PeopleCert 在线服务条款
本服务条款（“条款”）适用于：
附加条款可能适用于特定的 PeopleCert 服务，包括以下服务特定条款和向您传达的其他条款。本条款不适用于 PeopleCert 合作伙伴在合作伙伴协议下的服务和交易，在这种情况下，合作伙伴协议中的条款和条件适用。
1. 接受和使用条款
PeopleCert 服务的注册用户，包括通过第三方付款购买 PeopleCert 服务和/或优惠券的用户，必须接受本条款。如果您打算以访客身份使用我们的在线服务，您必须遵守这些条款（如不同意，则无法使用在线服务）。在线服务的注册用户和访客在这些条款中均被称为“用户”。
如果违反任何条款，您使用在线服务的授权将终止，而且您必须立即销毁从在线服务下载的任何材料。
2. 违禁行为
用户不得直接或间接采取以下行为：
a. 以任何影响其使用，或对 PeopleCert 的计算机、服务器或数据库产生不利影响的方式向在线服务传输、安装、上传或以其他方式传递任何内容、软件、木马、广告、通信或其他项目或流程。
b. 复制、修改、逆向工程、拆分、重新发布、更改、创建衍生作品、指派、授权、传输或调整在线服务中提供的任何软件、信息、文本、图形、源代码或 HTML 代码或其他内容。
c. 删除或修改在线服务所提供内容中的任何版权、商标、法律通知或其他专有通知。
d. 试图违反或绕过在线服务的安全机制，包括访问您无权访问的任何数据或服务器。
e. 使用任何设备（如“网络爬虫”或其他自动检索机制或其他手段）来攫取在线服务、其他用户或 PeopleCert 的相关信息。
3. 认证流程和材料的保密性
整个认证流程均需保密。考试和认证服务（“认证服务”）仅供个人进行自我评估。有关认证服务，您有义务遵守在注册时提供给您的适用的考生认证指南条款。我们明确严禁您在未经 PeopleCert 事先书面许可的情况下，出于任何目的，以视频、音频、口头、书面、电子或机械等任何方式或手段，披露、发布、复制或传输全部或部分认证流程相关材料。
4. 获取在线服务
如果您使用我们提供的用户名（如考生ID）和密码（如考试PIN）获取在线服务，您有责任对自己的用户名和密码保密，同时在使用用户名和密码登录时限制对电脑的访问。您的帐户完全私有，不得分享或转让给其他任何人。对于在您用户名和密码下发生的所有行为，您同意承担责任。如有任何违反这些要求或考生认证指南的行为，PeopleCert 可能会自行决定终止用户帐户。
用户应全权负责确保拥有使用在线服务所必需的和兼容的硬件、软件、电信设备和互联网服务。如果需要任何此类硬件、软件、设备和服务，我们都会通过电子邮件通知您。此信息也可在您 PeopleCert 帐户下的“概述”部分中找到，请访问 https://peoplecert.org/overview。
PeopleCert 将作出商业上一切合理的努力，助您顺利获取在线服务。然而，PeopleCert不保证在线服务的可用性。超出 PeopleCert 控制范围之外的因素可能会导致无法使用在线服务。在线服务可能因定期维护或相关原因而无法使用，在此类情况下，PeopleCert将在合理期限内采取商业上一切合理的措施来恢复其可用性。“商业上合理”这一术语是指在无不当或过度使用或耗费时间、资源、人力或资金的前提下，以诚信方式作出的合理努力。
5. 知识产权相关权利
本在线服务及其包含的所有信息（以下简称“材料”）归 PeopleCert 及其许可方所有，其保留在线服务中包含的所有材料的所有知识产权，除非 PeopleCert 授予您有限的、非独占的、不可转让的许可，以使用您根据本条款可访问的在线服务。
您应假定，您所看到、阅读或听到有关在线服务（比如产品、商标、徽标、服务标志、图像、视频、音频、照片、插图、文本、证明书和其他材料）的一切内容均为受保护的版权和/或商标。PeopleCert® 和 PeopleCert All talents, certified.® 是 PeopleCert 的注册商标。有关您在在线服务上看到的其他商标的更多信息，请访问我们的鸣谢页面。
未经 PeopleCert 书面许可，您不得出售、复制、分发、修改、展示、准备从中衍生作品、转发或以其他方式使用、存储或分发任何材料。PeopleCert 保留在发现任何违反此类权利和限制的情况下采取合法行动的权利。
6. 按“原样”提供的材料
我们准备的材料旨在提供有关 PeopleCert 及其产品和服务的信息。尽管 PeopleCert 在准备材料时保持合理的谨慎性，但在线服务和材料均按“原样”提供；对于任何信息的准确性、完整性或实用性，我们不作任何形式的保证。本文在法律允许的最大范围内，明确排除任何法定或暗示的保证（包括适用性、质量满意度和交付及时性）。
7. 购买和信用卡支付
PeopleCert 提供可通过远程和电子方式购买的产品、考试和服务。书籍和其他实物产品的运费将在出售时收取。
信用卡付款由我们选择的付款处理商安全处理，PeopleCert 无法访问。如购买任何商品，您的信用卡对帐单上将显示“www.peoplecert.org”收取的费用。
8. 取消、退款和重新安排考试
如果您不小心下单或改变了主意，您有权在首次付款后 14 天内提出书面的取消申请，具体如下：
i. 考试：如果您未预约特定的考试日期，您可在首次购买后 14 天内取消。如果您已预约特定的考试日期，也可在首次购买后 14 天内取消，但前提是取消当日距离考试日至少 14 天。
ii. 会员：在未激活会员身份的前提下，您可在首次购买后14天内取消。
iii. 实体书：可在发货前（下单后 14 天内）取消。在支付退货运费且书籍完好无损的条件下，您可以在收到书籍后 14 天内退还。如果您发现书籍有问题，请在收到书籍后 5 天内联系我们申请退换。
iv. 电子书：仅当取消考试后，方可取消与考试一同购买的电子书（请参阅以上条款）。对于单独购买的电子书，可在下单后 14 天内取消。
