Policies

Statements

We believe that everyone should have access to the best possible opportunities in creative and cultural experience that we can offer. We take our commitment to the safety, inclusion and wellbeing of the individuals and communities with whom we work very seriously and pride ourselves in delivering best practice and leadership.

We have developed a range of polices which guide and inform the work that we do, and we are continually reviewing and improving our service. In additional to the following, we are presently developing our Volunteering Policy and our Environmental Sustainability Action Plan.

Health and Safety Policy

The New Carnival Company CIC recognises it has a duty, in the conduct of its business operations, to ensure a safe environment for its employees and all those individuals and organisations it works with.

An effective health and safety policy requires the full involvement of the Board of Directors, all employees and everyone the company engages or involves with: everybody is asked to read this policy and to accept their own personal responsibility for health and safety provision.

Overall and final responsibility for health and safety rests with the Executive Director. This includes ensuring the policy is put into practice and maintained on a day to day basis.

Health and Safety Policy

 To provide and maintain a safe and healthy working environment at all times

  • To risk assess all activity and to ensure that all mitigating actions are undertaken in good time. Risk assessments are to be retained on file for at least two years
  • To provide and maintain safe equipment and tools
  • To provide information, induction, training and supervision to all employees and participants at all times
  • To ensure that all employees and participants are competent in the activities they are engaged in
  • To ensure all materials used have been assessed for risks and to carry our COSHH assessment where required
  • To investigate any accidents and to ensure that activity is changed or amended to reduce the risk of further accidents

It is the responsibility of the Board of Directors, all employees and participants to take reasonable care for the health and safety of themselves, their fellow co-workers and all those engaging with the Company and to report any hazards or risks to the Executive Director immediately.

Quality Assurance Policy Statement

The New Carnival Company
Quality Assurance Policy Statement

The New Carnival Company is committed to meeting the needs of all its staff, service users and stakeholders by providing excellence in teaching, learning, participation opportunities and enjoyment of a diverse range of celebratory arts, carnival arts and associated events and activities.

In order to do this it is our policy to:

  1. Improve the quality of our service by always monitoring, reviewing and continuously improving the way we deliver programmes.
  2. Set, monitor and develop standards and targets for all areas of activity, benchmarked where possible.
  3. Provide a variety of means for our service users, participants, clients and stakeholders to express their views and have them taken into account.
  4. Be responsive and accountable to our many stakeholders including individual learners, local communities, commissioning bodies and government agencies.
  5. Develop a company culture which is self-critical, honest and transparent.
  6. Establish and maintain Quality Assurance systems and procedures that enable us to evaluate our strengths and weaknesses and respond to improvement needs effectively.
  7. Ensure that staff, board members and associates are able to respond to the challenges of self assessment, targets and continuous improvements by investing in developing their skills through training programmes.
  8. Promote a culture of learning, innovation and knowledge sharing that recognises the value of team /collaborative inputs and strives toward excellence.

Implementation and review

The Executive Director is ultimately responsible for Quality but all staff and associates are required to read the policy and are encouraged to be responsible for the quality of the service within their direct remit.

Equality and Diversity Policy

The New Carnival Company CIC is committed to implementing an Equality and Diversity Policy which promotes equality of access to a full range of arts events for people of all ages, abilities, cultures and communities.

The policy can only be implemented through the co-operation of individuals and organisations engaged in carnival arts activities and the New Carnival Company expects, as a condition of working or volunteering with the organisation, that individuals embrace the spirit and ethos of Equality and Diversity.

This policy addresses:

  • How we deal with staff, volunteers and freelance artists
  • How we relate to the public or service users
  • The role of our Board of Directors

The New Carnival Company is committed to equal opportunities policy and practice and will

ensure that all employees, participants and audiences, both actual and potential, are treated equally and as individuals regardless of age, disability, race, sex, religion/beliefs, sexual orientation, civil partnership/marriage, pregnancy/maternity, being or becoming a transgender person, socio-economic circumstances.

