Pepsi wow game zapak

Email activation link will be sent to this id. We will use this email id to communicate with you. Online Casual Games Zapak. Key Highlights Over 10 million online registered users 1 out of every 3 people on the Internet in India are on Zapak Over 5 million unique users per month across its network Zapak features among the top 5 sites in India on user's engagement as per Comscore data Zapak features among top 10 WAP destinations in India with over 2. Google plus Twitter Facebook.

You acknowledge that We are and will be constantly making changes to Games. You acknowledge that such changes shall be at Our sole discretion and We may modify features, functions or abilities of any element of the Game or any Virtual Goods. You shall therefore never assert or bring any claim or suit against Us, Our licensor s , or any employees in regards to the same. Neither this EULA nor Your Account entitles You to any subsequent releases of the Software, nor to any expansion packs or similar ancillary products, without paying applicable charges.

You understand that We may be required to amend this EULA at many times and which shall be done at Our sole discretion. Amendments shall be communicated to You at the time You log into Your account.

Such amendments shall be effective whenever We make the notification available for Your review. Conciliation, can in many instances resolve the issue and prevent the situation from escalating to the point where filing a complaint is necessary.

If the Internal Complaints Committee arrives at the conclusion that the allegation against the accused is malicious or the aggrieved woman or any other person making the complaint has made the complaint knowing it to be false or the aggrieved woman or any other person making the complaint has produced any forged or misleading document, it may recommend the Company to take action against the employee who has made the complaint.

Provided that a mere inability to substantiate a complaint or provide adequate proof need not attract action against the Complainant. The identity and addresses of the aggrieved employee, respondent and witnesses, any information relating to conciliation and inquiry proceedings, recommendations of the Internal Complaints Committee and action taken against the respondent under this policy shall not be published, communicated or made known to public, press and media in any manner by any person having knowledge of the same.

Any person aggrieved from the recommendations made by the Internal Complaints Committee or non-implementation of such recommendations may prefer an appeal to the court or tribunal in accordance with the provisions of the Act.

The appeal shall be preferred within a period of ninety days of the recommendations. Assaults including sexual assault are covered by the Criminal Code and in such cases if proven guilty the employment will be terminated.

Any allegation of such incident must be accompanied by a police complaint. If a complaint on the same issue is or has been dealt with through another avenue of recourse, the complaint process under this policy will not proceed further and the complaint will be closed and concerned employee must be suspended or immediately terminated.

The Internal Complaints Committee will monitor results in achieving the policy objective and statement. Company may make any alteration or amendment or rescind any of the clauses of this Policy as and when it finds it necessary to do so as long as it complies with the Act.

Any such alterations or amendment or rescinding will be intimated to the employee. Reports of sexual harassment are taken seriously and will be dealt with promptly. The specific action taken in any particular case depends on the nature and gravity of the conduct reported, and may include intervention, mediation, investigation and the initiation of grievance and disciplinary processes. Confidentiality will be maintained to the extent reasonably possible, subject to the need to inform other manager, investigator or mediators.

Intentionally providing false information will be treated as in-discipline and may lead to strong action against the employee. Use phone to scan QR code to get the app! Open through mobile phone browser m. Download Package to Computer. You can login to the site using your Zapak ID. Email activation link will be sent to this id. We will use this email id to communicate with you. The Company has zero tolerance for sexual harassment and believes that all employees of the Company have the right to be treated with dignity.

Sexual harassment at the work place or other than work place if involving employees is a grave offence and is strictly prohibited by the Company. This Policy has also been formulated to create and maintain a safe working environment where all employees treat each other with courtesy, dignity and respect irrespective of their gender, race, caste, creed, religion, place of origin, sexual orientation, disability, economic status or position in the hierarchy.

Employees in the Company are entitled to work in an environment free from any form of discrimination or conduct which can be considered harassing, coercive, or disruptive. This Policy extends to all employees of the Company, whether permanent or on contract or any other, and is deemed to be incorporated in the service conditions of all employees and comes into effect immediately. Google plus Twitter Facebook. The workplace includes: 1. Policy requirements Employees are responsible for fostering a Harassment free work environment.

There is a limit of one Mail-in Request per outer-mailing envelope per day during the Promotion Period. Mail-in requests must be original and hand-written. No mechanical reproductions are allowed. Limit: One Offer Item per person. Not sure how you enter it. You have to enter a second code and it is located on the front of the bag under the freshness date. Your email address will not be published.

January 4, — February 15, at pm ET.