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Terms & Conditions

terms & conditions.

Roll’d Australia – Website Terms of Use

This website (Site) is operated by Roll’d Australia Pty Ltd (ABN 24 160 241 789) (we, our or us). It is available at: rolld.com.au and may be available through other addresses or channels.

Consent: By accessing and/or using our Site, you agree to these terms of use and our Privacy Policy (available on our site) (Terms). Please read these Terms carefully and immediately cease using our Site if you do not agree to them.

Variations: We may, at any time and at our discretion, vary these Terms by publishing the varied terms on our Site. We recommend you check our Site regularly to ensure you are aware of our current terms. Materials and information on this Site (Content) are subject to change without notice. We do not undertake to keep our Site up-to-date and we are not liable if any Content is inaccurate or out-of-date.

Licence to use our Site: We grant you a non-exclusive, royalty-free, revocable, worldwide, non-transferable licence to use our Site in accordance with these Terms. All other uses are prohibited without our prior written consent.

Prohibited conduct: You must not do or attempt to do anything: that is unlawful; prohibited by any laws applicable to our Site; which we would consider inappropriate; or which might bring us or our Site into disrepute, including (without limitation):
(a) anything that would constitute a breach of an individual’s privacy (including uploading private or personal information without an individual’s consent) or any other legal rights;
(b) using our Site to defame, harass, threaten, menace or offend any person;
(c) interfering with any user using our Site;
(d) tampering with or modifying our Site, knowingly transmitting viruses or other disabling features, or damaging or interfering with our Site, including (without limitation) using trojan horses, viruses or piracy, or programming routines that may damage or interfere with our Site;
(e) using our Site to send unsolicited email messages; or
(f) facilitating or assisting a third party to do any of the above acts.

Exclusion of competitors: You are prohibited from using our Site, including the Content, in any way that competes with our business.

Information: The Content is not comprehensive and is for general information purposes only. It does not take into account your specific needs, objectives or circumstances, and it is not advice. While we use reasonable attempts to ensure the accuracy and completeness of the Content, we make no representation or warranty in relation to it, to the maximum extent permitted by law.

Intellectual Property rights: Unless otherwise indicated, we own or licence all rights, title and interest (including intellectual property rights) in our Site and all of the Content. Your use of our Site and your use of and access to any Content does not grant or transfer to you any rights, title or interest in relation to our Site or the Content. You must not:
(a) copy or use, in whole or in part, any Content;
(b) reproduce, retransmit, distribute, disseminate, sell, publish, broadcast or circulate any Content to any third party; or
(c) breach any intellectual property rights connected with our Site or the Content, including (without limitation) altering or modifying any of the Content, causing any of the Content to be framed or embedded in another website or platform, or creating derivative works from the Content.

User Content: You may be permitted to post, upload, publish, submit or transmit relevant information and content (User Content) on our Site. By making available any User Content on or through our Site, you grant to us a worldwide, irrevocable, perpetual, non-exclusive, transferable, royalty-free licence to use the User Content, with the right to use, view, copy, adapt, modify, distribute, license, sell, transfer, communicate, publicly display, publicly perform, transmit, stream, broadcast, access, or otherwise exploit such User Content on, through or by means of our Site

You agree that you are solely responsible for all User Content that you make available on or through our Site.
You represent and warrant that:
(a) you are either the sole and exclusive owner of all User Content or you have all rights, licences, consents and releases that are necessary to grant to us the rights in such User Content (as contemplated by these Terms); and
(b) neither the User Content nor the posting, uploading, publication, submission or transmission of the User Content or our use of the User Content on, through or by means of our Site will infringe, misappropriate or violate a third party’s intellectual property rights, or rights of publicity or privacy, or result in the violation of any applicable law or regulation.

We do not endorse or approve, and are not responsible for, any User Content. We may, at any time (at our sole discretion), remove any User Content.

Third party sites: Our Site may contain links to websites operated by third parties. Unless expressly stated otherwise, we do not control, endorse or approve, and are not responsible for, the content on those websites. You should make your own investigations with respect to the suitability of those websites.

Discontinuance: We may, at any time and without notice to you, discontinue our Site, in whole or in part. We may also exclude any person from using our Site, at any time and at our sole discretion. We are not responsible for any Liability you may suffer arising from, or in connection with, any such discontinuance or exclusion.

