Locks of Love (“LOL”) has created this policy to demonstrate our commitment to privacy. The following statement explains our information-gathering and dissemination practices for our web site at www.locksoflove.org, or information that is received directly to the organization. This policy may change from time to time, so please check back periodically. Throughout this policy, “we,” “us,” and “our” will mean LOL. This policy does not apply to the practices of persons or entities that LOL does not control, manage or employ.
How does LOL protect my information?
In the event that we collect your credit card information, we will additionally utilize software to encrypt your credit card information you input. Despite use of these safeguards, there are inherent risks in transmission of electronic information. We cannot guarantee and do not represent that your information will always be secure from unauthorized access.
We also may use a managed hosting provider and/or other subcontractors to assist us with the provision and maintenance of our site. If we do, we will impose on such provider confidentiality obligations for the treatment of information.
What information does LOL collect from me as an end user?
You can browse our Sites without telling us who you are or giving us any personally identifiable information about yourself. When you interact with us through your computer, our website does record certain non-identifying site usage data, such as the number of hits and visits to our Sites.
How does LOL use my information?
LOL does not sell, share or disclose personal information with persons or entities not affiliated with or employed by LOL except with your consent or when we reasonably determine it is necessary to do so in order to comply with the law or protect the safety, property or legal rights of LOL or others. This includes information being communicated through our website or sent to us directly. LOL uses personal information (Name, Address, Email) with persons or entities employed by LOL only to send Donor acknowledgments. If you have any questions regarding our privacy policies please contact us at (561)833-7332 or email us at email@example.com
What about the privacy policies of sites linking to the Sites or to which the Sites link?
We provide links on our Sites to other web sites provided by third parties. In addition, some users access our Sites via another site or a link on another site. We have no control over the sites that link to our Sites or to which our Sites link. We are not responsible for the privacy practices or the content of any site other than our Sites. The existence of a link between our Sites and other third party sites does not imply an endorsement of these other sites. We are not responsible for the content of such other sites, nor for the treatment of personal information, you might provide while visiting such other sites.
This Policy prohibits retaliation against an employee of Locks of Love (referred to here as a “Whistleblower”) who reports an activity that the Whistleblower reasonably believes to be illegal, fraudulent or dishonest conduct involving Locks of Love’s Board of Directors, employees or resources.
All members of Locks of Love’s Organization are responsible for reporting fraudulent, dishonest, or illegal conduct involving Locks of Love board members, officers, employees, volunteers or resources. Such reporting should be made acceding to the Locks of Love policy or applicable law. If a situation is not addressed by existing Locks of Love policy or if the appropriate manager or supervisor fails to act on such a report according to Locks of Love’s Policy, a Whistleblower may report the matter to the General Manager. If the employee does not feel comfortable reporting the information to the General Manager, he or she is expected to report the information to the Board President.
Locks of Love employees may not retaliate against a Whistleblower with the intent or effect of adversely affecting the terms or conditions of employment. If the Whistleblower has made a confidential report, Locks of Love will exercise reasonable care to keep the Whistleblower’s identity and report confidential, unless (1) the Whistleblower agrees to the disclosure; (2) disclosure is necessary to allow Locks of Love or law enforcement officials to investigate or respond effectively to the report; (3) disclosure is required by law; or (4) the person(s) accused of violations by the Whistleblower are entitled to the information as a matter of institutional due process in disciplinary proceedings.
Whistleblowers who reasonably believe that they have been retaliated against by a Locks of Love employee may file a written complaint to the General Manager or Board President. If retaliation is proven, the retaliating employee(s) are subject to appropriate disciplinary actions or remedies provided in law or equity, including immediate termination. The prohibition against retaliation is not intended to prohibit managers or supervisors from exercising legitimate supervisory responsibilities in the usual scope of their duties and based on Locks of Love’s workplace expectations, other Locks of Love policies and valid performance-related factors.
Non-Discrimination and Anti-Harassment Policy
Locks of Love is committed to equal opportunity for all persons without regard to sex, age, race, color, religion, creed, national origin, marital status, disability or sexual orientation. It is the policy of Locks of Love to comply with all federal, state and local laws and regulations regarding equal opportunity. In keeping with that policy, Locks of Love is committed to maintaining a work environment that is free of unlawful discrimination and harassment. Accordingly, Locks of Love will not tolerate unlawful discrimination against or harassment of any of our employees or others present at our facilities by anyone, including any supervisor, co-worker, vendor, client, or customer of Locks of Love.
Unlawful Discrimination and Harassment:
Unlawful discrimination includes treating someone less well in opportunities for work, promotions, shifts, overtime or other conditions of employment because of his or her race, national origin, sex, age, religion, disability or other protected attribute. Harassment consists of unwelcome or unwanted conduct, whether verbal, physical or visual, that is based upon a person’s protected status. Examples of unlawful harassment include words, gestures, stories, jokes or nicknames that are derogatory, demeaning or insulting to a person based upon his or her race, national origin, sex, disability, age, religion or other protected attribute.
Sexual harassment deserves special mention. Sexual harassment consists of:
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance by creating an intimidating, hostile, or offensive work environment.
Examples of sexual harassment may include, but are not limited to the
following conduct by any employee, whether male or female:
Unwanted sexual advances or propositions, offering employment benefits in exchange for sexual favors, making or threatening reprisals after a negative response to sexual advances, sexual innuendo, suggestive comments, sexually oriented “kidding” or “teasing,” jokes about gender-specific traits, making sexual gestures or comments, displaying sexually suggestive objects, pictures, cartoons or postures, impeding or blocking another’s movement, physical contact, such as patting, pinching, or brushing against another’s body, and continued requests for a date after a rejection.
By Conventional Mail
Locks of Love
234 Southern Blvd.
West Palm Beach, FL 33405