In implementing this policy the New Carnival Company will take account of the Human Rights Act and Equality Act 2010. This Equality and Diversity policy will be implemented across all aspects of our work:

  • The appointment of Board members
  • The appointment of staff, their conditions of service and employment procedures
  • The appointment of volunteers
  • All dealings with the public
  • The contracting and management of freelance artists
  1. Board or Trustees

The New Carnival Company will aim to ensure that its Board of Directors is representative of the community and communities which it serves. The Board of Directors will be responsible for ensuring that this Equality and Diversity policy is properly implemented, monitored and reviewed.

All members of the Board of Directors will aim to undertake Equality and Diversity training as part of their ongoing role.

  1. Staff and Volunteers

The New Carnival Company will ensure that no employee, volunteer or freelancer, receives less favourable treatment than another on the grounds of age, disability, race, sex, religion/beliefs, sexual orientation, civil partnership/marriage, pregnancy/maternity, being or becoming a transgender person, socio- economic circumstances.

The New Carnival Company is committed to undertaking open recruitment and selection procedures and wherever possible all relevant vacancies will be advertised and fair and equitable short listing and interview processes will be followed.

The New Carnival Company will also ensure that the changing and developing needs of employees,

volunteers and freelance artists are recognised and appropriate adjustments made to working conditions and/or training provided.

We recognise that the provision of Equality and Diversity in the workplace is not only good management practice; it also makes sound business sense. Our Equality and Diversity policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the Company.

  1. The Public and our Audiences

The New Carnival Company aims to make its activities and events as accessible to as wide a range of the public as possible and in order to achieve this will take steps to remove barriers which prevent the general public from having equal access to the organisation’s activities. This will include:

  • Events and workshops to be held on suitable days and times to be inclusive of

community members

  • All carnival arts activities to take into account the varying needs and abilities of the

participants

  • Ensuring that activities take place in venues and premises which are accessible to disabled

people and those with mobility problems

  • Providing facilities for disabled people to enable them to participate fully in activities
  • Ensuring that the design of publicity material takes account of the needs of people with

disabilities

  • Encouraging and enabling people from underrepresented groups to attend and participate
  1. Equality commitments

We are committed to:

  • Promoting equality of opportunity for all persons
  • Promoting a good and harmonious working environment in which everyone is treated with

respect

  • Preventing occurrences of unlawful direct discrimination, indirect discrimination,

bullying, harassment and victimisation

  • Fulfilling all our legal obligations under the Equality Act 2010
  • Complying with our own Equality and Diversity policy
  • Taking lawful positive action, where appropriate
  • Regarding all breaches of our Equality and Diversity policy as gross misconduct
  1. Implementation

The Executive Director and Board of Directors have specific responsibility for the effective implementation of this Equality and Diversity policy. The New Carnival Company expects all its employees, volunteers and freelance artists to abide by the policy and help create the equality environment which is its objective.

In order to implement this policy we shall:

  • Communicate the policy to employees, volunteers and freelance artists
  • Incorporate specific and appropriate duties in respect of implementing the Equality and

Diversity policy into job descriptions and work objectives of all those that work for and on

behalf of the Company

  • Provide Equality and Diversity training and guidance as appropriate, within

staff induction and Board away days

  • Incorporate equal opportunities notices into general communications practices
  • Obtain commitments from partners and subcontractors they too will comply with the policy in

their dealings with our Company

  • Ensure that adequate resources are made available to fulfil the objectives of the policy
  • Identify a Board member as the Equality and Diversity lead
  1. Monitoring

We will establish our Equality and Diversity Action Plan as a monitoring system to assist the effective

implementation of this policy.

  1. Complaints

Employees, freelance artists, volunteers, as well as our public and audiences who believe that they have experienced any form of discrimination, harassment, bullying or victimisation are encouraged to raise the matter with New Carnival (email: info@thenewcarnivalcompany.com). All complaints of discrimination will be dealt with seriously, promptly and confidentially.

