客户服务

Wiggle 条例及条款

条例及条款

条例及条款

此条例及条款作出了对于Wiggle服务及网页使用的相关规定。浏览Wiggle网站意味着您同意并接受此条例及条款内容。我们持有在任何时候改动条例及条款的权利。您有责任在定购前查看条例及条款的更改情况。这并不违背您的法定权利。

服务条款

服务条款

只要通过我们的网站(www.wiggle.cn)下单,即表示您同意按照以下条款与条件购买产品。所有订单均须视供货情况及订单价格的确认情况而定。

发货时间可能因供货情况而有所不同,就送货时间做出的任何保证或声明,均受邮递机构延误或不可抗力所造成延迟的限制,我们对此概不承担责任。请参阅我们的(“送货信息”页面)说明,了解更多内容。

若要与 Wiggle 订立合同,您必须年满 18 岁。Wiggle 保留拒绝您提出的任何请求的权利。如果您的订单被接受,我们将通过电子邮件通知您,并将确认与您订立合同一方的身份。该方通常是 Wiggle,在某些情况下,也可能是第三方。如果与第三方订立合同,Wiggle 不会充当代理人或当事人,且合同由您与该第三方订立,须受他们提供给您的销售条款的限制。下单时,您应承诺提供给我们的所有详细信息均真实准确、您是下单所用信用卡、借记卡或银行账户的授权用户,且金额足以支付商品款额。国际产品和服务的成本可能会有波动。所有宣传的价格均可能因此发生变化。

我们的合同

下单时,您将收到一封确认电子邮件,确认收到您的订单。此电子邮件仅确认收到,并非接受您的订单。Wiggle 保留在处理订单前接受或拒绝此要约的权利。在您的付款得到我们的批准、价格得到验证及订单接受处理和派发之前,我们双方之间不会形成商品买卖合同。我们会发送第二封电子邮件,确认这些事项。

定价与供货情况

虽然我们努力确保本网站显示的所有详细信息、描述和价格是准确的,但仍难免会发生错误。如果我们发现您订购的任何商品存在价格错误,我们会尽快通知您,并允许您选择以正确的价格重新确认订单,或取消该订单。如果无法联系到您,我们将视订单已被取消。如果您想取消已经付款的订单,我们会全额退款。适用时,价格包括增值税。将额外收取送货费用;如果适用,该等额外费用将明确显示,并包括在“总计”中。

本网站可能包含印刷或其他错误或不准确之处,也可能不完整或不是最新内容。因此,我们保留随时纠正任何错误、不准确或遗漏以及更改或更新信息的权利,恕不事先通知。我们保留拒绝履行您根据网站上包含的错误或不准确信息所下任何订单的权利,这些错误或不准确包括(但不限于)有关定价、送货、支付条款或退货政策的错误、不准确或过时信息。

产品规格及合适度

产品规格及合适度

  • 网站上的产品详情、规格和尺寸建议在发布时会以最新信息为准。在商品需要维修的情形下,Wiggle无法针对其零部件装配及规格合适度(或不合适)之建议,承担任何责任。如果您订购的商品因为产品描述错误导致无法装配,我们更正描述,并在收到您退回商品后提供全额退款。详细退货步骤请参见客户服务页面的国际退换货说明。
  • 我们建议您将所有零件交由专业人员,并依照厂家的说明装配。Wiggle 无法承担装配零件疏失而导致的任何损失。
  • 在安装任何零件或维修前,请确保您已经仔细阅读保修条款。Wiggle无法针对因个人原因造成的损坏或针对超过保修期的情形承担任何责任。部分厂家的保修条件可能包含零件装配须交由专业技师完成的要求。

