as equivalent or work
of equal value. In order to achieve this, Paragon will endeavour to maintain a pay system that is transparent, free from bias and based on objective criteria.
10. Grievances and Complaints
All allegations of discrimination will be dealt with seriously, confidentially and speedily. Paragon will not ignore or treat lightly grievances or complaints about discrimination from members of a particular sex, sexual orientation, religion or racial group or from disabled employees. Such complaints should be raised promptly under the terms of the Paragon’s grievance procedure.
11. Monitoring Equal Opportunity
Paragon will regularly monitor the effects of selection decisions and personnel practices and procedures in order to assess whether equal opportunity is being achieved. This will also involve considering any possible indirectly discriminatory effects of its working practices.
By accessing this website, you are agreeing to be bound by these website Terms and Conditions of Use, all applicable laws and regulations,and agree that you are responsible for compliance with any applicable local laws. If you do not agree with any of these terms, you are prohibited from using or accessing this site.The materials contained in this web site are protected by applicable copyright and trade mark law.
2. Use License
Permission is granted to temporarily download one copy of the materials (information or software) on Paragon Sports Management Ltd’s web site for personal, non-commercial transitory viewing only.
This is the grant of a license, not a transfer of title, and under this license you may not:
modify or copy the materials
use the materials for any commercial purpose, or for any public display (commercial or non – commercial)
attempt to decompile or reverse engineer any software contained on Paragon Sports Management Ltd’s website
remove any copyright or other proprietary notations from the materials, or
transfer the materials to another person or “mirror” the materials on any other server.
This license shall automatically terminate if you violate any of these restrictions and may be terminated by Paragon Sports Management L td at any time.
Upon terminating your viewing of these materials or upon the termination of this license, you must destroy any downloaded materials in your possession whether in electronic or printed format.
The materials on Paragon Sports Management Ltd’s website are provided “as is”. Paragon Sports Management Ltd makes no warranties, expressed or implied, and hereby disclaims and negates all other warranties, including without limitation, implied warranties or conditions of merchantability, fitness for a particular purpose, or non-infringement of intellectual property or other violation of rights.
Further, Paragon Sports Management Ltd does not warrant or make any representations concerning the accuracy, likely results, or reliability of the use of the materials on its Internet web site or otherwise relating to such materials or on any sites linked to this site
In no event shall Paragon Sports Management Ltd or its suppliers be liable for any damages (including, without limitation, damages for loss of data or profit, or due to business interruption,) arising out of the use or inability to use the materials on Paragon Sports Management Ltd’s Internet site, even if Paragon Sports Management Ltd or a Paragon Sports Management Ltd authorised representative has been notified orally or in writing of the possibility of such damage.
Because some jurisdictions do not allow limitations on implied warranties, or limitations of liability for consequential or incidental damages, these limitations may not apply to you.
5. Revisions and Errata
The materials appearing on Paragon Sports Management Ltd’s web site could include technical, typographical, or photographic errors. Paragon Sports Management Ltd does not warrant that any of the material s on its web site are accurate, complete, or current.
Paragon Sports Management Ltd may make changes to the materials contained on its website at any time without notice. Paragon Sports Management Ltd does not, however, make any commitment to update the materials.
Paragon Sports Management Ltd has not reviewed all of the sites linked to its Internet web site and is not responsible for the contents of any such linked site. The inclusion of any link does not imply endorsement by Paragon Sports Management Ltd of the site. Use of any such linked web site is at the user’s own risk.
8. Additional Pricing
We add a post and packaging charge of £7.40 to all bookings. This is to cover costs of sending out your event documentation. Paragon Sports Management Ltd may revise this charge at any time.
ATOL HOLDER DETAILS
2. More Information