TERMS & CONDITIONS
The term “PVL” or “us” or “we” refers to the owner of the website, PVL UK Ltd, whose registered office is 56 Victoria Road, Burgess Hill, West Sussex, RH15 9LR. Our Company Registration No is 04882474, registered at Companies House in Cardiff and our VAT Registration No is GB 833 9326 16.
The term “you” refers to the user or viewer of our website.
The content of the pages of this website is for your general information and use only. It is subject to change without notice.
Neither we nor any third parties provide any warranty or guarantee as to the accuracy, timeliness, performance, completeness or suitability of the information and materials found or offered on this website for any particular purpose. You acknowledge that such information and materials may contain inaccuracies or errors and we expressly exclude liability for any such inaccuracies or errors to the fullest extent permitted by law.
Your use of any information or materials on this website is entirely at your own risk, for which we shall not be liable. It shall be your own responsibility to ensure that any products, services or information available through this website meet your specific requirements.
This website contains material which is owned by or licensed to us. This material includes, but is not limited to, the design, layout, look, appearance and graphics. Reproduction is prohibited other than in accordance with the copyright notice, which forms part of these terms and conditions.
All trademarks reproduced in this website, which are not the property of, or licensed to the operator, are acknowledged on the website.
Unauthorised use of this website may give to a claim for damages and/or be a criminal offence.
From time to time this website may also include links to other websites. These links are provided for your convenience to provide further information. They do not signify that we endorse the website(s). We have no responsibility for the content of the linked website(s).
You may not create a link to this website from another website or document without PVL’s prior written consent.
Your use of this website and any dispute arising out of such use of the website is subject to the laws of England and Wales.
General prismatic – Please note it is our understanding that the use of reflective (yellow on the rear for example) on the (rear of a vehicle for example) contravenes the current lighting regulations (RVLR 1989 No. 1796), and we therefore do not recommend them. Should you be asked to remove or replace these panels, PVL UK Ltd will not be responsible for the removal or replacement of these panels.
DISCLAIMER: MAGNETIC CHEVRONS
Magnetic backing – Please note that, whilst PVL UK Ltd will supply magnetic backed panels when requested, we cannot offer any warranty for these goods since the usage and condition of the application conditions are out of our control and we are not liable for the replacement of these panels if lost or stolen.
DISCLAIMER: EMERGENCY SERVICE VEHICLE (ESV) MARKINGS
Police/Fire/Ambulance markings – Please note that it is our understanding that the use of reflective markings that attempt to mimic any emergency service vehicle and specifically colours that contravene the current lighting regulations are not allowed for use on public roads and we therefore do not recommend them. PVL UK Ltd will not be responsible for any consequences if such markings are used without specific documented approval from the appropriate public sector or government authority.
Modern Slavery Policy Statement
In accordance with the Modern Slavery Act 2015, PVL UK Ltd is committed to a work environment that is free from human trafficking, forced labour and unlawful child labour (collectively “human trafficking and slavery”). It also strongly believes that it has a responsibility for promoting ethical and lawful employment practices.
Accordingly, PVL UK Ltd will not knowingly use unlawful child labour or forced labour in any of the utilities and/or other commodities, products and/or services it provides, nor will it accept commodities, products and/or services from suppliers that employ or utilize child labour or forced labour.
Human trafficking and slavery are crimes under UK and international law. These crimes exist in countries throughout the world. This policy statement thus defines PVL UK Ltd’s commitment to ensuring that human trafficking and slavery does not exist within its own business, but also provides how PVL UK Ltd will make efforts to eradicate the same from other businesses with whom it shall maintain a relationship (and especially from within its supply chain).
PVL UK Ltd has appointed its Human Resources Manager as its senior compliance officer (its Anti-Slavery and Human Trafficking Officer) and will take appropriate steps to ensure not only its own compliance but also that these requirements are followed by its suppliers, subcontractors and/or business partners (collectively by its “Suppliers”) worldwide.
All Suppliers are therefore required to adhere to the following:
Human Trafficking: the recruitment, transportation, transfer, harbouring or receipt of persons, by means of the threat or use of force or other forms of coercion, of abduction, of fraud, of deception, of the abuse of power or of a position of vulnerability or of the giving or receiving of payments or benefits to achieve the consent of a person having control over another person for the purpose of exploitation.
Forced Labour: all work or service, not voluntarily performed, that is obtained from an individual under the threat of force or penalty.
Harmful Child Labour: consists of the employment of children that is economically exploitative, or is likely to be hazardous to, or interfere with, the child’s education, or to be harmful to the child’s health, or physical, mental, spiritual, moral, or social development.
Requirements for Suppliers:
- Will not use forced or compulsory labour, i.e., any work or service that a worker performs involuntarily, under threat of penalty;
- Will ensure that the overall terms of employment are voluntary;
- Will comply with the minimum age requirements prescribed by applicable laws
- Will compensate its workers with wages and benefits that meet or exceed the legally required minimum and will comply with overtime pay requirements;
- Will abide by applicable law concerning the maximum hours of daily labour;
- Will not engage in any practice of slavery, servitude, forced labour, compulsory labour and/or human trafficking outside the UK which would constitute an offence if that conduct took place within the UK; and
- Will ensure that any sub-contractors or suppliers from whom they source goods and/or services for incorporation in those supplied to PVL UK Ltd, also adhere to these requirements.
Suppliers will certify compliance with this Policy and their adherence to relevant human trafficking and slavery laws in each of the relevant countries in which they operate.
Upon request, Suppliers must be able to demonstrate compliance with this Policy to the reasonable satisfaction of PVL UK Ltd. PVL UK Ltd may perform periodic audits on this Policy and Suppliers are expected to fully co-operate with any such audit.
Any breach of this Policy (including by a Supplier) can be reported (in confidence, if required) by contacting PVL UK Ltd’s Human Resources Manager (in their capacity as PVL UK Ltd’s Anti- Slavery and Human Trafficking Officer).
PVL UK Ltd takes any breach of this Policy extremely seriously.
Suppliers who are found to have or be engaging in human trafficking and slavery or which refuse to co-operate with any audit to verify compliance with this Policy will be liable to have any supply agreement, arrangement or other contract with PVL UK Ltd terminated immediately, without compensation.
If a Supplier to PVL UK Ltd is found in violation of this policy, PVL UK Ltd will take prompt action which may include terminating any supply agreement, arrangement or other contract with that Supplier (as above). It shall also take such other (remedial) steps as the Anti- Slavery and Human Trafficking Officer shall determine to be necessary to address the violation and seek to prevent its reoccurrence.
- provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
- not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
- oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities
- encourage equality and diversity in the workplace as they are good practice and make business sense
- create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued
- This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination
- All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
- take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities
- make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation
- decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
- review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
- monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy