Terms of Service
Considered Response by Novel HR
Novel Workplace Solutions Inc.
Effective date: October 1, 2026
These Terms of Service (“Terms”) govern your access to and use of Considered Response, including related webpages, downloadable resources, and services (collectively, the “Service”).
Considered Response is provided by Novel Workplace Solutions Inc., operating as Novel HR (“Novel HR,” “we,” “us,” or “our”).
By creating an account, purchasing a subscription, or using the Service, you agree to these Terms.
If you are using the Service on behalf of an organization, you represent that you have authority to accept these Terms on that organization’s behalf. In that case, “you” includes both you and the organization you represent.
If you do not agree to these Terms, do not use the Service.
1. About Considered Response
Considered Response provides practical workplace guidance for managers and HR professionals when workplace concerns are raised.
The Service includes resources, prompts, frameworks, checklists, scripts, and other guidance intended to help users:
prepare for workplace concern conversations;
respond thoughtfully when concerns are raised;
document appropriate first-response information;
recognize when further assessment or specialist support may be appropriate; and
consider possible categories of next steps.
Considered Response is a guidance tool. It is not a case-management, complaint-management, investigation, disciplinary, performance-management, or HRIS system.
2. Important Limits of the Service
Considered Response provides general educational and workplace guidance.
It does not provide legal advice and is not a substitute for:
advice from legal counsel;
individualized HR or employee-relations advice;
an investigation or formal fact-finding process;
health and safety advice;
accommodation or disability-management advice;
medical or mental-health advice; or
advice from another qualified professional where appropriate.
The Service does not determine:
whether misconduct occurred;
whether an allegation is substantiated;
whether conduct meets a legal or policy definition of harassment, bullying, discrimination, violence, or other prohibited conduct;
the credibility of any person;
whether discipline should be imposed; or
what legal rights or obligations apply in a specific situation.
Workplace requirements vary by jurisdiction, organization, collective agreement, policy, and circumstance.
You are responsible for reviewing the policies, agreements, legislation, and other requirements that apply to your workplace and for seeking appropriate professional advice where needed.
3. Your Responsibility for Workplace Decisions
You remain responsible for all decisions and actions you take in connection with a workplace concern.
Considered Response may identify questions to consider, possible options, or circumstances where further assessment may be appropriate. This does not mean that a particular option is required or appropriate in your circumstances.
You should apply your own professional judgment and consider:
organizational policies and procedures;
applicable legislation and regulatory requirements;
collective agreements;
employment agreements;
representation rights;
workplace safety obligations; and
advice from qualified internal or external resources where appropriate.
First-response guidance is not a substitute for a process required by policy, collective agreement, or applicable law.
4. Emergency and Safety Situations
Considered Response is not an emergency service.
If a situation involves an immediate threat to safety, violence, a credible threat of violence, or another urgent risk of harm, follow your organization’s applicable emergency and safety procedures and contact emergency services or other appropriate authorities where required.
Do not rely on the Service to manage an emergency.
5. Eligibility and Business Use
You must be legally capable of entering into a binding agreement to use the Service.
Considered Response is intended primarily for workplace and professional use by managers, HR professionals, organizational leaders, consultants, and other people responsible for responding to workplace concerns.
If you use the Service on behalf of an organization, you are responsible for ensuring that your use is authorized by that organization.
6. Accounts and Account Security
You may need an account to access some or all of the Service.
You agree to:
provide accurate account information;
keep your login credentials confidential;
not share your account with unauthorized users;
take reasonable steps to protect access to your account; and
notify us promptly if you believe your account has been accessed without authorization.
You are responsible for activity conducted through your account unless the activity resulted from a security failure for which Novel HR is legally responsible.
We may require you to reset credentials or take other reasonable security measures where we believe an account may be compromised.
7. Do Not Enter Identifiable Workplace Case Information
Considered Response is intentionally designed to minimize the collection of information about employees or workplace cases.
You must not use the Service to store or submit:
employee names or identifying information;
detailed workplace complaint narratives;
investigation reports or evidence;
personnel files;
disciplinary or performance records;
medical or diagnostic information;
accommodation documentation;
Social Insurance Numbers;
banking or financial information;
government identification numbers;
passwords or security credentials; or
other confidential employee records.