v. PeopleCert 官方培训材料：仅当取消考试后，方可取消与考试一同购买的官方培训材料（请参阅以上条款）。对于单独购买的官方培训材料，可在下单后 14 天内取消。
vi. 改期：如果您已预订了具体的考试日期，但希望更改该考试日期，您可以通过您的 PeopleCert 帐户改期。可能需要支付合理的费用。
vii. 迟到/缺考：如果您未能在指定开始时间 10 分钟内参加预定的考试，您将无法参加考试，且无法退款。您可以通过您的 PeopleCert 帐户改期，但考试改期的费用会因缺考而增加。
所有取消或退款申请必须通过电子邮件方式发送至 customerservice@peoplecert.org。如为恰当的取消申请，PeopleCert 将会向您退款。退款将始终退回到购买时所用的相同信用卡上。如果您从认证培训机构 (ATO) 或其他 PeopleCert 合作伙伴处购买了考试券，则只能向 ATO 或合作伙伴提出取消或退款请求。
如果您已预约特定的考试日期但想重新安排考试，您可通过 PeopleCert 帐户来操作。在这种情况下，您可能需支付合理的手续费。
9. 通往第三方网站的链接
在线服务可能会提供通往由第三方维护的其他网站链接。PeopleCert 对于任何链接中网站的内容均不负任何责任。对于任何链接中的网站，或以此找到的任何信息、软件或其他产品、服务或材料，亦或可能由此获得的任何结果，PeopleCert 均不表示认同或作出任何表述。如果您决定访问与在线服务建立链接的任何第三方网站，您需自行承担一切风险。
10. 有关产品和服务的更改
在线服务提供的产品和服务可能会随时更改和删除，恕不另行通知。因此类更改对您本人/公司或代理机构可能造成的任何附加成本、延误或责任，PeopleCert 概不负责。
11. 适用法律和争议
这些条款和条件受英格兰和威尔士法律管辖，与条款和条件相关的任何争议均受英格兰法院管辖，除非您根据当地法律享有额外权利。您同意对因违反条款而导致的任何索赔或损害向 PeopleCert 进行赔偿。
12. 责任限制
如因使用、无法使用或使用本网站、与本网站链接的任何网站、任何或所有此类网站包含的材料或信息或服务，而造成的任何损害（包括但不限于损失利润、丢失数据、虚耗时间或中断、失去业务或预计节省），无论是基于保证、合同、侵权行为还是任何其他法律理论，也无论 PEOPLECERT 是否已得知可能会产生此类损害，在法律允许的最大范围内，PEOPLECERT 及其供应商和其他与在线服务相关的第三方均不承担任何责任。如您使用本网站所包含的材料、信息或服务时需要其他支持、维修或修复，您将自行承担由此产生的所有费用。对于因疏忽或欺诈而导致的人身伤害，此条款的任何规定均不会排除 PeopleCert 的责任。
13. 修订
我们可能会根据 PeopleCert 产品或法律的变化，或出于其他原因修改这些条款，修订后的条款将发布在本页面上。如果我们对本条款进行了任何实质性的更改，并且您是注册用户，我们将会通知您。如果您在收到更改通知后使用在线服务，则将视为您接受修订后的条款。
14. 可分割性
如果这些条款的某项规定属于或即将变为非法、无效或不可执行，这不会影响条款内任何其他规定的合法性、有效性或可执行性。
服务特定术语
Take2 重考选项
商城
MyAxelos 会员服务
上次更新日期：2022 年 10 月 5 日
PeopleCert 隐私政策
本政策描述了 PeopleCert 集团各公司（以下统称“PeopleCert”或“我们”）如何收集和处理用于识别所服务客户和其他用户（以下简称“用户”、“您”）的个人数据（以下简称“个人数据”），并说明了您的相关权利。本政策适用于 PeopleCert 产品和服务，包括由 PeopleCert 运营的网站。您的隐私对我们而言极其重要，我们致力于在您访问我们的网站和使用我们的服务期间提供安全无忧的体验。
1 PeopleCert 实体
以下 PeopleCert 实体可能参与处理您的个人数据。这些实体为欧盟通用数据保护条例 679/2016（以下简称“GDPR”）和/或英国通用数据保护条例（简称 UK GDPR）规定的数据控制者。如果 PeopleCert 为 GDPR 规定的数据处理者，我们适用本政策中的相同原则，但根据 GDPR 的要求和我们对数据控制者的义务进行了修改。
| 公司名称 | 注册国家/地区 | 地址 |
|---|---|---|
| PeopleCert Global Services Societe Anonyme | 希腊 | 3, Korai str., Athens |
| PeopleCert Hellas - Human Resources Certification Body Societe Anonyme | 希腊 | 3, Korai str., Athens |
| PeopleCert International Limited | 塞浦路斯 | 40, Themistocles Devi str., Nicosia |
| PeopleCert Qualifications LTD | 英国 | 192 Sloane Street, London, SW1X 9QX |
| PeopleCert UK LTD | 英国 | 192 Sloane Street, London, SW1X 9QX |
| Axelos Limited | 英国 | 192 Sloane Street, London, SW1X 9QX |
| International Association For Six Sigma Certification, LLC (IASSC) | 美国 | IASSC – Montana Office, Pinewood Professional Center, 682 S. Ferguson #5, Bozeman, MT 59718 |
