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By participating in the HRD forum, you acknowledge that the views of persons posting queries, comments and statements to the discussion forums are not necessarily the views of HRD, and are not necessarily endorsed by HRD. The HRD forum is intended for the exchange of information between, and points of view of, many people, and these are the points of view and statements, opinions or questions of those individuals and not of HRD.
Under no circumstances will HRD be liable in any way for any content, including, but not limited to, any errors or omissions in any content, or any loss or damage of any kind incurred as a result of the use of any content posted, emailed, transmitted or otherwise made available via the forum. You agree to indemnify HRD in relation to any loss or damage incurred by HRD and any liability to a third party that accrues to HRD as a result of your use of this website and the HRD forum in contravention of these terms and conditions.
Should content be found or reported in violation with, but not limited to, the following terms, it will be the sole discretion of the management of HRD as to what action should be taken, including suspension and/or termination of your account. Without limiting the activities which may be prohibited by these conditions by virtue of them constituting offences against the criminal or civil law, you must not post any material to this website that:
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You may post to HRD forum only under your own username and you must not utilize the forum in a manner by which you purport to be someone else.
The HRD website reserves the right to remove any postings to the discussion forums that contravene any of the limitations referred to above, which contain expletives or foul language, which are considered to be discourteous or which otherwise the managers of the HRD website in their sole discretion consider to be inappropriate for inclusion in the forums, and this may be done without any prior notice to the person who has contributed that posting.
Our forum policy follows a four strike system.
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If HRD management deems necessary, steps 1-3 may be skipped and a permanent ban issued with no prior warning, depending on the severity of the violation(s).