FPS Privacy Policy Statement
FPS is a trading name of Firefly Payroll Services Ltd which as a company is BACS approved and registered with both IOC and HMRC.
This online privacy policy is designed to tell you about how we collect and use information so that you ("User" or "you") can make an informed choice about using the website identified by the URL www.fp.services.
What Information Do We Collect?
When you undertake to either Contact Us or fill out a Free Quotation, we ask for name, address, email address and phone number. and from time to time the e-mail addresses and additional contact details of those who communicate with us via e-mail and request information ("Personal Data").
Use of Personal Data
Any Personal Data that you give us will be treated with the utmost care and security. It will not be used in ways to which you have not consented.
The Personal Data we collect is used to provide you with the service that you have requested or to respond to an enquiry that you have made. We use certain third party service providers to assist us in providing these services to you, for example, email alerting, web casting and hosting.
The Personal Data we acquire via the email alert service will not be used for marketing purposes except where you have indicated that we may do so on the registration page.
We will not sell, rent or loan any Personal Data or identifiable information collected on this Website.
The information collected from this Website could be stored for as long as is required for the uses stated above.
Users' Right to Opt-out
If you do not want to continue to receive e-mail communications from us please let us know by sending an e-mail to unsubscribe@fireflypayroll.com.
Period of Grace
Should you request that we amend or suppress records containing your Personal Data we will endeavor to do so as promptly as practical; however you may receive communications for a transitional period whilst we process your records.
Use of Cookies and Logfiles
A cookie is a small text file written to an individual's hard drive that contains the user ID. The cookies do not contain any personal information about Users and in themselves only record those areas of the Website that have been visited by the computer in question, and for how long.
The use of cookies is now widespread by websites in order to track traffic flows. From time to time we may use cookies to enable us to offer certain time-saving features to our Users. These may be used to administer the Website, track Users' movements and actions, and gather broad demographic information for aggregate use. The information gathered would then be used to improve the Website and the User experience.
You can find out more about the use of cookies and how you can remove them by going to the Interactive Advertising Bureau website http://allaboutcookies.org or http://www.cookiecentral.com. You should note that if a User sets up his browser to reject the cookie, he or she may still use the Website although functionality will be impaired.
Changes/Updates to Privacy Policy
In order to keep up with changing legislation and best practice, we may revise this Privacy Policy at any time without notice so please check back periodically so that you are aware of any changes. This Privacy Policy should be read in conjunction with and is subject to our Terms ( Click here to view the Terms & Conditions).
Contact Us
If you have any questions about this privacy policy or feel that your privacy has been compromised, please contact us at enquiries@fp.services or alternatively:
Downs Court
Yalding Hill
Yalding
Maidstone, Kent, ME18 6AL
Cookies Policy
Firefly Cookies policy
About cookies on www.fp.services
Our website uses cookies. By using our website you are agreeing to this policy and consenting to FPS use of cookies in accordance with the terms of this policy.
Cookies are files sent by web servers to web browsers, and stored by web browsers.
This information is then sent back to the server every time the browser requests a relevant page. This enables a web server to identify and track web browsers.
There are a couple of main types of cookies: session cookies and persistent cookies. Session cookies are deleted from your computer each time you close your browser, and persistent cookies remain stored on your computer until they are deleted, or reach their expiry date.
Cookies on the FPS website
Firefly uses the below detailed cookies on this website, for the purposes described:
Google cookies
We use Google Analytics to analyse the use of this website. Google Analytics generates statistical and other information about website use by way of cookies, which are stored on users' computers. The information generated relating to our website is used to create reports about visits to the website. Google stores and uses this information. Google's privacy policy can be viewed at: http://www.google.com/privacypolicy.html.
Refusing cookies
Most browsers allow you to refuse to accept cookies.
In Internet Explorer, you may refuse all cookies by following: "Tools", "Internet Options", "Privacy", and finally selecting "Block all cookies" using the sliding selector.
In Firefox, adjust your cookies settings by following "Tools", "Options" and "Privacy".
Blocking cookies can have a detrimental effect on the usability of some websites.
Please do not hesitate to contact us if you have any queries relating to this policy
01622 834110
enquiries@fp.services
FPS – Equality and Diversity policy.