Safeguarding Policy

Safeguarding Children and Young People

Safeguarding is the action we take to promote the welfare of children and young people and protect them from harm. Safeguarding children is the responsibility of everyone.

The New Carnival Company recognises its responsibility to safeguard and promote the welfare of children within the legal framework of the Children Acts 1989 and 2004.

We are aware that many children and young people are the victims of different kinds of abuse and that they can be subjected to social factors that have an adverse impact upon their lives –including domestic violence, substance misuse, bullying, child prostitution and ritualistic abuse.

We aim to create a safe environment within which children and young people can thrive and adults can work with the security of clear guidance.

Under the terms of the Children Act 2004 anyone under the age of 19 is considered to be a child/young person.

These guidelines are for the use of all staff, volunteers and directors. Through them, we will endeavour to ensure that:

  • Children and young people are listened to, valued and respected.
  • Staff are aware of the need to be alert to the signs of abuse and know what to do with their concerns.
  • All staff and volunteers are subject to rigorous recruitment procedures.
  • All staff and volunteers are given appropriate support and training.
  1. RECOGNISING SIGNS OF ABUSE

It can often be difficult to recognise abuse. The signs listed in these guidelines are only indicators and many can have reasonable explanations. Children may behave strangely or seem unhappy for many reasons, as they move through the stages of childhood or their families experience changes. It is nevertheless important to know what could indicate that abuse is taking place and to be alert to the need to consult further. Someone can abuse a child by actively inflicting harm or by failing to act to prevent harm. Abuse can take place within a family, in an institutional or community setting, by telephone or on the Internet. Abuse can be carried out by someone known to a child or by a complete stranger.

If you are worried about a child it is important that you keep a written record of any physical or behavioural signs and symptoms. In this way you can monitor whether or not a pattern emerges and provide evidence to any investigation if required.

Physical Abuse: Physical abuse can involve hitting, shaking, throwing, poisoning, burning, scalding, drowning and suffocating. It can also result when a parent or carer deliberately causes the ill health of a child in order to seek attention; this is called fabricated illness or Munchhausen’s Syndrome by Proxy.

Symptoms that indicate physical abuse include:

  • Bruising in or around the mouth, on the back, buttocks or rectal area
  • Finger mark bruising or grasp marks on the limbs or chest of a small child
  • Bites
  • Burn and scald marks; small round burns that could be caused by a cigarette
  • Fractures to arms, legs or ribs in a small child
  • Large numbers of scars of different sizes or ages

Emotional Abuse: Emotional abuse happens when a child’s need for love, security, praise and recognition is not met. It usually co-exists with other forms of abuse. Emotionally abusive behaviour occurs if a parent, carer or authority figure is consistently hostile, rejecting, threatening or undermining. It can also result when children are prevented from social contact with others, or if developmentally inappropriate expectations are imposed upon them. It may involve seeing or hearing the ill-treatment of someone else. Symptoms that indicate emotional abuse include:

  • Excessively clingy or attention-seeking behaviour
  • Very low self-esteem or excessive self-criticism
  • Excessively withdrawn behaviour or fearfulness; a ‘frozen watchfulness’
  • Despondency
  • Lack of appropriate boundaries with strangers; too eager to please
  • Eating disorders

Neglect: Neglect is the persistent failure to meet a child’s basic physical and/or psychological needs, causing damage to their health and development. It may involve a parent or carer failing to provide adequate food, shelter or clothing, failing to protect a child from harm or danger, or failing to access appropriate medical care and treatment when necessary. It can exist in isolation or in combination with other forms of abuse. Symptoms of physical and emotional neglect can include:

  • Inadequate supervision; being left alone for long periods of time
  • Lack of stimulation, social contact or education
  • Inadequate nutrition, leading to ill-health
  • Constant hunger; stealing or gorging food
  • Failure to seek or to follow medical advice such that a child’s life or development is endangered
  • Inappropriate clothing for conditions