2 我们如何使用您的个人数据
本节将介绍我们所收集的个人数据类别、个人数据的使用方式、所依赖的法律依据以及个人数据的保存期限。
a. 线上帐户
PeopleCert 考生（以下简称“考生”）必须拥有可通过 PeopleCert 网站创建和访问的线上帐户（以下简称“帐户”）。此外，非考生用户也可以自愿创建帐户。我们将持有您帐户所包含的部分或全部个人数据，以便您轻松使用我们的服务。如果使用帐户的对象为 16 周岁以下儿童，我们将会请求承担家长责任的人士同意我们收集和处理其个人数据。
只要您处于有效订阅状态，您就可以获取 PeopleCert 的 MyAxelos 会员服务：https://my.axelos.com。订阅者需要在订阅过程中创建帐户。完成订阅后并在订阅有效期内，均可使用登录信息访问该服务。
| 数据类型 | 法律依据 | 保存期限 |
|---|---|---|
| 名字/中间名、姓氏、电子邮件地址、居住国家/地区、出生日期、电话号码、地址、城市、邮政编码、性别、母语、ID 号码、ID 签发日期、证书、证书徽章、考试记录、作为报名参加特定考试的前提条件而需要提交的任何文件 | 履行与您签订的合同；我们在提供服务方面的合法权益；在某些情况下，您的同意 | 直到您本人请求删除个人帐户，或您的帐户在五 (5) 年内均处于非活动状态且没有关联证书。 |
| 名字/中间名、姓氏、电子邮件地址、居住国家/地区、考生号、账单地址 | 履行与您签订的合同；我们在提供服务方面的合法权益 | 只要 MyAxelos 订阅仍为有效状态。
|
b. 考试和认证服务
PeopleCert 作为人员认证机构和认证考试机构提供考试和认证服务（“认证服务”）。我们的部分认证服务是与 (i) 提供考试内容或以其他方式授权考试（也包括公共机构）的组织（“考试举办方”）和/或 (ii) 经 PeopleCert 授权和批准提供认证服务的组织（“合作伙伴”）共同提供的。一些获得授权的合作伙伴还可能会提供与 PeopleCert 认证考试相关的培训服务。
此外，PeopleCert 还会维护一份包含所有获认证人员详细信息的注册表。作为人员认证机构和认证考试机构，我们通过旗下 CVS 网站为 PeopleCert 和 Axelos 公开提供证书验证服务（以下简称“CVS”）。通过 CVS，用户和第三方（如雇主）只需输入 PeopleCert 证书的序列号，即可确认其真实性和准确性。
| 数据类型 | 法律依据 | 保存期限 |
|---|---|---|
| 名字/中间名、姓氏、电子邮件地址、居住国家/地区、出生日期、电话号码、地址、城市、邮政编码、身份证件（如 ID、护照）、照片、考生号、视频记录（适用于在线考试） | 履行与您签订的合同；我们在提供服务方面的合法权益 | 与线上帐户相关的个人数据将保留至您本人请求删除帐户，或您的帐户在五 (5) 年内均处于非活动状态且没有关联证书时为止。与考试流程相关的个人数据（如答题卡）将保留六 (6) 个月。 |
| Axelos Successful Candidates Register | 同意声明 | 直至您请求从 Axelos Successful Candidates Registe 中删除为止。 |
c. 在线监考的安全性和完整性
PeopleCert 通过 PeopleCert 在线监考 (OLP) 服务提供考试，允许考生在首选的时间和地点（即几乎任何有网络连接和合适房间的地点）参加在线考试。通过网络摄像头，PeopleCert OLP 服务可在考生和授权的 PeopleCert 监考员（监考官）之间建立直接联系，后者将负责指导考生并监督考试。我们会对考试进行录制，以确保考试的安全性和完整性。对于 OLP 考试，我们还将为考生拍摄照片，以便用于持续的身份识别，并在必要时将其纳入考试成绩单中。PeopleCert 可能会在考试过程中使用您的个人数据来调查不当行为和/或不当管理。考试流程由经授权的内部团队负责监控，此类人员可以访问已录制的材料（视频）。
| 数据类型 | 法律依据 | 保存期限 |
|---|---|---|
| 名字/中间名、姓氏、电子邮件地址、邮政地址、身份证件（如 ID、护照）、照片、考生号、出生日期、IP 地址、考生电脑桌面、录制材料（图像和声音数据）、考试详情 | 履行与您签订的合同；我们提供认证服务的合法权益 |
视频录像将自考试日期起保留一 (1) 年时间。 上传的 ID 将在成绩发布后保留三 (3) 个月时间。 |
d. 内部培训
PeopleCert 可能会将考试过程中收集的个人数据用于内部培训，以便提升服务质量并防止不当行为。
| 数据类型 | 法律依据 | 保存期限 |
|---|---|---|
| 名字/中间名、姓氏、电子邮件地址、邮政地址、身份证件（如 ID、护照）、照片、考生号、出生日期、考生电脑桌面、录制材料（图像和声音数据）、考试详情 | 交付和改进我们产品及服务的合法权益 |
视频录像将自考试日期起保留一 (1) 年时间
上传的 ID 将在成绩发布后保留三 (3) 个月时间
|
e. 书籍和电子书
PeopleCert 销售并提供与其认证服务相关的实体书和电子书。如需访问电子书，您将会被重新定向至电子书提供商 Vitalsource 的虚拟环境，但我们不会与 Vitalsource 共享您的个人数据。
| 数据类型 | 法律依据 | 保存期限 |
|---|---|---|
| 名字/中间名、姓氏、电子邮件地址、邮政地址、发货详情、相关销售、用途（电子书） | 交付和改进我们产品及服务的合法权益 | 直至您请求删除您的帐户为止 |
f. 在线购买
PeopleCert 提供可通过远程和电子方式购买的产品、考试和服务。我们选择的付款处理商将会安全地处理付款事宜。PeopleCert 不会存储任何借记卡或信用卡信息。此类信息由用户在购买时直接安全地提供给我们的付款处理商。为确保电子采购的安全性，PeopleCert 会遵守 PCI-DSS（支付卡行业 – 数据安全标准）。
