1. Acceptance of Terms of Service

This website, located at www.revoi.in is owned and operated by TRIM Media Pvt. Ltd. This Terms of Service Agreement (this Agreement) states the terms and conditions under which you may access and use the Web site. By accessing and using the Web site you are indicating your acceptance to be bound by the terms and conditions of this Agreement. If you do not accept these terms and conditions, you must not access or use the Web site. IF YOU ARE DISSATISFIED WITH THE TERMS, CONDITIONS, RULES, POLICIES, GUIDELINES OR PRACTICES OF THE REVOI, YOUR SOLE AND EXCLUSIVE REMEDY IS TO DISCONTINUE USING IT. REVOI may revise this Agreement at any time by updating this posting. Use of the Web site after such changes are posted will signify your agreement to these revised terms. You should visit this page periodically to review this Agreement.

2. Our Service

Our website and services provided to you on and through our web site on an “AS IS” basis. You agree that the owners of this web site exclusively reserve the right and may, at any time and without notice and any liability to you, modify or discontinue this website and its services or delete the data you provide, whether temporarily or permanently. We shall have no responsibility or liability for the timeliness, deletion, failure to store, inaccuracy, or improper delivery of any data or information.

3. Your Responsibilities and Registration Obligations

In order to use this website, you must register on our site, agree to provide truthful information when requested, and be at least the age of thirteen (13) or older. When registering, you explicitly agree to our Terms of Service and as may be modified by us from time to time and available here.

4. Privacy Policy

Registration data and other personally identifiable information that we may collect is subject to the terms of our Privacy Policy.

5. User Conduct

You agree that all information or data of any kind, whether text, software, code, music or sound, photographs or graphics, video or other materials (“Content”), publicly or privately provided, shall be the sole responsibility of the person providing the Content or the person whose user account is used. You agree that our website may expose you to content that may be objectionable or offensive. We shall not be responsible to you in any way for the content that appears on this website nor for any error or omission.

You explicitly agree, in using this website or any service provided, that you shall not:

– provide any content or perform any conduct that may be unlawful, illegal, threatening, harmful, abusive, harassing, stalking, tortuous, defamatory, libelous, vulgar, obscene, offensive, objectionable, pornographic, designed to or does interfere or interrupt this website or any service provided, infected with a virus or other destructive or deleterious programming routine, give rise to civil or criminal liability, or which may violate an applicable local, national or international law; 
– impersonate or misrepresent your association with any person or entity, or forge or otherwise seek to conceal or misrepresent the origin of any Content provided by you; 
– collect or harvest any data about other users; 
– provide or use this website and any Content or service in any commercial manner or in any manner that would involve junk mail, spam, chain letters, pyramid schemes, or any other form of unauthorized advertising without our – – prior written consent; 
– provide any content that may give rise to our civil or criminal liability or which may constitute or be considered a violation of any local, national or international law, including but not limited to laws relating to copyright, trademark, patent, or trade secrets. 
– No part of the Revoi content may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods.

6. Submission of Content on this Website

By providing any Content to our website:

You agree to grant to us a worldwide, royalty-free, perpetual, non-exclusive right and license (including any moral rights or other necessary rights) to use, display, reproduce, modify, adapt, publish, distribute, perform, promote, archive, translate, and to create derivative works and compilations, in whole or in part. Such license will apply with respect to any form, media, technology known or later developed;

you warrant and represent that you have all legal, moral, and other rights that may be necessary to grant us with the license set forth in this Section 7;

you acknowledge and agree that we shall have the right (but not obligation), in our sole discretion, to refuse to publish or to remove or block access to any content you provide at any time and for any reason, with or without notice.

7. Third Party Services

Goods and services of third parties may be advertised and/or made available on or through this website. Representations made regarding products and services provided by third parties are governed by the policies and representations made by these third parties. We shall not be liable for or responsible in any manner for any of your dealings or interaction with third parties.

8. Indemnification

You agree to indemnify and hold us harmless, our subsidiaries, affiliates, related parties, officers, directors, employees, agents, independent contractors, advertisers, partners, and co-branders from any claim or demand, including reasonable attorney’s fees, that may be made by any third party, that is due to or arising out of your conduct or connection with this website or service, your provision of content, your violation of this Terms of Use or any other violation of the rights of another person or party.

9. Disclaimer of warranties

Your understand and agree that your use of this website and any services or content provided (the “service”) is made available and provided to you at your own risk. It is provided to you “as is” and we expressly disclaim all warranties of any kind, implied or express, including but not limited to the warranties of merchantability, fitness for a particular purpose, and non-infringement.

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REVOI Code Of Conduct

This code is designed to provide all employees of Revoi with guidelines for appropriate professional conduct.

Please remember: Revoi’s reputation is its most important asset, and anything that damages that reputation damages both Revoi and all of us. The matters addressed by this code are sufficiently important that any lapse in judgment within the areas covered here may be considered serious enough to warrant disciplinary action up to and including dismissal.

What We Stand For

In our society, the press enjoys a remarkable degree of freedom. With that freedom comes the responsibility to practice our craft in accordance with the highest standards, to be accountable for what we publish, and to avoid conflicts of interest.

We will strive to fulfill these responsibilities. And with good reason. Otherwise, we could lose our most important asset: the trust of our readers, online visitors, viewers, and listeners in the credibility of the information and insights we provide.

We believe that our future depends upon preserving and enhancing this trust. Therefore, we must ensure that:

  1. Our integrity is of the highest calibre.
  2. Our professional conduct is unassailable.
  3. Our personal conduct, as it reflects on Revoi, is beyond reproach

All members of the Revoi staff must uphold these principles.

Here are the rules by which we must live:

INTEGRITY

Church and State

Unquestionable integrity is at the heart of our effort to serve our audiences with the best journalism in the world. One way we achieve this is to strictly observe an invisible wall that separates our editorial operations from our advertising and other business departments, so as to avoid any chance that one will inappropriately influence the other.

In every medium, our reporters, editors, and producers prepare and place stories, graphics, and interactive features based solely on their editorial merits. Thus, we treat companies that advertise with us exactly the same as those that don’t. We don’t favor any company or subject of a story, or discriminate against any — for any reason.

Honesty

As an institution, REvoi will always be an independent voice, with no axe to grind. We do not support political candidates or political parties. We are not Keynesians, monetarists, or supply-siders. On all matters of politics, economics, and social policy, we try to bring our own judgment to bear, based on thorough reporting and reasonable analysis. We do not do stories that are designed to hew to any ideological agenda other than our belief in free markets, free people, cultural rootedness and free societies.

Fairness

Because we do analytic journalism and commentaries, we do not strive for perfect objectivity. But we must always strive to be fair.

Corrections & Amplifications Policy

We will adhere to a zero-tolerance policy in terms of correcting our errors. We will clearly communicate to all our readers the best way to reach us so we can promptly correct our mistakes. If we are aware of a mistake, we will correct our stories irrespective of whether a correction is being sought so that databases don’t contain uncorrected stories.

POLITICAL AND CIVIC ACTIVITIES

Revoi does not contribute, directly or indirectly, to political campaigns or to political parties or groups seeking to raise money for political campaigns or parties. All employees should refrain from partisan political activity judged newsworthy by the Editor. Other political activities (including “issue oriented” activity) are permitted, but should not be inconsistent with this code.

On the other hand, it is not the intention of Revoi, or of this code, to dissuade employees from participating actively in civic, charitable, religious, public, social or residential organizations. Such activities are permitted, and even encouraged, to the extent that they:

Do not detract from performance or effectiveness at work; Do not, by their extensiveness, cause the company to subsidize or appear to subsidize the activity; and Do not otherwise violate this code. In the event that a conflict arises or may arise between an outside organization with which an employee is affiliated and the interests of REVOI, the employee should refrain from participating in the conflicting or potentially conflicting activity.

No Revoi employee should permit his or her Revoi affiliation to be noted in any outside organization’s materials or activities without the express written approval of a member of senior management or unless of course the employee serves as a representative of Revoi or unless the affiliation is noted as part of a broader description of the employee’s identity.