退换货政策

退换货政策

Wiggle 拥有方便及高效的退换货政策,一切为客户服务!请点击这里 以查看完整信息。

库存情况/预计送货时间

库存情况/预计送货时间

  • 我们尽一切努力以保证所有发布商品有库存,并且在相应的承诺时间内将其发货。若有因为任何原因耽误了发货时间,我们会以电子邮件的方式通知您,并且在调货成功后马上为您发货。如果您的订单中包含一件以上的商品,商品将有可能分别发货。
  • Wiggle无法承担送货过程中的任何责任。我们尽一切努力尽快为您发货。您有权利随时取消延迟发货的订单,只要通过 联系我们线上表单,并告知您的订单号码即可。
  • 部分情况下,订单中的特定商品可能会因为供货问题或断货而被取消。如果您订购的商品遇到此类情形,我们会尽力在最短时间通知您,有其他替代选择的话,我们也会一并告知您。

支付方式

支付方式

  • Wiggle已委任地址位于Tower Two Collins Square, Level 36, 727 Collins Street, Docklands, Victoria, 3008 Australia 的 Wiggle Australia Pty Ltd (ACN 601 479 930)作为收款代理人,邮寄至澳大利亚的所有购货将由Wiggle Australia Pty Ltd来收取货款。
  • 在我网站上的交易均通过我们的安全支付页面完成。支付方式可为Visa, Visa Electron, Mastercard, Switch/Maestro or Solo 银行卡, PayPal 及 Worldpay。款项在您的账户记录中会显示为"WIGGLE"。
  • 所有的产品原价格为英镑,并已含税。您可以通过页面上的货币转换器转换价格货币种类。由于税款及厂家价格可能会有变动,如果客户对价格不满意,则可以随时要求退款。
  • 根据您银行卡的清账规定,货款将会在发货时从您的卡中扣除。如需要退款,货款将会被尽快退回。根据您相应的支付方式,这可能需要几天的时间以在您的账户上显示为清算资金。
  • 如果您的送货地址为非英国地址,您将会需要承担您所在国家的关税及其它相关进口税款。

限制法律

限制法律

Wiggle的条例及条款均按照英国法律规定而制定并受其约束。任何与此相关的纠纷均按照英国法律审判

送货

送货

送至英国的订单会交由英国皇家邮政递送,但是针对部份贵重、大型以及易损坏的商品则会交给DX 物流公司。

送至英国以外国家的订单,会交由英国皇家邮政或 Parcel Force或DHL物流公司。

请注意送至英国的订单不包含英吉利海峡群岛。关于送货信息,请参见客户服务页面的国际订购及送递页面了解详情。

取消定购

取消定购

在定单进入处理程序之前,您可以选择取消您的定单。您只需要登录您的帐户即可操作以退款。如果商品已经发货,请查阅我们的退换货政策.

在《消费者权益保护规定2000》(远程销售)下,您有权通过书面形式取消定购(个性化商品除外),但必须在消费者收到货物当日的后一天算起的七个工作日之内。关于退还的方法和费用,请参看退换货政策

退换货

退换货

您可以随时在规定的时期内取消及退换您的商品。请在您的帐户中点击退换货链接一告知我们。您需要按照相关程序操作,具体信息请查看这里.

客户评论

客户评论

我们希望您能为我们在网站上公布的商品进行评论我们会不断地查看此部分信息并保留随时移除、拒绝及更改评论的权利。当您在网站上进行评论时,您的言论并不受产权保护并已默认允许在Wiggle网站上显示。

送货保障

送货保障

对于由意外情况而造成的任何损失,我们无法为此承担损失。此类情况包括,但不仅包括商品损坏、利润损失、商业损失或第三方的损失

我们会尽快在最短时间内发货。Wiggle 拥有在任何时候取消定单并退款的权利,同时不承担延迟发货的责任。

此规定并不侵犯您的法定权利。

环保政策

环保政策

Wiggle随时注重环境保护,并十分遵守EU Waste Electrical and Electronic Equipment (WEEE) Regulations 2006相关规定。规定要求每个成员区均要按照第2章规定操作以减少丢弃未受处理的电子产品以减少废弃电子产品对环境的污染,达到高回收率低污染的目的。