Sexual Abuse: Sexual abuse involves forcing or enticing a child or young person to take part in sexual activities, whether or not the child is aware of what is happening. This may include physical contact, both penetrative and non-penetrative, or involve no contact, such as watching sexual activities or looking at pornographic material. Encouraging children to act in sexually inappropriate ways is also abusive. Symptoms of sexual abuse include:

  • Allegations or disclosure
  • Genital soreness, injuries or discomfort
  • Sexually transmitted diseases; urinary infections
  • Excessive preoccupation with sexual matters; inappropriately sexualised play, words or drawing
  • A child who is sexually provocative or seductive with adults
  • Repeated sleep disturbances through nightmares and/or wetting

Older children and young people may additionally exhibit:

  • Depression
  • Drug and/or alcohol abuse
  • Eating disorders; obsessive behaviours
  • Self mutilation; suicide attempts
  • School/peer/relationship problems
  1. WHAT TO DO WITH YOUR CONCERNS?

If a Child Discloses to you: DO:

  • Listen carefully
  • Record the conversation in the child’s words and note the time
  • Sign and date the record you make
  • Take it seriously
  • Reassure they are right to tell
  • Explain what will happen next

It is permissible to ask the child simple, non-leading questions to ascertain the facts of the allegation (T.E.D) Tell, Explain, Describe

If a Child Discloses to you: DON’T:

  • Ask leading questions
  • Make promises you can’t keep
  • Jump to conclusions
  • Speculate or accuse anybody
  • Interview the child / children
  • Inform the parents / carers

It is not your responsibility to decide if the allegation is true or not.

Sometimes you may just feel concerned about a child but do not know whether to share your concerns or not. In this situation you should always raise your concerns with your designated child protection officer, who will help you to decide what to do.

  1. ALLEGATIONS MADE AGAINST STAFF OR VOLUNTEERS

Organisations that work or come into contact with children and young people need to be aware of the possibility that allegations of abuse will be made against members of their staff or volunteers.

Allegations will usually be that some kind of abuse has taken place. They can be made by children and young people and they can be made by other concerned adults. Allegations can be made for a variety of reasons. Some of the most common are:

  • Abuse has actually taken place
  • Something happens to a child that reminds them of an event that happened in the past – the child is unable to recognize that the situation and the people are different
  • Children can misinterpret your language or your actions because they are reminded of something else
  • Some children know how powerful an allegation can be; if they are angry with you about something they can make an allegation as a way of hitting out
  • An allegation can be a way of seeking attention

All allegations should be brought to the notice of the designated child protection officer immediately. In cases where the allegation is made against this person, the complainant should approach a more senior official or, if unavailable, take the following action themselves:

  • Make sure that the child in question is safe and away from the alleged abuser
  • Report the allegation (see section 7)
  1. SAFE RECRUITMENT

The application of rigorous procedures for the recruitment of any staff who come into contact with children, both directly and indirectly, can reduce the likelihood of allegations of abuse being made that are founded. As an absolute minimum, the following standards should be followed:

  • All prospective staff and volunteers should complete an application form which asks for details of their previous employment and for the names of two referees
  • All prospective staff and regular volunteers who have contact with children and / or vulnerable adults, should have a Disclosure and Barring Service check (DBS) disclosure before they start employment with you
  • All prospective staff and volunteers should be interviewed to establish previous experience of working in an environment where there is contact with children and perceptions of acceptable behaviour
  • Nobody should start work before references have been received
  • All appointments to work with children should be subject to an agreed probationary period
  • New members of staff should be clear about their responsibilities and wherever possible, work to an agreed job description
  • These guidelines should be available to everyone and fully discussed as part of an Induction Process
  1. GOOD PRACTICE

Every organisation working with children should have a designated child protection officer who must undergo child protection training. It is the responsibility of this person to make themselves available for consultation by staff, volunteers, visitors, children and their families:

  • All staff are responsible for the children in their care and must make sure that health and safety guidelines are adhered to
  • All staff working with children should receive regular supervision from a more experienced staff member and be encouraged to attend basic child protection training
  • No member of staff should be left alone with a child where they cannot be observed by others
  • Where possible there should always be at least two adults present with a group of children

Outings & Trips

  • All vehicles hired for outings must be insured, roadworthy and fitted with seatbelts
  • Roll call will be taken at the start of a journey and again before commencing the return journey; if travelling in more than one vehicle, children will be encouraged to travel in the same vehicle there and back
  • Staff accompanying trips will carry the contact numbers for the home organization and emergency services in the event of an alert being necessary
  • If a child goes missing while on a trip, staff should instigate an immediate search. If the child cannot be found within half an hour, the appropriate security staff and the police should be notified
  • If, having notified security staff and the police, the child cannot be found, the parents/carers of the child will be notified immediately
  • The care of the remaining children is paramount. It is imperative that they return to the home site as quickly as possible, while a senior staff member remains at the visit site to coordinate contact between security staff and the child’s parents/carers
  1. IMPLEMENTATION CHECKLIST

These child protection procedures will only be effective if all staff and volunteers in your organisation own and understand them. This checklist is designed to help you to go through that process:

  • Identify designated child protection officer (CPO)
  • Add CPO name and contact details to procedure
  • Ensure CPO attends training on child protection and updates that training regularly
  • Ensure all staff and volunteers have a copy of child protection procedures
  • Ensure that all staff and volunteers know what to do if they have concerns about a child
  • Ensure all existing staff who have contact with children have Enhanced DBS Disclosures
  • Ensure that new staff who have contact with children have Enhanced DBS Disclosures

before they start work

  • Ensure that any premises we use conforms to health and safety guidelines

 

  1. REPORTING CONCERNS

All safeguarding concerns should be acted upon immediately. If you are concerned that a child or vulnerable adult might be at risk or is actually suffering abuse, you should tell the designated child protection lead officer within your organisation.

Your designated officer is: Alison Knapman

Telephone number: 01983 716095

If the designated officer is not available, speak to a senior member of staff.

For concerns about children and young people, contact the following telephone numbers:

For use by Isle of Wight Professionals: 0300 555 1381

For use by members of the public: 0300 300 0117

In case of emergencies, contact the Police on 999

Safeguarding Adults

All adults have the right to live a life free from abuse and exploitation. Safeguarding means protecting an individual’s right to live in safety, free from abuse and neglect.

  1. WHO IS AN ADULT AT RISK?

Any adult is potentially at risk but if you are vulnerable you are less likely to be able to seek help for yourself, so the risk is much greater.

Safeguarding, as defined by The Care Act 2014, apply to an adult who: has needs for care and support AND is experiencing or at risk of abuse and neglect AND as a result of those care and support needs is unable to protect themselves.

  1. WHAT IS ABUSE?

It is the abuse of an individual’s civil and human rights by any other person or persons. Such violation may be intentional or unintentional and may be a single or repeated act(s) over a period of time. Forms of abuse include:

Physical abuse:  hitting, pushing, shaking or withholding care or medication.

Sexual abuse: any sexual act carried out to which the vulnerable adult did not or could not consent and / or was pressured in to consenting to.

Emotional abuse: verbal threats, offensive or belittling remarks or other behaviour that causes distress or concern to another person.

Financial or Material Abuse: another person uses the resources of the vulnerable person for their own advantage. This can range from not getting change from their shopping to property transfer.

Neglect: failure to meet someone’s care needs, either deliberate or unintentionally. This results in risk to the well-being of the vulnerable person.

Discriminatory abuse: based on race or sexuality or a person’s disability, and other forms of harassment or slurs.

Institutional abuse: by an organisation imposing rigid and insensitive routines, unskilled, intrusive or invasive interventions; or an environment allowing inadequate privacy or physical comfort.