Warranties and disclaimers: To the maximum extent permitted by law, we make no representations or warranties about our Site or the Content, including (without limitation) that:
(a) they are complete, accurate, reliable, up-to-date and suitable for any particular purpose;
(b) access will be uninterrupted, error-free or free from viruses; or
(c) our Site will be secure.

You read, use and act on our Site and the Content at your own risk.

Limitation of liability: To the maximum extent permitted by law, we are not responsible for any loss, damage or expense, howsoever arising, whether direct or indirect and/or whether present, unascertained, future or contingent (Liability) suffered by you or any third party, arising from or in connection with your use of our Site and/or the Content and/or any inaccessibility of, interruption to or outage of our Site and/or any loss or corruption of data and/or the fact that the Content is incorrect, incomplete or out-of-date.

Indemnity: To the maximum extent permitted by law, you must indemnify us, and hold us harmless, against any Liability suffered or incurred by us arising from or in connection with your use of our Site or any breach of these Terms or any applicable laws by you. This indemnity is a continuing obligation, independent from the other obligations under these Terms, and continues after these Terms end. It is not necessary for us to suffer or incur any Liability before enforcing a right of indemnity under these Terms.

Termination: These Terms are effective until terminated by us, which we may do at any time and without notice to you. In the event of termination, all restrictions imposed on you by these Terms and limitations of liability set out in these Terms will survive.

Disputes: In the event of any dispute arising from, or in connection with, these Terms (Dispute), the party claiming there is a Dispute must give written notice to the other party setting out the details of the Dispute and proposing a resolution. Within seven days after receiving the notice, the parties must, by their senior executives or senior managers (who have the authority to reach a resolution on behalf of the party), meet at least once to attempt to resolve the Dispute or agree on the method of resolving the Dispute by other means, in good faith. All aspects of every such conference, except the fact of the occurrence of the conference, will be privileged. If the parties do not resolve the Dispute, or (if the Dispute is not resolved) agree on an alternate method to resolve the Dispute, within 21 days after receipt of the notice, the Dispute may be referred by either party (by notice in writing to the other party) to litigation.

Severance: If a provision of these Terms is held to be void, invalid, illegal or unenforceable, that provision must be read down as narrowly as necessary to allow it to be valid or enforceable. If it is not possible to read down a provision (in whole or in part), that provision (or that part of that provision) is severed from these Terms without affecting the validity or enforceability of the remainder of that provision or the other provisions in these Terms.

Jurisdiction: Your use of our Site and these Terms are governed by the laws of Victoria, Australia. You irrevocably and unconditionally submit to the exclusive jurisdiction of the courts operating in Victoria, Australia and any courts entitled to hear appeals from those courts and waive any right to object to proceedings being brought in those courts.

Our Site may be accessed throughout Australia and overseas. We make no representation that our Site complies with the laws (including intellectual property laws) of any country outside Australia. If you access our Site from outside Australia, you do so at your own risk and are responsible for complying with the laws of the jurisdiction where you access our Site.

For any questions and notices, please contact us at: https://rolld.com.au/contact-us/

Roll’d Australia – Whistleblower Policy

 

Introduction

Roll’d places great significance on its commitment to corporate governance and compliance in all aspects of its company. This involves a culture of the utmost level of ethical and moral behaviour, adhering to the rules and regulations imposed by statutory obligations through this policy.

In line with this commitment and culture, while Roll’d does not fall within the ambit of the new legislative changes regarding compulsory Whistleblower Policy changes for large proprietary companies, Roll’d has taken the initiative to subscribe to and comply with the Treasury Laws Amendment (Enhancing Whistleblower Protections) Act 2019 to facilitate a culture of the utmost level of ethical and moral behaviour.

This Roll’d Whistleblower Policy has been implemented to address issues and concerns which relate to malpractice, misconduct, conflicts of interest and internal controls with the intention of ensuring compliance with new laws and regulations applicable to Roll’d and to address potential concerns likely to arise in the workplace relating to the aforementioned conduct.

Scope

This policy applies to all current and former directors, company secretaries, officers, employees, volunteers, students, contractors, and suppliers (and employees of suppliers and contractors) of Roll’d. Further, its scope also extends to relatives, dependents or dependents of spouses of any of these people.