| 数据类型 | 法律依据 | 保存期限 |
|---|---|---|
| 名字/中间名、姓氏、电子邮件地址、账单地址、发货地址、考生号、订单号、发票编号 | 履行与您签订的合同；交付和改进我们产品及服务的合法权益 |
直至您请求删除您的帐户为止 |
g. 客户支持
PeopleCert 为用户（组织和个人考生）提供全天候客户服务支持，以处理相关请求。您可以通过电子邮件、电话和在线聊天提交您的请求。我们可能会对电话通话和在线聊天进行录制或记录，以确保留存交易证明。如果您不希望通过上述方式联系我们，可随时发送电子邮件至 customerservice@peoplecert.org
| 数据类型 | 法律依据 | 保存期限 |
|---|---|---|
| 名字/中间名、姓氏、电子邮件地址、电话号码、语音数据、与请求相关的其他信息 | 履行与您签订的合同；我们在提供服务方面的合法权益 |
在线聊天、电子邮件和联系表格将在提交后保留两 (2) 年时间。 电话录音会保留十五 (15) 天。 |
h. 调查
PeopleCert 可能会不时开展调查、民意测验及类似计划（统称为“调查”），向用户索取相关信息，协助我们改善自身产品、服务和运营实践。参与调查始终遵循自愿原则，调查中提供的个人数据将严格保密。我们可能会将调查结果进行整合和匿名处理，而且此类匿名信息可能会分享给第三方。
| 数据类型 | 法律依据 | 保存期限 |
|---|---|---|
| 电子邮件地址、案件编号、收费日期、备注 | 我们改进服务的合法利益；在某些情况下，您的同意 | 个人数据将保留一 (1) 年时间。 |
i. 供应商
我们会收集商品和服务供应商的数据，以管理与供应商的关系。这些信息可能包含供应商代表的个人详细信息。
| 数据类型 | 法律依据 | 保存期限 |
|---|---|---|
| 公司代表全名、增值税号、电话号码、电子邮件地址、银行帐户 | 我们管理供应商关系的合法权益；履行与您签订的合同 | 个人数据自合同终止之日起保留二十 (20) 年时间。 |
j. 营销通讯
如您已选择订阅 PeopleCert 的营销通讯内容，我们可能会通过多种渠道（如电子邮件、短信）不定期联系您，以通知新近推出的 PeopleCert 产品和服务以及其他 PeopleCert 开发成果。我们的合作伙伴和考试举办方不得将您的个人数据用于营销或类似用途，除非已事先获得您的明确同意。您可随时取消订阅此类通讯内容，只需使用通讯部分的“取消订阅”链接或联系我们 (dataprotection@peoplecert.org) 即可。此外，我们可能会在公司活动期间直接或间接（从合作伙伴处）收集您的联系方式，为推广我们的新产品或/和服务与您联系。
| 数据类型 | 法律依据 | 保存期限 |
|---|---|---|
| 名字/中间名、姓氏、电子邮件地址、电话号码 | 同意；我们在推广产品和服务方面的合法权益 | 自数据主体同意之日起三 (3) 年时间，或直至您要求删除个人数据为止。 |
k. Cookie
PeopleCert 在其网站上使用 cookie，用于优化用户体验、提高安全性，以及打击欺诈和/或恶意网络活动。您可调整您的浏览器设置以拒绝或接受 cookie。有关 cookie 的更多信息，请查看我们的Cookie 政策
3 PeopleCert 与谁共享您的个人数据
我们绝不会将您的个人数据出售或披露给用于营销目的的第三方（如果负责您所参加考试的考试举办方向您推广其他服务，他们有责任遵守适用的数据保护法律）。我们可能会在以下情况下向第三方披露个人数据：
4 向第三国传输个人数据
每当我们将您的个人数据传输到欧洲经济区 (EEA) 以外的地区时，我们都会确保您的个人数据可按照适用法律得到保护，包括采用合同承诺（如需要）。
如果您或负责您所参加考试的合作伙伴位于 EEA 之外，我们会将您的个人数据传输给您本人或该合作伙伴，以便确立或履行与您签订的合同，其他情况下则将征得您同意。
在其他情况下，我们只会将您的个人数据传输到欧盟委员会认为可充分保护个人数据的第三方国家/地区，或者拥有适用法律规定的适当保障措施或其他传输依据的国家/地区。例如，我们可能会基于英国的充分性认定将您的个人数据传输到英国。 针对个人数据的适当保障措施可能包括欧盟委员会采用的标准合同条款。
5 您的权利
如果您想行使下列任何权利，请填写 GDPR 数据请求表格并发送给 PeopleCert 数据保护官员，我们的联系方式：dataprotection@peoplecert.org。
| 法律权利 | 说明 |
|---|---|
| 知情权 | PeopleCert 发布本隐私政策的目的是向您告知我们处理个人信息的方式。我们致力于以透明的方式使用您的个人数据。 |
| 访问权
|
您可以请求访问您的个人数据。该权利让您能够收到我们所持有的关于您个人数据的副本，并检查我们是否以合法方式进行处理。 |
| 修正权 | 您可以请求更正我们所持有的关于您的个人数据。该权利让您能够更正我们所持有的关于您的任何不完整或不准确数据，但我们可能需要验证您所提供的新数据的准确性。 |
| 删除权 | 您可以请求删除您的个人数据。该权利让您能够要求我们删除或移除个人数据。但请注意，由于某些特定的法律原因，我们可能无法始终满足您的删除请求，如果适用，我们将在您提出请求时通知您。 |
| 反对权 | 您有权反对我们基于合法权益处理您的个人数据。但请注意，如果我们有充分的理由，便可以继续处理您的数据。如适用，我们将在您提出请求时通知您。 |
| 限制处理权 | 在 GDPR 中规定的某些特定情况下，您可以要求我们限制/暂停处理您的个人数据。这可能会允许我们存储数据，但不能对其进行进一步处理。 |
| 数据迁移权 | 您可以请求将个人数据迁移（传输）给您本人或第三方。我们将以规整的、机器可读的常用格式向您或您选择的第三方提供个人数据。请注意，此权利仅适用于您最初同意我们使用的自动化信息，或我们使用该信息履行与您签订的合同的情况。 |
| 撤回同意权 | 对于需要您的同意来处理的个人数据，您可以随时撤回同意。然而，该权利不会影响我们在您撤回同意之前所进行的任何处理的合法性。如果您撤回同意，我们可能无法为您提供某些产品或服务。在您撤回同意时，我们将告知您是否存在上述情形。 |
6 我们如何保护您的个人数据（数据安全）
我们采用适当的技术和组织措施来保护个人数据，使其免受未经授权的使用、访问、披露、更改或销毁。这些预防措施包括符合 ISO 27001 和网络要素标准的物理、电子及操作程序。这类指示性措施旨在：
7 第三方链接
我们的网站可能包含第三方网站或应用程序的链接。点击这类链接可能允许第三方收集或共享您的数据。我们不负责控制此类第三方网站和应用程序，也不对其隐私声明承担责任。建议您阅读所访问的第三方网站的隐私声明。
8 隐私政策的修订
本政策将在必要时进行更新。如果政策出现重大变更，我们将尽合理努力（通过任何适当的方式）在变更生效前通知您。
建议您不时阅读本数据隐私政策，以了解 PeopleCert 对个人数据的处理情况。本数据隐私政策上次修改日期为 2022 年 6 月 23 日。
9 联系方式和投诉
如果您对个人数据的处理情况有任何疑问、要求、说明或投诉，请联系 PeopleCert 数据保护官员：
通过信件：发送至本政策第 1 节中所载的任何地址
通过电子邮件：dataprotection@peoplecert.org
如果您认为我们未解决您个人数据处理的问题，可以向所在国家/地区的数据保护机构提出投诉。
Cookie 政策
PeopleCert 使用这项技术改善用户体验与服务质量。
我有哪些选择？
您有三种选择。您可以接受所有 cookie 和其他机制（“全部接受”），这样您就可以访问我们网站的所有功能，您可以拒绝任何非必要的 cookie（“仅在必要时接受”），也可以进行定制 cookie 设置（“确认我的选择”）。后两种选择可能会影响您的网站体验。
必要的 cookie 会在您访问网站时安装。由于无论从技术角度出发，还是为了提供您选择的网站服务或功能，都必须使用 cookie，因此适用的法律条款允许我们在无需您进行任何操作或同意的情况下安装它们。通过选择“仅在必要时接受”按钮（位于我们提供的初始基本信息旁），您可以仅使用必要的 cookie 进行浏览。您的选择会保留一年。当这段时间结束后，或者您从其他设备或其他浏览器访问时，我们将会再次询问。很遗憾，如果您不希望安装必要的 cookie，则不得使用我们的服务，可以将已经安装在浏览器上的 cookie 手动删除。
如果选择“全部接受”按钮，您可在我们提供的初始基本信息旁，以及展开的完整通知（横幅）下方找到该按钮，则将会安装首选项、性能与目标 cookie。您的选择会保留一年。当这段时间结束后，或者您从其他设备或其他浏览器访问时，我们将会再次询问。
通过选择“确认我的选择”按钮，您可在展开的完整通知（横幅）下方找到该按钮，则将会通过您勾选的相关框安装首选项，性能或目标cookie。如果您未勾选任何方框后选择“保存设置”，则只会安装必要的 cookie。您的选择会保留一年。当这段时间结束后，或者您从其他设备或其他浏览器访问时，我们将会再次询问。
更改设置 - 撤回同意
Formats the Html codes.FormatFix the Html to be XHtml compliantFix Write Validate that the text is XHtml compliant.Validate Proofing您可以随时对在我们网站上选择的 cookie 与类似技术进行更改，以备日后使用。在本政策的底部，您可以找到以下按钮：“Cookie 设置“。无论在上次我们通过弹出横幅询问是否接受安装 Cookie 与类似技术时您的选择是什么，您都可以通过弹出的横幅（选择“Cookie 设置”按钮后将再次出现）轻松、直接、免费地重新选择。
例如，如果您选择“接受”后改变了主意，则可以在新的弹出横幅中选择任何（或不选择）您想要的 cookie 类别，然后选择“保存设置”。此操作将作为您对之前同意的撤回，供日后使用。即从更改之日起，我们的网站将不在您的设备上使用（此类） Cookie 和类似技术。如果您还希望在撤回同意之前删除已经在设备上安装的 cookie，则可以按照以下“通过浏览器设置管控 - 删除 cookie”部分中的说明手动删除。
通过浏览器设置管控 - 删除 Cookie
您还可以在浏览器设置中控制和管理 cookie。例如，选项中（取决于浏览器）的接受所有 cookie、安装 cookie 之前通知或禁止安装 cookie。
通过浏览器设置，您可以删除已经存储的文件，从而撤销从我们网站安装的 cookie 与类似机制。
如需管理和停用 cookie，您可以按照浏览器的相关说明进行操作：
投诉政策
本文件阐述了我们的投诉政策与流程，适用对象为：
本文档涵盖考生、AO 或任何相关人士可能希望就以下方面提出的投诉：
请在此处查找详细的政策。
Appeals policy
We have written this policy for our customers:
This policy outlines the process to follow when you submit an appeal to us, and the process we follow when responding to your appeal. Our staff also follow this policy so that we manage all appeals fairly and consistently.