  1. WHO MIGHT BE CAUSING THE ABUSE?

The abuser is usually known to the vulnerable person and may well be:

  • A family member
  • A friend or neighbour
  • A paid or volunteer care worker
  • A health, social work or other professional
  • Another resident or service user
  • Someone who deliberately exploits vulnerable people

Abuse can happen in any setting.

  1. WHAT TO DO WITH YOUR CONCERNS?

Protecting vulnerable adults is everyone’s responsibility.

Make a note of your concerns and tell the designated safeguarding lead officer within your organisation or to the relevant local safeguarding adult teams.

Your designated officer is: Alison Knapman

Telephone number: 01983 716095

Contact the local safeguarding adults team at the Isle of Wight Council on 01983 814980

abusereporting@iow.gov.uk. Out of hours Emergency Duty Team 01983 821105

In an emergency call the Police on 999

PREVENT

“PREVENT is part of the UK Government’s Counter-Terrorism Strategy, launched 2011, preventing vulnerable people from becoming involved in terrorism or supporting terrorism.

PREVENT aims to protect those who are vulnerable to exploitation, extremism or radicalisation from those who seek to recruit them to support their cause.

Extremism is defined by the UK government as vocal or active opposition to fundamental British values.

British values are defined as “democracy, the rule of law, individual liberty and mutual respect and tolerance for those with different faiths and beliefs”; the New Carnival Company will encourage all participants within our programme of activities to respect other people with particular regard to the protected characteristics set out in the Equality Act 2010.”

Environmental Policy

Environmental ambition

 The New Carnival Company CIC will put environmental and social sustainability at the heart of our decision making and arts development activities. Through these processes we aim to become a best practice example of how a Carnival Arts organisation can successfully reduce the negative environmental impacts of our office management, arts participation and events programmes.

 Our business and its effect on the environment

Established in 2011 The New Carnival Company deliver an all year round programme of participatory carnival arts activities directly linked to our events programme. The organisation is based within a shared building in Ryde that offers office, studio and community workshop functions.

We understand that the running of our business has environmental implications and this policy commits us to reducing the negative environmental impacts of our activities, in particular those relating to:

  • Our office: energy use, water use and waste
  • Our communications systems: use of paper and inks, travel to meetings, ICT systems
  • Our arts participation activity: energy use, transport and travel, use of craft materials and waste
  • Our events: energy use, food and drink, transport and travel, carbon emissions and waste
  • The goods and services we procure: office stationary, craft materials, electronic equipment, subcontractors

We commit to measuring the impact of what we do and how this affects the environment in which we live and work. From this understanding we will set clear objectives in order reduce the damage we cause to the environment through the production of greenhouse gasses, sending waste to landfill and sourcing unethical or non-reusable equipment and materials.

 Monitoring

The policy is supported by an Environmental Action Plan. The action plan is informed and supported by our environmental monitoring and measurement as well as feedback from our audiences and partners.

 

Privacy Statement

We are committed to safeguarding the privacy of our website visitors; this policy policy sets out how we will treat your personal information.

1. What information do we collect?

We may collect, store and use the following kinds of personal information:
•    information about your computer and about your visits to and use of this website;
•    information that you provide to us for the purpose of registering with us;
•    information that you provide to us for the purpose of subscribing to our website services, email notifications and/or newsletters.

2. Cookies

A cookie consists of information sent by a web server to a web browser, and stored by the browser. The information is then sent back to the server each time the browser requests a page from the server. This enables the web server to identify and track the web browser.