Where the Service allows you to name or rename a concern, use a generic description such as “Manager Concern,” “Team Issue,” or “Communication Concern.”
Do not include employee names or other identifying information in that field.
Considered Response is not intended to be used as an employee file or workplace case repository.
8. Saved Workspace Information
Considered Response may allow you to save limited workspace information, including progress, selections, preferences, or a generic concern label.
If saved workspace information associated with a concern has not been accessed or modified for 30 days, you will be notified through the Service and prompted to choose whether to:
extend the concern;
close the concern; or
delete the concern.
Saved workspace information will not be automatically deleted solely because the 30-day period has passed.
You may also be able to delete saved information yourself through the Service.
Retention and deletion of saved workspace information will otherwise be handled in accordance with our Privacy Policy and applicable technical retention practices.
You are responsible for keeping any records your organization requires outside Considered Response and in the appropriate organizational system.
9. Licence to Use Considered Response
Subject to your compliance with these Terms and payment of any applicable fees, Novel HR grants you a limited, non-exclusive, non-transferable, non-sublicensable, revocable right to access and use Considered Response during your subscription or authorized access period.
The Service is licensed, not sold.
You may use downloadable checklists, templates, guides, and other resources made available through Considered Response for your own professional or internal organizational use.
Unless we expressly permit otherwise, you may not distribute those resources outside your organization, publish them, resell them, or make them available as part of another commercial product or service.
10. Acceptable Use
You agree to use Considered Response only for lawful purposes and in accordance with these Terms.
You must not:
use the Service in violation of applicable law;
use the Service to harass, intimidate, discriminate against, or unlawfully monitor another person;
enter information that these Terms specifically prohibit;
share login credentials with unauthorized users;
sell, sublicense, rent, or commercially redistribute access to the Service;
reproduce or distribute substantial portions of the Service or its resources except as expressly permitted;
scrape, systematically extract, or harvest Service content;
reverse engineer or attempt to gain unauthorized access to the Service or its underlying systems;
interfere with the security, availability, or operation of the Service;
introduce malware, harmful code, or other security threats;
bypass account, subscription, or access controls;
use the Service or its proprietary materials to create or train a substantially competing product without our written permission; or
misrepresent Novel HR content as your own proprietary content.
We may investigate suspected misuse and may suspend or terminate access where reasonably necessary to protect the Service, Novel HR, our users, or others.
11. Intellectual Property
Considered Response, including its software, design, structure, text, frameworks, checklists, templates, scripts, graphics, branding, and other content provided by Novel HR, is owned by or licensed to Novel Workplace Solutions Inc. and is protected by applicable intellectual property laws.
Except for the limited rights expressly granted in these Terms, no ownership rights are transferred to you.
Novel HR, Considered Response, and associated names, logos, frameworks, and branding may be trademarks or other proprietary identifiers of Novel Workplace Solutions Inc.
You may not use our branding in a way that suggests sponsorship, endorsement, partnership, or affiliation without our written permission.
12. Information You Provide to Us
You retain ownership of information you provide through your account.
To the extent necessary to operate the Service, you grant Novel HR a limited right to host, process, store, display, and otherwise handle that information solely for purposes such as:
providing the Service;
maintaining your account;
saving requested workspace information;
providing technical support; and
meeting applicable legal and security obligations.
Our handling of personal information is governed by the Considered Response Privacy Policy.
13. Feedback
If you voluntarily provide suggestions, comments, ideas, or feedback about Considered Response, you agree that Novel HR may use that feedback to improve or develop its products and services without an obligation to compensate you.
This does not give Novel HR ownership of confidential information or workplace information that you are prohibited from entering into the Service.
14. Subscriptions and Fees
Some features of Considered Response may require a paid subscription.
The price, billing frequency, subscription period, included features, and any applicable trial terms will be displayed when you purchase the Service.
Unless otherwise stated at checkout:
fees are stated in Canadian dollars;
applicable taxes are additional;
fees are charged according to the billing cycle you select; and
access to paid features requires payment of applicable fees.