Please find the detailed policy here.
If you wish to appeal, please download one of the below forms depending on your location, fill it and send it to customerservice@peoplecert.org.
If you are located:
本政策适用于 PeopleCert 客户，包括在提供/注册PeopleCert 许可的认证中，涉嫌或实际涉及舞弊/管理失当行为的认证机构 (AO) 与考生。
还用于确保员工在进行舞弊与管理失当行为调查时的一致性。它规定了在报告疑似或实际发生的舞弊/管理失当行为时，AO 与考生或其他参与方必须遵循的步骤，以及我方在处理此类情况时的职责。
还规定了我方在审查案件时需要遵循的步骤
请在此处查找详细的政策。
请在此处查找详细的政策。
如果您希望申请合理调整，请下载表格，并在填写后发送至 customerservice@peoplecert.org。
Special consideration policy
This policy is for candidates who have taken a PeopleCert examination. It is also for use by our staff to ensure they deal with all special consideration requests in a consistent manner.
This policy outlines:
Please find the detailed policy here.
If you wish to apply for a special consideration adjustment please download the form, fill it and sent it to customerservice@peoplecert.org.
Policy for the Elimination of Violence and Harassment at Work
1 General
The Company adheres to all measures and obligations concerning the application of the provisions of Part II of Law 4808/2021 for the prevention, confrontation and combating of any form of violence and harassment; thus, contributing to the creation of a working environment that respects, promotes and guarantees the right of every person to a workspace without violence and harassment.
It refers to all forms of violence and harassment that occur during work, whether related to or arising from it, including violence and harassment based on sex and gender as well as sexual harassment.
It is clarified that any form of violence and harassment between the persons listed below under 3., even if it takes place outside of time and place of work, is considered to be related to work and therefore falls within the provisions hereof (such as travel from and to work, travel, education, and work-related events and social activities).
For the purpose of the present Policy, the terms “violence and harassment”, “harassment” and “harassment based on sex and gender” have the meaning defined in article 4 par. 2 of Law 4808/2021.
Indicatively as behaviors included within the meaning of “violence and harassment” are (among others) the following:
2 Purpose of the policy - Declaration of zero tolerance for any form of violence and harassment at work
The purpose of this policy is to create and consolidate a work environment that respects, promotes, and guarantees the human dignity and the right of every person to a world of work without violence and harassment. The Company declares that it recognizes and respects the right of every employee in a work environment without violence and harassment and ultimately, declares, its zero tolerance for any form of violence and harassment in the workplace.
3 Scope of Policy
This policy is adopted in accordance with articles 9 and 10 of law 4808/2021 and the regulatory legislation implementing them and applies to the persons of par. 1 of article 3 of law 4808/2021.
4 Preventing and combating violence and harassment at work
4.1 Risk assessment
The Company conducts regularly - at least once per year - an occupational risk assessment for violence and harassment, compiled by its competent associates, the results of which are communicated to all employees of the Company in an appropriate manner.
4.2 Defining the measures taken by the Company for the prevention, limitation and mitigation of risks but also for the monitoring of such behaviors - Description of the information and awareness actions of the Company's staff.
4.2.1 The Company organizes at regular intervals training seminars for its staff and the management in order to inform them:
(a) for the healthy behavior patterns at workplace
(b) for their rights (and obligations in particular of the executives in relevant positions of responsibility) in the event of an incident of violence and harassment
(c) for the proper management of incidents of violence and harassment
(d) for any vulnerable categories of employees
The speakers of the above seminars are the presumably competent external collaborators of the Company (indicatively lawyers, psychologists, doctors, etc.) but possibly also representatives of voluntary organizations.
In addition to the above seminars, the Company is committed to providing staff with information in accessible formats (sending relevant e-mail or distributing leaflets) on the risks of violence and harassment in the workplace and on the relevant procedures for reporting such incidents.
4.2.2 The Company regularly receives and reviews the access protocol and technical measures to ensure a safe workplace. Indicatively, the Company ensures the existence and maintenance of adequate lighting in all its areas, especially the difficult to access areas, as well as the controlled access to its buildings through the reception staff, the installed Access Control systems and the closed circuit television (CCTV) operation in the main entrances of the floors of the buildings that there are workplaces for the Company’s staff.