Objectives

The objective of this Roll’d Whistleblower policy is to:
Encourage and allow for all employees to disclose any malpractice, misconduct or conflicts of interest which may arise throughout their time in the company;
To safeguard and protect all employees who decide to report allegations of potential malpractice, misconduct or conflicts of interest in the workplace; and
Certify that any allegations made are thoroughly and appropriately investigated with appropriate action to be taken against the allegation.

Definitions

Reportable conduct – anything a whistleblower has reasonable grounds to suspect malpractice, misconduct, or a conflict of interests in relation to Roll’d and its operation.
Management Team – two of any of the following; Chief Executive Officer, Chief Operating Officer, Board Chair, and the Managing Director having responsibility for the department in which the alleged improper conduct occurred.
Disclosure – claims or allegations by a whistleblower under this policy based on reasonable grounds that are made in accordance to the pre-conditions in Provision 6, Protection of the Whistleblower.
Disclosure and Investigation Officer– the Disclosure and Investigation officer shall be the General Manager of Francom HR at the time of Disclosure being made.
Reasonable grounds – the objective test which must be adhered to whereby a reasonable person in possession of the information would form or is likely to form the belief that improper conduct has
occurred. Evidence to support such a belief is crucial and mere suspicion is not sufficient without reasonable grounds for the allegations.
Whistleblower – a person within the scope of this policy who has made a disclosure that qualifies for protection under the Corporations Act.

Policy

Protection is afforded to a whistleblower by Roll’d at all times against any adverse employment actions (this includes but is not limited to dismissal, suspension, penalties, demotion, harassment, or other forms of abuse or discrimination) which may occur following the reporting of allegations of malpractice, misconduct or conflicts of interest. In accordance with the policy and the relevant law, all whistleblowers are protected from any adverse employment actions even if any or all allegations made prove to be incorrect or unsubstantiated following the investigations of the alleged conduct.
All employees must be aware that if an employee makes a false report maliciously, deliberately, or for their benefit or personal gain, that employee could potentially face serious disciplinary action.
For the avoidance of doubt, please note that the purpose of this policy is not to address general employment complaints and grievances in the company. Rather, it is intended to address situations of malpractice, misconduct, or conflict of interest.
A non-exhaustive list of some examples of reportable conduct amounting to malpractice, misconduct or a conflict of interest is below:

acts or omissions in breach of the Commonwealth or State legislation or local authority by-laws;
any conduct which may cause financial or non-financial loss to Roll’d or be otherwise detrimental to the interests or reputation of Roll’d, or any of its employees;
corruption;
oppressive behaviour;
grossly negligent behaviour;
discrimination, vilification, sexual harassment, bullying and victimisation;
dishonesty;
fraud;
illegal activities (including theft, drug sale/use, violence, threatened violence, or criminal damage against Roll’d assets/property);
serious improper conduct (including gross mismanagement, serious and substantial waste of Company resources, or repeated breaches of administrative procedures);
the deliberate concealment of information tending to show any of the matters listed;
unethical behaviour; and
unsafe work practices;
Protection of the Whistleblower

Whistleblowers who disclose information regarding misconduct, malpractice or conflicts of interest within Roll’d are protected by The Corporations Act.
In accordance with this, the Roll’d Whistleblower Policy aims to protect the whistleblower against any reprisals, provided that the whistleblower identifies himself/herself, and the submissions are:
made in good faith and without intentionally false allegations or malice;
based on the whistleblower’s reasonable belief that malpractice, misconduct, or conflict of interests, or concern related to the malpractice, misconduct, or conflict of interests constitutes, or may constitute a material violation; and does not result in any directly correlated personal gain or advantage for the whistleblower following the reporting of the claim or at any stage thereafter.
Any disclosure made by a whistleblower in accordance with the above will not result in any reprisals or threat of any reprisals against said whistleblower, unless the whistleblower is a participant, or has participated in the prohibited activities about which the complaint is made.
In circumstances where the whistleblower has also engaged in the prohibited activities, the decision to make the complaint will likely only affect the extent of the disciplinary measures (if any) that may eventually be taken against the whistleblower. This means that Roll’d and its directors , officers, employees and agents will not penalise, dismiss, demote, suspend, threaten or harass a whistleblower, or transfer the whistleblower to an undesirable job or location, or discriminate in any manner against the whistleblower, to take reprisals or retaliate as a result of the whistleblower having reported an act that is illegal or unethical, or deemed illegal or unethical unless the whistleblower is a participant in the illegal or unethical activities.
Any reprisal or threat made against a whistleblower is considered a serious breach of this policy by Roll’d and any such reprisal or threat will be dealt with by Roll’d through disciplinary measures it deems appropriate and where necessary this will include but is not limited to, dismissal. Please note that this protection applies to any person in Roll’d providing information to an investigation in accordance with this policy.