To enable cookies

If you’re not sure of the type and version of web browser you use to access the Internet:
For PCs: click on ‘Help’ at the top of your browser window and select the ‘About’ option
For Macs: with the browser window open, click on the Apple menu and select the ‘About’ option

How to check cookies are enabled for PCs

Google Chrome

  1. Click on ‘Tools’ at the top of your browser window and select Options
  2. Click the ‘Under the Hood’ tab, locate the ‘Privacy’ section, and select the ‘Content settings’ button
  3. Now select ‘Allow local data to be set’

Microsoft Internet Explorer 6.0, 7.0, 8.0

  1. Click on ‘Tools’ at the top of your browser window and select ‘Internet options’ , then click on the ‘Privacy’ tab
  2. Ensure that your Privacy level is set to Medium or below, which will enable cookies in your browser
  3. Settings above Medium will disable cookies

Mozilla Firefox

  1. Click on ‘Tools’ at the top of your browser window and select Options
  2. Then select the Privacy icon
  3. Click on Cookies, then select ‘allow sites to set cookies’

Safari

  1. Click on the Cog icon at the top of your browser window and select the ‘Preferences’ option
  2. Click on ‘Security’, check the option that says ‘Block third-party and advertising cookies’
  3. Click ‘Save’

How to check cookies are enabled for Macs

Microsoft Internet Explorer 5.0 on OSX

  1. Click on ‘Explorer’ at the top of your browser window and select ‘Preferences’ options
  2. Scroll down until you see ‘Cookies’ under Receiving Files
  3. Select the ‘Never Ask’ option

Safari on OSX

  1. Click on ‘Safari’ at the top of your browser window and select the ‘Preferences’ option
  2. Click on ‘Security’ then ‘Accept cookies’
  3. Select the ‘Only from site you navigate to’

Mozilla and Netscape on OSX

  1. Click on ‘Mozilla’ or ‘Netscape’ at the top of your browser window and select the ‘Preferences’ option
  2. Scroll down until you see cookies under ‘Privacy & Security’
  3. Select ‘Enable cookies for the originating web site only’

Opera

  1. Click on ‘Menu’ at the top of your browser window and select ‘Settings’
  2. Then select ‘Preferences’, select the ‘Advanced’ tab
  3. Then select ‘Accept cookies’ option

All other browsers

Please consult your documentation or online help files.

3. Using your personal information

Personal information submitted to us via this website will be used for the purposes specified in this privacy policy or in relevant parts of the website.
We may use your personal information to:

  • enable your use of the services available on the website;
  • send you email notifications which you have specifically requested;
  • send to you marketing communications relating to our business which we think may be of interest to you by post or, where you have specifically agreed to this, by email or similar technology (you can inform us at any time if you no longer require marketing communications);
  • deal with enquiries and complaints made by or about you relating to the website.

We will not without your express consent provide your personal information to any third parties for the purpose of direct marketing.

4. Disclosures

We may disclose information about you to any of our employees, officers, agents, suppliers or subcontractors insofar as reasonably necessary for the purposes as set out in this privacy policy.
In addition, we may disclose your personal information:

  • to the extent that we are required to do so by law;
  • in connection with any legal proceedings or prospective legal proceedings;
  • in order to establish, exercise or defend our legal rights (including providing information to others for the purposes of fraud prevention and reducing credit risk).

Except as provided in this privacy policy, we will not provide your information to third parties.

5. Security of your personal information

We will take reasonable technical and organisational precautions to prevent the loss, misuse or alteration of your personal information.
Of course, data transmission over the internet is inherently insecure, and we cannot guarantee the security of data sent over the internet.
You are responsible for keeping your password and user details confidential. We will not ask you for your password (except when you log in to the website).

6. Policy amendments

We may update this privacy policy from time-to-time by posting a new version on our website.  You should check this page occasionally to ensure you are happy with any changes.

7. Your rights

You may instruct us to provide you with any personal information we hold about you.  Provision of such information will be subject to the supply of appropriate evidence of your identity.
You may instruct us not to process your personal information for marketing purposes by email at any time.  In practice, you will usually either expressly agree in advance to our use of your personal information for marketing purposes, or we will provide you with an opportunity to opt-out of the use of your personal information for marketing purposes.

8. Third party websites

The website contains links to other websites. We are not responsible for the privacy policies or practices of third party websites.

Accessibility Statement

Our designers’ philosophy is that our website should be easy for anyone to use, whatever their method of internet access.

