This privacy statement is the privacy notice for the West Highland Publishing Company Limited. We will use your details to provide you with the service(s) which you or someone else (with your CONSENT) have asked us to provide. We will never disclose your personal information to any third party unless required to do so by law.
• Your privacy and safety is important to us. We do not collect any more personal information than is necessary for the operation of our websites.
2. What security is in place to keep your personal data secure?
We have appropriate security measures in place to prevent unauthorised access to the information you provide, but we cannot guarantee that any information we receive or store electronically is totally secure.
3. What personal information is collected by us?
The information we collect via our websites may include:
• any personal details you provide to us through completing electronic forms and sending emails, such as your name, address and telephone number; and
4. Is it possible to access and browse our Website without disclosing personal data?
Yes, some areas of the Website can be accessed without disclosing personal information. However, some services offered by our websites will ask for personal details.
5. How do we use the personal information we gather?
Any personal information we collect from the Websites will be used in accordance with the Data Protection Act 1998 and other applicable laws.
Such personal data may be used to provide you with details of our services, to provide marketing information if you indicate that you want to receive such information and to help us analyse site usage in order to develop our websites and for our general administrative purposes.
6. Do we disclose our users’ personal information to third parties?
We will never do this without your consent except where we are required to do so by law.
7. Do you have the right to access and/or change the information we hold about you?
Yes. In order to receive a copy of any information that we currently hold about you or to change such information please send your contact details to the following address:
West Highland Publishing Company Limited
Unit 1B Pairc nan Craobh
Isle of Skye
On May 25th 2012 a European Union law was implemented by UK legislation, The Privacy and Electronic Communications (EC Directive) (Amendment) Regulations 2011, with a requirement that websites that leave non-essential cookies on visitors’ devices have to inform the visitor what these cookies are. This website complies with this law by providing information on the cookies we use so that if you choose you can either modify your browser settings to manage cookies or leave the website.
Non-essential Cookies also enhance our web site performance in a number of ways, personalising your experience on our site, making it more convenient for you.
If you do not wish to disable cookies then you have the option to leave the website.
What is a Cookie?
A cookie is a small amount of data that is sent in a text file to your computer browser from a website’s server and is then stored on your computer, but only IF your browser’s preferences are set by you to allow it. The only personal information a cookie can obtain is information a user supplies. A cookie cannot read data from your hard disk or read cookie files created by other sites.
NB: If you are browsing from within a work based network you may not have adequate permissions to allow you to control the cookies that are set.
This site uses the following non-essential cookies:
Cookie name Cookie purpose
Used to collect information about how visitors use our site. We use the information to compile reports and to help us improve the site. The cookies collect information in an anonymous form, including the number of visitors to the site, where visitors have come to the site from and the pages they visited.
Learn more about Google Analytics and privacy
These are Google preference cookies, a unique identifier used by Google applications to store user preferences. They may not be delivered depending on the browser being used.
Equality, diversity and inclusion policy
West Highland Free Press is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.
The policy’s purpose is to:
• 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 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
The organisation commits to:
• Encourage equality, diversity and inclusion 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, diversity and inclusion 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.
• Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
• Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
• 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, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues. Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.
Corrections and Complaints
Making a correction or complaint
The West Highland Free Press team always strive to provide accurate and high quality news for the people of Skye & Lochalsh, however if you have seen an error or something that is not correct, then in the first instance please email us at email@example.com so we can make a correction. We will endeavour to respond to your correction within two working days.
Similarly, please address any complaints about our journalism, accuracy or editorial standards to firstname.lastname@example.org