You authorize our payment processor to charge the payment method you provide for amounts properly due under your subscription. Our order process is conducted by our online reseller Paddle.com. Paddle.com is the Merchant of Record for all our orders. Paddle provides all customer service inquiries and handles returns.
Novel HR may change subscription pricing from time to time. Where a price change affects an existing recurring subscription, we will provide reasonable advance notice before the new price applies to a future billing period.
Subscribers who purchased at a designated founding rate will retain that rate for the life of their continuous subscription, provided the subscription remains active and is not cancelled and restarted.
15. Automatic Renewal and Cancellation
If you purchase a subscription that renews automatically, the renewal terms will be disclosed when you subscribe.
You may cancel future renewal through the cancellation method provided in the Service or by contacting us at support@novelHR.ca.
Unless otherwise stated at purchase, cancellation takes effect at the end of the current paid billing period and you may continue to use the Service until that period ends.
Cancellation does not retroactively cancel charges already properly incurred.
We will comply with any cancellation or refund rights required by applicable law.
16. Refunds
If you are not satisfied with Considered Response for any reason, you may request a full refund within 30 days of your initial purchase by contacting us at support@novelHR.ca. This guarantee applies to your first payment only and does not apply to subsequent renewal charges.
Except for the 30-day money-back guarantee on initial purchases, and except where required by applicable law or expressly stated in a specific offer, fees already paid are non-refundable and we do not provide prorated refunds for unused portions of a subscription period.
If Novel HR terminates a prepaid subscription for reasons unrelated to your breach of these Terms, we may provide a prorated refund for the unused prepaid portion where appropriate.
17. Trials and Promotional Access
If we offer a free trial, pilot, beta version, promotional period, or other no-cost access, additional terms may apply.
We may modify or discontinue free or promotional access at any time, subject to any commitments expressly made when the access was offered.
Trial or beta features may be less reliable than generally available features and may change without notice.
18. Service Availability and Changes
We aim to make Considered Response reliably available, but we do not guarantee that the Service will always be uninterrupted, error-free, or available at a particular time.
Access may occasionally be interrupted because of:
maintenance;
upgrades;
security incidents;
technical failures;
third-party service interruptions; or
circumstances outside our reasonable control.
We may add, modify, replace, or discontinue features as the Service develops.
Where a material change substantially reduces the core functionality of a paid subscription, we will take reasonable steps to provide notice where practical.
19. Updates to Guidance and Content
Workplace practices, legislation, regulations, and professional standards change over time.
Novel HR may update Considered Response resources and guidance from time to time.
We do not guarantee that every resource reflects the most recent law, policy, regulatory requirement, or professional practice in every jurisdiction.
You remain responsible for checking the requirements that apply to your specific workplace and circumstances.
20. No Professional-Client Relationship
Use of Considered Response does not create:
a solicitor-client relationship;
an HR consultant-client relationship;
a mediator-client relationship;
a coaching relationship;
an investigator-client relationship;
a fiduciary relationship; or
another professional advisory relationship between you and Novel HR or Sarah Albo.
If you engage Novel HR separately for consulting, coaching, mediation, workplace restoration, training, or another professional service, that engagement will be governed by a separate agreement.
21. Third-Party Services and Links
Considered Response may rely on or link to third-party services, websites, payment processors, downloadable resources, or other platforms.
Third-party services operate under their own terms and privacy practices.
Novel HR is not responsible for the availability, security, accuracy, or practices of independent third-party services except to the extent required by applicable law.
22. Privacy
Our collection, use, disclosure, retention, and protection of personal information is described in the Considered Response Privacy Policy, which forms part of these Terms.
By using the Service, you acknowledge that you have reviewed the Privacy Policy.
23. Suspension or Termination by Novel HR
We may suspend or terminate access to the Service where reasonably necessary because:
fees are overdue;
you materially breach these Terms;
your use creates a security or legal risk;
you misuse the Service;
continued access could harm the Service, Novel HR, another user, or a third party; or
we are required to do so by law.
