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。
支付方式
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。
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。直至发货前，您将收到第二封电子邮件，以确认准备发货事宜和商品名称。
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
库存情况/预计送货时间
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
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:
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.