Confidentiality

The maintenance of confidentiality is a significant aspect of ensuring potential whistleblowers come forward when they have reasonable grounds to suspect an event of malpractice, misconduct or conflicts of interest in an open and timely manner, without concerns of negative retaliations being made or threatened. Roll’d of is aware of this.
As a result of the importance of confidentiality, Roll’d will ensure that all reasonable steps necessary for the protection of the identity of the whistleblower or any person who assists the investigation process will be taken. These steps include but are not limited to adherence to any statutory requirements in respect of confidentiality in such disclosures. In certain situations, the disclosure of the identity or the allegation made by the whistleblower will be unavoidable, such situations include but are not limited to those which result in court proceedings pursuant to disclosures made through this policy.

Disclosures

Any individual with reasonable grounds to suspect that an event of malpractice, misconduct or conflict of interest has occurred in Roll’d is encouraged to report such suspicion to their manager, or if this not possible in the circumstances, the individual may alternatively raise any concern with the Francom HR Disclosure Officer by mobile (0448 672 947) and email ([email protected]) or in writing. Any items of concern may also be raised with the HR team.
All reports and allegations of malpractice, misconduct or conflicts of interest made by a whistleblower must provide specific, pertinent and adequate information with regards to, amongst other things, persons, witnesses, dates, places, amounts, and other relevant information, to allow for a reasonable and focused investigation to be conducted. In a case where the whistleblower discloses his or her name, the whistleblower would be accepting an initiation of a follow-up meeting to further assess the matter. However, in the case where a whistleblower remains anonymous, there will be no follow-up meeting regarding the claim made and Roll’d will be unable to communicate with the whistleblower. As such, we encourage all whistleblowers to disclose their identity to enable communication and a follow-up meeting if further information required. For the avoidance of doubt, all claims of malpractice, misconduct, or conflicts of interests are treated on a confidential basis and whistleblowers who disclose their identity will obtain the protection afforded to them by the law and assist in the procedure of the investigation.

Procedures following the Disclosure

Once a whistleblower provides substantial and reasonable grounds for their belief that malpractice, misconduct or conflict of interests has occurred in a report or claim, an investigation of their allegations will commence as soon as possible.
All material violations and actions that may be required as a result of such investigations will be reported to the Management Team. Where the report or claim relates to a member of the Management Team, such a report will be directed to those members of the Management Team whom the complaint is not against.

Investigation

All reasonable endeavours will be utilized by Roll’d to ensure Investigations are conducted in a prompt and fair manner with due regard to the nature and of the allegation and the rights of all persons involved in the allegations and Investigation. Any evidence acquired in the process of the investigation will be held securely by the Disclosure and Investigation Officer. This evidence includes but is not limited to any materials, documents or records. When all the evidence required for the investigation is received by the Disclosure and Investigations Officer, a determination will be made in relation to the pertinence of the allegation to any of the issues mentioned in this Policy.
The method appropriate for the Investigation will be determined on a case by case basis by the Disclosure and Investigation Officer and where appropriate, the Disclosure and Investigation Officer may request the assistance of an internal and/or external accounting legal specialist.
During the investigation, the Disclosure and Investigation Officer will have access to all relevant materials. This includes any materials, documents or records acquired in the investigation process. Further, during the course of the investigation, all company individuals including but not limited to directors, officers, agents and employees of the Company are required to fully cooperate with the Disclosure and Investigation Officer and any requests made for the purpose of the investigation. Moreover, all parties involved in the investigation process who becomes privy to any information in relation to the investigation, including but not limited to the Disclosure and Investigations Officer and the Managing Director, must take all reasonable measures to protect the confidentiality of the whistleblower’s disclosure.
In the case that the disclosure is concerning the malpractice or misconduct of the Managing Director, or any such conflict of interest, then the complaint will be discussed and investigated by other relevant parties in the management team or similar positions.