Wiggle会对所有陈旧的电子产品进行以旧换新处理。但电子零件不在此活动范围中,且我们无法回收零件。您定购新品之后,您可以将旧品寄送至:

Wiggle Ltd
3 Optima
North Harbour Spur
Portsmouth
PO3 6TU

您需要在定购新品后28天以内将旧产品寄回,邮寄费用由您承担。

隐私条例、著作权及弃权声明

隐私条例、著作权及免责声明

我们绝不会未经您同意向其他组织或机构出售或透露您的姓名及地址信息。您的个人信息将会被严格保密。且您在Wiggle定购后绝不会因此收到未授权的邮件。

Wiggle严格遵守隐私政策并完全参照Data Protection Act 1998条例执行。

同时请对您使用登录Wiggle帐户的密码及您的姓名保密。

Wiggle公司拥有其网站内容(包括著作权在内)的所有权及控制权。浏览Wiggle网站意味着您不得以商业目的下载或复制网站内容,只能供非商业或个人使用。同时,未经许可,您不得抄袭、下载、公布、传播或擅自更改Wiggle的网站内容

隐私政策

隐私政策

Wiggle有限公司承诺保护您的个人隐私,我们只会严格按照1998数据保护条例合法使用您的信息。我们收集您的信息的原因有两个:处理您的定购及更好地为您服务。未经您的许可,我们不会给您发送邮件。您可以随时拒绝接受我们发送的任何促销活动信息邮件。

在您下订单货注册时我们所收集的您信息内容包括:

  • 地址
  • 电话号码
  • 电子邮箱地址
  • 信用卡/借籍卡信息

此信息已在我们的内部系统储存,网站上只是证实您已成为Wiggle客户。未经您的同意,我们绝不会收集您的敏感信息。 我们所持有的信息会不断更新一保持精确。您可以通过查看您的帐户或联系我们以查看我们所持有的您的信息。如果您发现信息有误,我们会立即更改或删除。我们将根据内部安全政策及相关法律规定保护您的信息安全。我们不会透露或销售您的信息。但我们可能会利用相关技术对网站访问者进行行为跟踪。若您有任何疑问,请随时联系我们info@wiggle.cn

我们使用您的信息用于以下用途:

  • 告知您的订单状态或解答您的疑问
  • 为您发送您感兴趣的电子新闻简报及优惠简讯
  • 改进Wiggle.co.uk的设计及内容
  • 为了了解客户的购物行为
  • 为了更好地进行其他针对我们产品及服务的相关市场及促销研究

当您下订单时,我们需要了解您的姓名、电子邮箱地址、送货地址、借籍卡及信用卡信息及银行卡有效期。这样我们才能够处理您的定购并通知您订单状态。我们还需要您的联系电话号码,以便出现订单紧急情况时联系您。

您的许可
在您向Wiggle提交信息时意味着您允许Wiggle及服务器商收集并采用您的信息。如果我们决定更改隐私政策,我们会将我们收集的信息在此页面公布,以便您了解我们所收集的信息、如何使用及删除的情况。

数据安全
我们的网站特别为防止未授权的登陆而设计。我们通过相应的技术真正实现完全保护您的隐私目的。我们还通过在登录前的身份验证以保护您的个人信息或防止未授权的修改。我们承诺尽一切努力保护您的个人信息不被盗取。

改善我们的服务
Wiggle绝不会向任何人销售、交换或租借您的个人信息。为了更好地为广大客户服务,我们使用无法进行身份识别的大规模群体信息以帮助我们改善客户服务质量。同样,我们也会与我们的广告商及其他的正式合作商分享此信息。例如我们可能会与广告商分享某个比较活跃的客户群体的整体信息,如有多少客户浏览了某个网站等等。但是,不经过您的同意我们从不向广告商透露您的身份及个人信息。同时我们不会在不提供选择的情况下让客户向我们提交个人信息,确保客户对任何信息的提交及使用知情。