CSS

TheNewCarnivalCompany.co.uk has been designed using CSS. No tables or frames of any kind have been used in the design of this website. Our style sheets should accommodate any browser, including those used by mobile devices.

Text sizes

All text has a relative font size which means you can resize the text at any time if you want to.

Standards compliance

All pages on this site are WCAG AA approved, meeting all Priority 1 and 2 checkpoints. In some areas the website will meet Priority 3 checkpoints, but saying that it is nearly impossible to produce a website that is 100% accessible.
All pages on this site validated as strict XHTML 1.0, and valid CSS
All pages on this site use structured semantic mark-up. H1 tags are used for main headings and H2 through to H6 tags for sub-headings.

Navigation aids

For those using screen readers we offer a skip link as a shortcut for users who want to skip the content and go straight to the navigation. Link text is written to make sense out of context. Many links have title attributes to describe the links in greater detail. All photographs and graphic on the site have Alt attributes to describe what they are or what they do. Links open in the same window with the exception of links to PDF and Word documents – which open in new windows.

Contact us

If you experience any kind of problem when using this website or you have any other feedback we’ll be glad to hear from you. Please e-mail admin@thenewcarnivalcompany.com or write to: The New Carnival Company CIC, The Coaching House, 13 Union Road, Ryde, Isle of Wight. PO33 2ER

Copyright Statement

© Copyright of The New Carnival Company CIC All Rights Reserved

Unless otherwise specifically stated herein, The New Carnival Company CIC shall retain any and all title, rights and interests it may have in its trademarks, copyrights, other intellectual property rights and other rights in respect of or connected to this web site. The New Carnival Company CIC shall own all intellectual property rights in this web site as a whole including all rights in and to trade secrets, patents, copyrights, trademarks, and know-how, as well as moral rights and similar rights of any type, under the laws of any governmental authority, domestic or foreign.

The New Carnival Company CIC shall also own any data it creates as a result of operating the web site. Everything seen or read or contained in this web site is protected by copyrights and, except as strictly provided and permitted in these Terms & Conditions and / or on the web site, may not be used without the prior written permission of The New Carnival Company CIC.

For permission e-mail info@thenewcarnivalcompany.com

The New Carnival Company CIC neither warrants nor represents that any use of material displayed on the web site will not infringe rights of third parties not owned by or affiliated with The New Carnival Company CIC. This web site may contain other proprietary notices and copyright information, the terms of which must be observed and obeyed.

© of Photographs and Creative Designs

All the photographs and graphic (creative) designs included on this web site are owned by and are the copyright of The New Carnival Company CIC, except where otherwise stated, and cannot be copied, reprinted or used on any other web site without the artists express permission.

Images by The New Carnival Company CIC and its contributors are licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 2.0 UK: England & Wales License.
Permissions beyond the scope of this license may be available at:
info@thenewcarnivalcompany.com

Disclaimer

Disclaimer – the information contained in this website is for general information purposes only. The information in this website is provided by The New Carnival Company CIC , their advertisers and writers, whilst we endeavour to keep the information up-to-date and correct, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability or availability with respect to the website or the information, products, services, or related graphics contained on the website for any purpose. The views and opinions of the originators expressed therein do not necessarily state or reflect those of The New Carnival Company CIC or any agency or entities thereof. Any reliance you place on such information is therefore strictly at your own risk.

In no event will we be liable for any loss or damage including without limitation, indirect or consequential loss or damage, or any loss or damage whatsoever arising from loss of data or profits arising out of, or in connection with, the use of this website.

Through this website you are able to link to other websites which are not under the control of The New Carnival Company CIC. We have no control over the nature, content and availability of those sites. The inclusion of any links does not necessarily imply a recommendation or endorse the views expressed within them.

Every effort is made to keep the website up and running smoothly. However, The New Carnival Company CIC takes no responsibility for, and will not be liable for, the website being temporarily unavailable due to technical issues beyond our control.