4.2.3 The Company ensures the consolidation by the staff and the Management of the values of respect for human dignity, cooperation, and mutual support through the provision of instructions and advice (written or oral) whenever it deems appropriate or necessary.
4.2.4 The Company organizes regular meetings of the staff and the Management (either in total or in groups), in which the person of article 6. also participates, in order to discuss any problems that the above persons have identified but also to deal with potential risks related to violence and harassment in the workplace.
4.2.5 The Company encourages and contributes (through the proper organization of working time and / or the financing of the relevant actions) to the participation of the responsible executives of the Management in training seminars regarding the identification and management of the risks of violence and harassment at work.
4.2.6 The Company regularly evaluates the above measures and conducts appropriate revisions. The Company encourages employees, in the context of the above review of preventive measures to contact their immediate superiors or senior management and to propose the measures that they deem best to serve the purpose of creating a safe working environment.
5 Information regarding the rights and obligations of the employees and the Company but also regarding the procedure to be followed in case of occurrence or reporting of such behavior
5.1 The remedies of the person affected (according to the above under 3. provision) by an incident of violence and harassment in the context described above (under 1.) are:
The Company ensures the posting and maintenance in a visible place of the Company, so that the staff is informed, of the data regarding the above contact details of the competent administrative authorities to which every affected person has the right to apply (Labor Inspectorate, Greek Ombudsman).
5.2 Obligations of the Company
The obligations of the Company in case of reporting an incident of violence and harassment in the workplace (as defined herein) are described below under provision 7 in conjunction with the relevant provisions of Law 4808/2021.
6 Designation of a liaison officer ("liaison") responsible for guiding and informing staff on issues related to the prevention and dealing with all forms of violence and harassment
The respective HR Business Partner of PeopleCert Group of companies is defined as a liaison- reporting person (hereinafter "Reporting Person"), responsible for guiding and informing the staff on the issues of prevention and dealing with any form of violence and harassment. Any person from the above mentioned (under 3) can address to the specific person for the above issues either in person meeting, or by e-mail to the email address raiseyourissue@peoplecert.org or by phone call to: +30 210 3729099.
7 Procedure for managing internal complaints about incidents of violence and harassment
7.1 Reception of complaints - identification of a person for the receipt of complaints but also for informing the complainants
7.1.1 The Reporting Person is responsible for receiving complaints that take place under the present policy. It is noted that any affected person has the right to file a complaint either in writing (and by sending e-mail to the above Email address under 6.) or orally-in person or by phone call to the above phone number under 6.
7.1.2 The Reporting Person is obliged to inform the complainant about his/her rights in accordance with the above-mentioned under 5.1 and to immediately forward the complaint to the Human Resources Director of the Company.
7.1.3 The Company is committed to maintaining the confidentiality and protection of Personal Data of those involved in incidents of violence and harassment. In this context, the access to the electronic file of the complaint (and the other files related to the specific complaint) will take place only with the use of a password, which will be available exclusively to the Reporting Person, the Human Resources Director and the Chief Executive Officer of the Company. Any relevant files in physical form shall be stored in a special locked space, which shall be accessible only to the above persons.
7.1.4 The above persons, who shall be informed of the complaint and the relevant data in the context of their responsibilities, shall not reproduce in any way the complaint or part of it, unless this is necessary in the context of this policy and / or the during their cooperation with the competent administrative and judicial authorities as described below (under 8.).
7.1.5 In case the complaint is directed against the Reporting Person, the complainant may file a complaint to the respective manager of the Reporting Person according to the Organization
Chart notified to the employees of the company (who will be obliged to inform the complainant in accordance with the provisions of condition 5.1).
7.2 Impartial investigation and examination of complaints - Prohibition of retaliation and further victimization of the complainant
7.2.1 Upon receipt of the complaint, the Reporting Person undertakes to remove any obstacle and hesitation of the complainant regarding the complaint and not to obstruct or, in any case, impede in any way, the receipt of the complaint.
7.2.2 The Human Resources Director investigates and examines the reported incidents with objectivity, impartiality and respect for the human dignity of both the complainant and the accused person.
7.2.3 It is expressly stated that any adverse treatment of the complainant, which constitutes retaliatory behavior or a countermeasure to the complaint made in the context of the present policy, (explicitly including the termination of his/her employment contract) is strictly prohibited.
7.3 Complaints examination procedure - Consequences in case of violation of this Policy
7.3.1 Following the transmission and study of the complaint, the Human Resources Director of the Company invites the affected person and any witnesses of the incident to a hearing without delay.
7.3.2 Upon completion of the above procedure under 7.3.1, the Human Resources Director invites the accused person in writing (or by e-mail) to apologize, informing him/her of the means of proof of the accusation, so that he/she proceeds with a counterclaim. The apology is submitted in writing before the Human Resources Director of the Company three (3) days after the notification.
7.3.3 The Human Resources Director is entitled, at his/her discretion, to ask questions to the accused person or to call (at the same or next day) for additional information / examination the complainant and / or any existing witnesses.