Cookies
Cookie 是留存在您浏览器设置中的一些信息片断,可在您回到某个网站时用来识别您的电脑。每当网站欢迎您回来并要根据您的具体情况显示数据时,是通过读取留在您浏览器上的Cookie以便识别在您之前访问时注册的信息,比如您的浏览偏好、推荐产品、忠实客户折扣以及您在访问时添加到您购物篮的商品。在大多数一般浏览器中都能找到的帮助功能选择可以告诉您如果防止浏览器接收新cookie,如果让浏览器在接收到新cookie时通知您以及如果一次性让cookie功能失效。但因为cookie能让您享受到Wiggle的一些特色服务,我们推荐您开启此功能。例如,如果你阻止或拒绝了我们的cookie,你就不能将物品添加到购物篮了,也无法付款或进行登录。如果您开启cookie功能,请在公共电脑上使用完后确保退出登陆。

国际隐私
以上隐私声明可能无法适用于来自所有国家的 Wiggle 访问者或注册社区用户,因为安全政策可能根据不同国家的网络法律而异。

合同终定

合同终定

本网店商品的出现并不是具有法律约束力的合同,而是无约束力的在线商品目录。在点击“购买”/“订购并付款”之类的键表明您为购物篮内的商品下了一份具有约束力的订单。在您下完订单后我们会以自动邮件的形式为您发一封订购确认信,这封邮件的出现即表明购买合同正式生效。

版权

版权

除非另有声明,包括版权在内的所有权利以及Wiggle网页的所有权及更改权均归Wiggle公司所有。

浏览Wiggle网页意味着您已经同意不以商业目的使用网站内容。

您不允许以任何原因未经允许复制、传播、下载、存储、改变Wiggle网站上的内容。

例外声明

您可以随意使用小篇幅的网站内容,前提是您必须指明出处并附上原出处链接。

到货通知条件与条款

当您登入开啓「到货通知」服务时,您向Wiggle请求在选择的商品到货时,以电子邮件方式通知您。我们会尽全力,但

  • 无法保证您一定会收到电子邮件通知选择的商品已到货。
  • 电子邮件是通知作用,并非为您保留该项商品。当您开啓到货通知功能时,并不代表您欲购买时,商品就会有库存。热门商品很可能在短时间内再度销售一空,我们建议您收到通知后尽快选购,以免错失机会。

Wiggle Code of Conduct

Wiggle Code of Conduct

Our Code of Conduct sets out the core principles that suppliers, factories and supply chain must follow to ensure products are made in good working conditions and that the people making them are treated decently and paid a fair wage. It is based upon the Ethical Trading Initiative Base Code, which itself founded on the conventions of the International Labour Organisation and is an internationally recognised code of labour practice.

1. Employment is freely chosen

1.1 There is no forced, bonded or involuntary prison labour.

1.2 Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice.

2. Freedom of association and the right to collective bargaining are respected

2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.

2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.

2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.

2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.

3. Working conditions are safe and hygienic

3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.

3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.

3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.

3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.

3.5 The company observing the code shall assign responsibility for health and safety to a senior management representative.

4. Child labour shall not be used

4.1 There shall be no recruitment of child labour.

4.2 Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; "child" and "child labour" being defined in the appendices.

4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.

4.4 These policies and procedures shall conform to the provisions of the relevant ILO standards.

5. Living wages are paid

5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.

5.2 All workers shall be provided with written and understandable Information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.

5.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.

6. Working hours are not excessive

NB: This Base Code clause was revised with effect from 01 April 2014.

6.1 Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers. Sub-clauses 6.2 to 6.6 are based on international labour standards. 

6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week. * 

6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay. 

6.4 The total hours worked in any 7-day period shall not exceed 60 hours, except where covered by clause 6.5 below. 

6.5 Working hours may exceed 60 hours in any 7-day period only in exceptional circumstances where all of the following are met: 

• this is allowed by national law; 

• this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce; 

• appropriate safeguards are taken to protect the workers’ health and safety; and 

• the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies. 

