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Terms & Conditions: Hijabis At Work

Last modified: November 11, 2023

Article 1. General and definitions

Inclusified is a private company incorporated under Belgian law (acting under the commercial name of “Hijabis At Work”), having its registered office at 2540 Hove, Leliestraat 97 mailbox 1 and registered with the Crossroads Bank for Enterprises in Belgium under the number 0757.762.119.

In these General Terms and Conditions, the following definitions shall apply: 

(1) General Terms and Conditions: The current General Terms and Conditions

(2) General Standards and Values: Hijabis At Work is committed to a business world that is inclusive in all its facets. 

(3) Enterprise: The company is registered with the Crossroads Bank for Enterprises in Belgium or the Dutch Company Register (i.e. The Chamber of Commerce).

(4) Objective: With its Website, the Facilitator aims to give applicants/candidates the opportunity to apply to Belgian companies with an inclusive policy.

(5) Facilitator: Hijabis At Work

(6) Inclusive Policy: an inclusive policy on dress code and religious symbols. Provided that the candidate would have complete freedom and autonomy in how these religious signs are worn.

(7) Candidate: The applicant creating a profile on the Website regardless of religion or background.

(8) Agreement: The Candidate or Employer who creates a profile on the Website and accepts the General Terms and Conditions hereby enters into an agreement with the Facilitator.

(9) In writing: e-mail with receipt.

(10) Terms and Conditions: The terms and conditions included in Article 4 of the General Terms and Conditions.

(11) Website:

(12) Employer: The Belgian Company creating an employer profile on the Website.

Article 2. Operating procedure

2.1 The candidate or the Employer who creates a profile on the Website shall explicitly accept the General Terms and Conditions. The Employer expressly waives its own general terms and conditions. Deviations from the present General Terms and Conditions must be made expressly and in writing.

2.2 The natural person who creates a profile on the Website in the name and on behalf of the Employer declares and confirms that he/she has the authority to represent the Employer and thus conclude the Agreement.

2.3 The Employer’s vacancies will be arranged on the Website by date of creation. 

2.4 The Candidate’s personal data can only be transferred to the Employer with the Candidate’s explicit consent. Provided that the Employer will not have access to the Candidate’s data unless the Candidate himself/herself explicitly shares it by actively applying for the Employer’s vacancy.

Article 3. Duration and termination of the agreement

3.1 The Agreement between Hijabis At Work and the Candidate or Employer is an open-ended contract. The Candidate or the Employer is free to delete the profile created at any time.

3.2 If there is a suspicion that the Employer violates the Terms and Conditions or makes decisions/adopts behaviours contrary to the General Standards and Values of Hijabis At Work, the latter is entitled to terminate the Agreement with an Employer at any time without judicial intervention.

Article 4. The Terms and Conditions for the Employer

4.1 Only an Employer who complies with all terms and conditions mentioned below shall make a profile, share a vacancy and keep it on the Website:

– The Employer should embody and implement an adequate Inclusion Policy in all aspects of its business (i.e. communication, HR policy, etc.). 

– This Inclusion Policy should be embodied not only by the Employer but by every Company acting under the same commercial name (including but not limited to franchisees, commercial agents, etc.).

– Maintain strict confidentially the Candidate’s personal data at all times.

– Respect the European and national law (including  provisions regulating terms and conditions of employment) at all times.

The Employer’s shareholding may neither directly nor indirectly include shareholders who hold political office or are directly or indirectly affiliated with a political party.

Article 5. Confidentiality (duty of non-disclosure)

5.1 The Employer is obliged to keep confidential all information and data of the Candidate that comes to its knowledge during the Agreement. The Employer takes all possible precautions to protect the Candidate’s interests. 

5.2 The Employer shall never disclose this information in any way to third parties unless prior explicit and written consent has been obtained from the Candidate or if the company is legally obliged to do so.

5.3 The Employer is not authorized to publicly share that they have created a profile on the Website or posted a vacancy on the Website (including but not limited to the press, television, social media, website, etc.). A profile on Hijabis At Work cannot be used as a quality label without explicit and written consent of Hijabis At Work.

Article 6. Liability

6.1  Hijabis At Work is bound by the nature of the services to a best endeavours obligation and will verify to the best of its ability according to prevailing standards of care and good workmanship that the Employer fulfils all Conditions.

Hijabis At Work is committed to taking the following actions to ensure, as far as possible, that the Employers on the Website promote an Inclusive Policy:

– When creating a profile on the Website, companies must explicitly confirm that they have read the Terms and Conditions and confirm that they comply with all the Terms and Conditions;

– Hijabis At Work will conduct regular spot checks of the Employer Database to verify continued compliance with all Terms and Conditions;

– Hijabis At Work will thoroughly investigate any complaint the company receives from a Candidate.

6.2 The Employer certifies that all information provided is complete, true and correct. 

6.3 Hijabis At Work cannot be held liable if a Candidate is not invited for an interview by the Employer or the Candidate does not meet the Employer’s requirements. 

6.4 The purpose of the Website is only to inform Candidates about vacancies with Companies that promote an Inclusive Policy. Hijabis At Work cannot be held liable for the application process, the final employment contract, etc. 

6.5 Hijabis At Work requires Employers to keep the Candidate’s data confidential. Hijabis At Work cannot be held liable if the Employer still failed to keep the Candidate’s data confidential. 

6.6 Hijabis At Work can never be liable for or be obliged to compensate any intangible, indirect or consequential damages, including (but not limited to) loss of profits, loss of turnover, loss of income, administrative or personnel costs, an increase of overheads, loss of clientele or third-party claims. 

Article 7. Data processing

7.1 Hijabis At Work is the controller of personal data which shall be done in accordance with the provisions of the General Data Protection Regulation and the Law of 30 July 2018 on the protection of natural persons with regard to the processing of personal data. 

7.2 By approving the General Terms and Conditions, the Candidate agrees to the processing of his or her personal data. These terms and conditions should be read in conjunction with the general privacy statement accessible on the website of Hijabis At Work.

Article 8. Completeness and nullity

8.1 These general terms and conditions shall constitute the entire agreement between the Employer and Hijabis At Work and supersede any previous existing agreement and any previous oral or written agreement between the parties concerning the same subject matter. 

8.2 Should any provision (or part thereof) of the General Terms and Conditions be unenforceable or in conflict with any legal or regulatory provision, this shall not affect the validity and enforceability of the other provisions of these General Terms and Conditions, nor the validity and enforceability of that part of the relevant provision that is not unenforceable or in conflict with any legal or regulatory provision. In such a case, the Parties shall negotiate in good faith to replace the unenforceable or conflicting provision with an enforceable and legally valid provision that is as close as possible to the object and purpose of the original provision.

Article 9. Applicable law and competent courts

9.1 The Agreement is governed exclusively by Belgian law. Any dispute relating to the conclusion, interpretation or execution of the Agreement shall fall within the exclusive jurisdiction of the courts of the judicial district of Antwerp (Antwerp Division), unless otherwise stipulated by mandatory provisions.

Article 10. Transferability

10.1  Parties cannot transfer their rights and obligations arising from the Agreement and these general terms and conditions other than with the explicit prior consent of the other Party.

Article 11. Questions or Complaints

11.1  Any questions or complaints should be addressed as soon as possible to:

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