7.3.4 The Human Resources Director may, upon receipt of the complaint, take as an interim measure, until the issuance of the decision under 7.3.5, by respecting the principle of proportionality and without prejudice to the prohibition of the abuse of rights, any of the following measures (or a combination thereof) that he/she deems necessary and appropriate to protect the affected person and to safeguard the sense of security at workplace, without this measure prejudging in any way the merits of the complaint. In particular, the Human Resources Director may take interim measures against the accused person:
7.3.5 In case, during the completion of the above-mentioned procedure (under 7.3.1 to 7.3.3), the Human Resources Director of the Company judges (based on the data and testimonies presented before him/her by freely evaluating them) the complaint as well-founded and true, he/she is entitled:
(i) to decide the enforcement:
(a) of any of the sanctions provided by the present Policy of the Company (see below under 10.1.4 – which also constitute- as well as the entirety of the present part of the Company’s Rules of Procedure) for the specific violation and
(b) any of the above under 7.3.4. measures and / or
(ii) propose to the Chief Executive Officer of the Company (who is responsible for the respective decision) the termination of the employment contract of the accused person.
The relevant decision of the Human Resources Director (or the termination of the employment contract by the Chief Executive Officer according to the above) will be notified to the complainant and the accused person in writing.
7.3.6 In case the complaint is directed against the Human Resources Director, all the above under 7. responsibilities shall be transferred to the Chief Executive Officer. In case the complaint is directed against the Chief Executive Officer, then all the responsibilities under 7.3.3 of the Human Resources Director are transferred to:
(a) To the Deputy or other Chief Executive Officer, and in case of lack thereof
(b) to the Chairman of the Board of Directors, and in case the capacity of the Chairman and the Chief Executive Officer coincide, and there is no Deputy
(c) to the member of the Board of Directors and legal advisor of the company Mr Stavros-Pantelis Koumentakis.
8 Provision of information and cooperation with the competent authorities
Upon request, the Company through its legal representatives, as well as the Reporting Person cooperate with any competent public, administrative or judicial authority, which, either ex officio or upon request of a person concerned, within the scope of its competence, requests the provision of information and are committed to provide assistance and access to data (no. 5 par. 1 law 4808/2021). For this purpose, any data they collect, in any form, are kept in a relevant file in compliance with the provisions of Law 4624/2019 (A '137).
9 Measures to protect employment and support of employees victims of domestic violence
9.1 The Company takes to the extent possible, by any appropriate means or reasonable adjustment, measures to support the employees -victims of domestic violence.
9.2 In particular, in the context of employment protection, the Company may, at its discretion, provide to the employee who has been a victim of domestic violence, in order to support him/her in maintaining his/her job and in his/her smooth reintegration after such incidents:
(a) Special paid leave for a reasonable period of time, (taking into account the non-disruption of the smooth operation of the business)
(b) Flexible work-related settings (e.g. regarding schedule).
9.3 The employee who is a victim of domestic violence requests the above support measures with a special request to the Company, either through the Reporting Person or directly to the Management of the Company. The Company shall manage the issue with discretion and confidentiality.
10 Disciplinary Provisions in Case of Violation of the Company's Policy for the Elimination and Fight against Violence and Harassment at Work
10.1 Disciplinary Procedure - Penalties
10.1.1 The existence of a disciplinary procedure and the possibility of imposing disciplinary penalties by the Company in case of violation of the Company's Policy for the Elimination of Violence and Harassment at Work, in no way restricts its right to dismiss the Employee under the conditions provided by the legal framework.
10.1.2 Any allegation of violation of the Company's Policy for the Elimination of Violence and Harassment at Work is treated by the Company as a (possibly committed) disciplinary misconduct, in accordance with the provisions of this article.
10.1.3 Responsibility for the imposition of the relevant penalties, provided in this Policy (which will constitute integral part of the Company’s Rules of Procedure), has only the Chief Executive Officer of the Company (subject to any otherwise defined above under 7.).
10.1.4 The penalties have as follows:
(a) oral or written reprimand;
(b) fine corresponding to a maximum of 25% of one wage or 25% of the paid monthly salary corresponding to one working day.
(c) unpaid leave, up to ten (10), at most days for each calendar year, in case of recurrence or serious disciplinary violation. In this case the Employee is not entitled to receive the corresponding salary or wage.
10.1.5 A special "file" is kept for each Employee for any violations of the above Policy and any penalties imposed. Reports and complaints shall not be registered, if the Employee is not given the opportunity to state his/her views.
10.1.6 Fines are deposited where and as required by law.
10.2 Classification of disciplinary sanctions
The penalties provided for and imposed on the basis of what is provided for in the relevant provisions hereof are always proportionate to the subjective and objective gravity of any breach of the above Policy.
10.3 Procedure for imposing penalties and their execution
10.3.1 The imposition of the penalties provided for in this Policy is independent of any other legal consequences and sanction.
10.3.2 The condition for the imposition of a disciplinary penalty is the summoning of the offender to an apology and the notification of any means of proof of the accusation, in order to proceed with a counterclaim. The apology is submitted in writing three (3) days after the notification.
10.3.3 During the -if any- imposed penalty, the Employee has the rights provided to him/her by the current legislation.
10.4 The possible non-strict observance and application of the provisions of this Policy, does not give the right to consider that the Company has waived its rights or that abolition or amendment of this Policy has occurred.
10.5 The penalties, apart from the reprimand, are notified in writing to the interested party, where he/she signs for the receipt the copy or the book of penalties.
PEOPLECERT GROUP
Mailing Address:
PeopleCert International Limited
Themistokli Dervi 40
1066 Nicosia
Cyprus
Registration number: HE 160322
Phone:
+30 210 3729100
E-mail:
Board of Management:
The PeopleCert Group is managed by the Board of Directors of its parent company.
The PeopleCert Group is not willing or obliged to participate in dispute resolution proceedings before a consumer arbitration board.