6.6 Workers shall be provided with at least one day off in every 7 day period or, where allowed by national law, 2 days off in every 14 day period.

* International standards recommend the progressive reduction of normal hours of work, when appropriate, to 40 hours per week, without any reduction in workers’ wages as hours are reduced.

7. No discrimination is practised

7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

8. Regular employment is provided

8.1 To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.

8.2 Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.

9. No harsh or inhumane treatment is allowed

9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.

10. Environmental requirements

10.1 Wiggle wishes to share its commitment to the environment with suppliers whose practices conform to applicable environmental standards

11. Legal requirements

11.1 Wiggle is committed to full compliance with the laws and regulations in each procurement location where Wiggle conducts business, and will not knowingly operate in violation of any such law or regulation.

11.2 Wiggle will not knowingly use suppliers who violate applicable laws and regulations

12. No bribery or corruption will be tolerated

12.1 The offering, paying, soliciting or accepting of bribes or kick-backs, including facilitation payments, is strictly prohibited. A bribe may involve giving or offering ANY form of gift, consideration, reward or advantage to someone in business or government in order to obtain or retain a commercial advantage or to induce or reward the recipient for acting improperly or where it would be improper for the recipient to accept the benefit. Bribery can also take place where the offer or giving of a bribe is made by or through a third party, e.g. an agent, representative or intermediary.

Some examples of bribes are as follows. This is not an exhaustive list:

  • gifts, or travel expenses
  • the uncompensated use of company services, facilities or property
  • cash payments
  • loans, loan guarantees or other credit
  • the provision of a benefit, such as an education scholarship or healthcare, to a member of the family of a potential customer/public or government official
  • providing a sub-contract to a person connected to someone involved in awarding the main contract
  • engaging a local company owned by a member of the family of a potential customer/public or government official

12.2 Facilitation payments are small payments or fees requested by government officials to speed up or facilitate the performance of routine government action (such as the provision of a visa or customs clearance). Such payments are strictly prohibited.

12.3 Suppliers, representatives and their employees must comply with all applicable anti-bribery and corruption laws. If no such anti-bribery or corruption laws apply, or are of a lesser standard to that prescribed in the UK Bribery Act 2010, suppliers, representatives and their employees must adhere to the UK Bribery Act 2010.

12.4 Suppliers and representatives must have in place anti-corruption and bribery procedures to prevent employees or persons associated with its business from committing offences of bribery or corruption. Suppliers and representatives will properly implement these procedures into their business and review them regularly to ensure that they are operating effectively.

13. APPENDIX A Definitions

Child

Any person less than 15 years of age unless local minimum age law stipulates a higher age for work or mandatory schooling, in which case the higher age shall apply. If however, local minimum age law is set at 14 years of age in accordance with developing country exceptions under ILO Convention No. 138, the lower will apply.

Young Person

Any worker over the age of a child as defined above and under the age of 18

Child Labour

Any work by a child or young person younger than the age(s) specified in the above definitions, which does not comply with the provisions of the relevant ILO standards, and any work that is likely to be hazardous or to interfere with the child’s or young person’s education or to be harmful to the child’s or young person’s health or physical, mental, spiritual, moral or social development.

所有 Wiggle 优惠与优惠券代码的条款与条件

所有Wiggle优惠与优惠券代码的使用条款与条件

  • 只限于网上购物使用。
  • 符合最低消费要求 (不包括运费).
  • Wiggle 将保留随时终止促销活动的权利。
  • 此优惠活动&优惠券只能用于现货商品,不能用于无库存商品。
  • 此优惠活动/优惠券不能用于购买礼券。
  • 次优惠活动/优惠券不能与其它优惠券一起使用。
  • 在每个购物篮中只能使用一个优惠券代码。
  • 此次优惠活动/优惠券不能追溯使用。
  • 优惠券只适用于购买指定品牌的商品,不可用于购买其它品牌商品。