Where reasonable in the circumstances, we will provide notice and an opportunity to address a remediable breach before terminating paid access.
We may suspend access immediately where necessary to address an urgent security, safety, legal, or fraud concern.
24. Termination by You
You may stop using Considered Response at any time.
You may close your account or cancel a paid subscription using the options available in the Service or by contacting support@novelHR.ca.
Closing an account does not remove payment obligations already incurred before closure.
Information associated with a closed account will be handled in accordance with our Privacy Policy and applicable retention requirements.
25. Disclaimer of Warranties
To the maximum extent permitted by applicable law, Considered Response is provided on an “as is” and “as available” basis.
Novel HR does not warrant or guarantee that:
the Service will be uninterrupted or error-free;
every resource will apply to every workplace or jurisdiction;
use of the Service will prevent workplace conflict, complaints, claims, investigations, litigation, or other outcomes;
a particular workplace response will produce a particular result; or
information provided through the Service replaces professional advice appropriate to your circumstances.
Nothing in these Terms excludes warranties, conditions, rights, or remedies that cannot lawfully be excluded.
26. Limitation of Liability
To the maximum extent permitted by applicable law, Novel HR and its directors, officers, employees, contractors, and service providers will not be liable for indirect, incidental, special, exemplary, punitive, or consequential losses arising from or relating to the Service, including loss of profits, revenue, business opportunity, goodwill, or business interruption.
To the maximum extent permitted by applicable law, Novel HR’s total aggregate liability arising from or relating to the Service or these Terms will not exceed the total fees you paid to Novel HR for Considered Response during the 12 months immediately preceding the event giving rise to the claim.
If you have not paid any fees for the Service, Novel HR’s total aggregate liability will not exceed CAD $100.
These limitations apply regardless of the legal theory on which a claim is based, but do not apply to liability that cannot legally be excluded or limited.
27. Indemnity
To the extent permitted by applicable law, you agree to indemnify and hold Novel HR harmless from third-party claims, losses, liabilities, and reasonable costs arising directly from:
your unlawful use of the Service;
your material breach of these Terms;
your infringement of another person’s intellectual property or privacy rights through your use of the Service; or
your deliberate submission of employee, confidential, or other prohibited information contrary to these Terms.
Your indemnity obligation does not apply to the extent a claim was caused by Novel HR’s own breach of these Terms or unlawful conduct.
28. Governing Law
These Terms are governed by the laws of the Province of Ontario and the federal laws of Canada applicable in Ontario, without regard to conflict-of-law principles.
Subject to any rights or remedies that cannot lawfully be limited, the courts located in Ontario will have jurisdiction over disputes arising from these Terms or the Service.
Nothing in this section removes mandatory rights you may have under the laws that apply to you.
29. Changes to These Terms
We may update these Terms as Considered Response changes or as legal or operational requirements evolve.
The effective date at the top identifies the current version.
For material changes, we will provide reasonable notice before the updated Terms take effect where appropriate.
If a change requires your consent under applicable law, we will obtain that consent.
Continued use of the Service after updated Terms take effect constitutes acceptance of the updated Terms where permitted by law.
30. General Terms
If any provision of these Terms is found to be invalid or unenforceable, the remaining provisions will continue in effect.
Our failure to enforce a provision does not waive our right to enforce it later.
You may not assign your rights under these Terms without our consent, except where permitted by law.
Novel HR may assign these Terms in connection with a merger, restructuring, sale of the business, or similar transaction.
Neither party will be responsible for delay or failure caused by circumstances beyond its reasonable control, except for payment obligations already due.
These Terms, together with the Privacy Policy, applicable checkout or subscription terms, and any other terms expressly incorporated by reference, constitute the agreement governing your use of Considered Response.
If you have a separate written agreement with Novel HR covering Considered Response and that agreement conflicts with these Terms, the separate written agreement will govern to the extent of the conflict.
31. Contact
Questions about these Terms may be directed to:
Novel Workplace Solutions Inc.
Operating as Novel HR
Provider of Considered Response
Email: support@novelHR.ca
Mailing address: 580 – 235 Carlaw Ave, Toronto, ON M4M 2S1