Aims of this Policy FPS recognises and values people’s differences and will assist them to use their talents to reach their full potential.
The organisation will do all it can to ensure it recruits, trains and promotes people based on qualifications, experience and abilities for all roles within the organisation.
This policy is designed to ensure that FPS complies with its obligations under equality legislation and demonstrates our commitment to treating people equally and fairly.
FPS is unreservedly opposed to any form of discrimination on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation (defined as Protected Characteristics).
Using fair and objective employment practices, the organisation aims to ensure that
- All employees and potential employees are treated fairly and with respect at all stages of their employment.
- All employees have the right to be free from harassment and bullying of any description, or any other form of unwanted behaviour. Such behaviour may come from other employees or by people (third parties) who are not employees of FPS, such as suppliers or clients.
- All employees have an equal chance to contribute and to achieve their potential, irrespective of any defining feature that may give rise to unfair discrimination.
- All employees have the right to be free from discrimination because they associate with another person who possesses a Protected Characteristic or because others perceive that they have a particular Protected Characteristic, even if they do not.
Scope of the policy The policy applies to job applicants and employees. Where relevant (given the primarily ‘remote’ nature of services offered) the policy also applies to service users.
The policy applies to all stages of employment including recruitment and selection, promotion and training.
Policy statement As an organisation, we value the variety of different views, outlooks and approaches that a diverse workforce bring. This assists us to provide improved services and increase our understanding of our service users/clients.
We will do all we can to ensure no one will receive less favourable treatment or is to be disadvantaged by requirements or conditions, which cannot be shown to be justifiable.
Responsibilities Employees of FPS have a duty to act within this policy, ensure it is followed and to draw attention to any suspected discriminatory acts or practices.
Responsibility for promoting awareness of this policy and monitoring that it is being followed rests with Directors and all employees.
Breaches of the Equality and Diversity Policy by employees
Breaches of this policy by employees may be dealt with under the disciplinary procedures.
Employees are also personally liable under equality legislation for any act of unlawful discrimination.
Equality and diversity in practice In carrying out the policy, the organisation will carry out the following actions:
- Recruiting staff through open methods and various, accessible, channels.
- Treating our clients, colleagues, and suppliers fairly and with respect.
- Promoting an environment free from discrimination, bullying and harassment.
- Tackling behaviour which runs counter to our promoted environment.
- Recognising and valuing the different and individual contribution that all manner of people make.
- Providing support and encouragement to staff in order to develop their careers and increase their contributions to the organisation through the enhancement of their skills and abilities.
- Building in legislative requirements and best practice to all our service delivery and employee policies and procedures.
- Supporting all measures with appropriate training and guidance.
Implementation of the policy All staff will be involved in creating an equality environment and one that values diversity.
COMMUNICATIONS
Communication of the policy to job applicants and employees/ volunteers through statements within application forms and distribution of policy to new staff members.
WORKING WITH PARTNERS
In selecting our partners we will consider their commitment to Equality and Diversity by requesting copies of their Equality and Diversity policy.
MONITORING THE POLICY
This policy will be monitored to judge to what extent it is working and identify areas for improvement.
Monitoring will relate to applicants, employees/volunteers and to service users.
Reporting discrimination / potential discrimination Employees who feel that they have suffered any form of discrimination should raise the issue by discussing their concern with a team leader. Were that not to be appropriate, employees are advised to discuss their concern immediately with a Director of FPS.
Service users who feel that they have suffered any form of discrimination should make contact with their designated account manager, within FPS. If this were not to be an appropriate point of contact then the service user should contact a Director of FPS. FPS would also advise registering any such instance with a senior member of staff within the service user’s own organisation.
Employees/service users should also use this approach if they feel that they been the subject of harassment from someone who is not an employee of FPS. FPS will not tolerate any harassment from third parties towards its employees/service users and will take appropriate action to prevent it happening again.
If an employee/service user witnesses behaviour that they find offensive in relation to age, marriage or civil partnership, pregnancy and maternity, disability, gender reassignment, race, religion or belief, sex and sexual orientation, even if it is not directed at them they should also use this procedure.
Review This policy will be reviewed every two years by FPS Directors to ensure that it remains up to date and reflects the needs and practices of the organisation.
The policy may also be reviewed if legislation changes or if monitoring information suggests that policy or practices should be altered.