Reporting

At the conclusion of any investigation made in accordance with this Policy, a report will be prepared by the Disclosure and Investigation Officer of the findings of the investigation and provided to the Managing Director. However, where the investigation and/or the disclosure is concerning the malpractice of the Managing Director, the report will instead be addressed to another relevant party in either the management team or a similar managerial position.
In the case that the final report does indeed indicate malpractice, misconduct or conflicts of interests, the final report will also include recommendations of the next steps which should be taken to prevent such malpractice, misconduct or conflict of interest from occurring again within the company.
In addition to the above, the final report shall also include recommendations in relation to remedial action which should be taken to remedy any harm of loss which may have arisen from the misconduct, malpractice or conflicts of interests. For example, Remedial actions may include but are not limited to, disciplinary proceedings against the person engaged in the offending conduct. Further, where it is necessary and appropriate, at the sole and reasonable discretion of the Management Team, a recommendation of the matter to the relevant authorities of the offending conduct.
If the whistleblower is not satisfied with the outcome of the investigation, a review may be requested by submitting written notice to the Disclosure and Investigation officer within fourteen (14) days of being notified of the outcome of the investigation.

Communication with the Whistleblower

Where a claim is not made anonymously, Roll’d will ensure that the whistleblower will be updated and informed of the outcomes of the investigation of the claim. This communication and updates will be made insofar as Roll’d can do so with due consideration to the privacy and rights of those persons whom the allegations were made against and in a manner, which does not impede the legal requirement of procedural fairness.

Last update 23 February 2020

Roll’d Australia – Standard Terms and Conditions

Only redeemable at https://rolldvietnamese.orderup.com.au/ or Rolld App.
Limited to one use per person.
Not available in conjunction with any other discount or promotional offer.
Not redeemable, exchangeable or refundable for any other item of cash at any time.
To be used at the discretion of individual stores and franchisees. While stocks last.

Meal Deals

Deal Prices may vary when ordering through our delivery partners. Only available at participating stores.
For a limited time only.

Melbourne United New App Users (2021)

Melbourne United fans have access to 50% off their first order via the Roll’d App. Simply download the app, complete your details, add your items to the cart and your discount will automatically apply for first time users.
To get the app for your device – click on one of these links:
Google Play for Android

App Store for iPhone and iPad

Offer valid via the Roll’d App only. Valid for new users and first purchase only. Not redeemable, exchangeable or refundable for any other offer or for cash at any time. Offer available until 13 February 2021. Valid at participating stores only. Not valid with any other offer.

TET New Year Instore Promotion 2021

The 2021 TET New Year Instore Promotion runs from February 12 until Feb 15 or until stocks last. The promotional offer cards are available for redemption instore only and expire on 26 Feb 2021. No claims can be made after the expiry date. Offer is available at participating stores only and is not available online or via the Roll’d app or any third party platforms. Premium items may incur an additional charge. Offer cards are single use only. Card must be presented and collected for redemption. Not valid in conjunction with any other offer.
While stocks last. Refusal to adhere to these terms can be classified as disruptive behaviour and can result in refusing service.

TET New Year Email Promotion 2021

The 2021 TET New Year email promotional offer is available for redemption via OrderUp only until 26 Feb 2021.
No claims can be made after the expiry date. Offer is available at participating stores only and is not available instore or via the Roll’d app or any third party platforms. One per customer. Available to subscribers only. Not valid in conjunction with any other offer. Premium items will incur an additional charge of 0.60c and applies to Roast Duck and Pork
Belly Baos.

Melbourne United We Roll’d Them promotion

The Melbourne United “We Roll Them, You Get Roll’d promotion offer is available 48 hours from the Melbourne United game time as specified. Offer can only be redeemed via the Roll’d app adn not valid instore or online. The unique code must be entered before checkout to be valid. The unique code will be distributed via Melbourne United channels after the game if Melbourne United rolls the competition. Not redeemable, exchangeable or refundable for any other offer or for cash at any time. Cannot be used in conjunction with any other offer. Valid at participating stores only.
While stocks last.

Feelin’ Fresh Promotion 2021

The Feelin’ Fresh Soldiers promotion is available from 23 February until 14 March 2021 when ordered instore or via online at rolldvietnamese.orderup.com.au. This offer is not available on the Roll’d App. Offer is available at participating stores only and excludes airport and hospital stores. This offer is not valid in conjunction with any other offer. Find the offer in the Meal Deals section online, select the applicable value offer and then choose your flavours, Premium Soldier flavours Soft Shell Crab and Roast Duck are an additional $0.50c per Soldier, both online and instore. This promotions is strictly while stocks last.

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