Hart Rad LLP (“HRLAW“) respects the privacy of its website visitors. This Privacy Policy describes the information HRLAW collects from you and how it uses that information when you use the HRLAW website.  By accessing or using the HRLAW website, you acknowledge that you have read, understood and accept the terms of this Privacy Policy.  This Privacy Policy is effective as of January 1st, 2021.

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Information You Voluntarily Provide HRLAW

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You may use the HRLAW website without providing HRLAW with any information about you.  HRLAW only collects personally identifiable information that you voluntarily provide, such as when you fill out an inquiry request or make payment through HRLAW's billing software.  Examples of such personally identifiable information that you provide to us may include, among other information, your name, physical address, email address, phone number, credit card number, and credit card security number.

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How HRLAW Uses the Information It Collects

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HRLAW will not sell, exchange or otherwise distribute your personally identifiable information without your consent, except to the extent required by law, in accordance with your instructions, or as identified in this privacy policy.

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HRLAW may use your information, including personally identifiable information, for business purposes including, without limitation, the following:

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• To improve the quality of your HRLAW website visit.

• To bill your credit card when you elect to pay an invoice online or to credit your credit card in the event that HRLAW issues you a refund.

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Also, HRLAW may use your information, including personally identifiable information, as follows:

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• HRLAW has the right to disclose any information about you, including personally identifiable information, or your use of the HRLAW website, without your prior permission if HRLAW has a good faith belief that such action is necessary to: (a) protect and defend the rights, property or safety of HRLAW or its shareholders, principals, employees, agents, other users of the site, or the public; or (b) respond to claims that any content violates the rights of third parties or is otherwise unlawful.  HRLAW may also disclose information, including your personally identifiable information, as it deems necessary to satisfy any applicable law, regulation, legal process or governmental request.

• HRLAW may share any information you submit to HRLAW when HRLAW has your consent to do so, or when HRLAW needs to share the information in order to provide the information or service you requested.

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Security

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HRLAW follows generally accepted industry standards to protect the your personally identifiable information, both during transmission and once HRLAW receives it, including the use of firewalls and other Internet security measures.  However, no method of transmission over the Internet or method of electronic storage is 100% secure, and HRLaw cannot guarantee its absolute security.  Accordingly, HRLAW expressly disclaims any such obligation.

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HRLAW does not store on its servers, or keep any in-office record of, any credit card information you provide HRLaw through the HRLAW billing system.  HRLAW utilizes a third party service for credit card payment processing and your credit card information is stored on the third party service’s servers.   HRLAW credit card processor follows generally accepted industry standards to protect your credit card information, both during transmission and once the processor receives it.  However, no method of security is absolute and HRLAW cannot guarantee the absolute security of your credit card information.  Accordingly, HRLAW expressly disclaims any such obligation.

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Updates to This Privacy Policy

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HRLAW reserves the right to change, alter or modify this Privacy Policy for any reason at any time without notice to you. When HRLAW does so, all changes, alterations or modifications to this Privacy Policy will be posted on the HRLAW website and will be effective immediately. If you are a regular visitor to this site, HRLAW recommends that you check this Privacy Policy on a regular basis.

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HRLAW Policy for Users of the HRLAW Website Under Age 18

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The HRLAW website is not intended for use by individuals under 18 years of age. Users under the age of 18 should get the permission of a parent or guardian to use the HRLAW website. HRLAW will not knowingly collect or maintain personal information from anyone under the age of 18.

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External Links

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The HRLAW website may include links to other websites whose privacy policies HRLAW does not control. Once you leave the HRLAW website, use of any information you provide is governed by the privacy policy of the operator of the site you are visiting.