PERSONAL CONDUCT

  1. You may not use your Revoi affiliation — including your business card or business stationery — for personal advantage in any way. Period.
  2. You must avoid high-profile roles in the public spotlight, including in political campaigns (avoid marches and demonstrations, for example) or in fundraising that could associate the Revoi name with your personal causes or beliefs.
  3. You should never endorse a product, with the exception of the one for which you work.
  4. As long as you are an employee of Revoi, you must keep in mind that you are always representing the company and could be under public scrutiny. Your behavior at all events should be exemplary and you will also present yourself, in terms of what you wear and how you behave, in a manner consistent with the event, setting and people you are meeting. As a representative of Revoi, you will be required to exercise sound judgment in matters such as consuming alcohol at press or public events that you are attending as a representative of Revoi. Please remember that as a member of the media, you will achieve certain name and face recognition as part of your job and that your behaviour outside work will inadvertently reflect on your organization.
  5. Revoi takes all sexual harassment issues very seriously.

ACCOUNTING AND FINANCES

It is essential to the successful operation of Revoi as a business, and to the preservation of investor confidence in the company, that the integrity of our books and records be resolutely maintained. The responsibility for this does not rest exclusively with accounting or other financial personnel–we all share it.

Accordingly

  1. No Revoi fund, asset or liability which is not fully and properly recorded on the company’s books and records shall be created or permitted to exist;
  2. No transaction shall be effected and no payment shall be made on behalf of Revoi with the intention or understanding that the transaction or payment is other than as described in the documentation evidencing the transaction or supporting the payment;
  3. All employees shall comply with TRIM Media’s accounting principles, procedures and controls, and no false, artificial or misleading entries in any books or records of the company shall be made for any reason whatsoever including expense records related to travel, telephones and other reimbursements sought from Revoi.
  4. No employee will issue or authorize anyone else to issue any company document that is false or misleading;
  5. No employee will knowingly accept and treat as accurate any false or misleading document prepared by a person not employed by TRIM Media; and
  6. No employee will knowingly make any false or misleading statements to our external or internal auditors. Indeed, when questioned by any auditor, all employees should be fully forthcoming.

SOCIAL MEDIA POLICY

A number of Revoi employees have personal accounts on social networking and micro-blogging sites (like Facebook or Twitter) and may also maintain personal blogs.

Use of these sites is certainly permitted, and Revoi realizes that these sites can be useful ways to gain information pertinent to the work we do. But it is important that employees not use such sites in any way that could compromise Revoi‘s impartiality, editorial integrity, or code of conduct.

In general:

  • Employees should not engage in activities on the Internet, which might bring REVOI into disrepute.
  • They should not use the Internet in any way to attack or abuse REVOI colleagues, whether by name or in general.
  • They should not post derogatory or offensive comments on the Internet. They should stay away from trolling, flame-baiting and making snide remarks. They may not indulge in arguments using an unfriendly tone with our readers.
  • If an employee is recognized to be an employee of Revoi (either via byline or any other way), their personal blog/ Twitter account / online profiles should include the following (or an equivalent) disclaimer: “The views expressed herein are the author’s own, and do not reflect the opinions of Revoi in any way.
  • Any content / document that resides purely within the Revoi system/ network should not be posted online (for wider access) without the written permission of a reporting manager.

On using social media sites

In addition the following general online behaviour guidelines as outlined below:

Staff should never indicate a political / corporate / religious allegiance on social networking sites, either through profile information or through joining political / corporate groups. This would mean not openly supporting the Congress or the BJP; or not openly supporting any corporate group. The weight of such opinions could be misconstrued to indicate biased coverage – and whether that is true or false, that misconstruction should not be allowed to exist.

Staff should also be careful about joining campaigning groups. They should discuss this in advance with their reporting manager.

Staff members are free to link to/ play up Revoi content on their Facebook (or other social media) pages as long as it is done without commentary or conflicting opinions.

Most social networking sites allow photographs, videos and comments to be shared with thousands of other users. However, it may not be appropriate to share work-related information in this way. For example, there may be an expectation that photographs taken at a private event will not appear publicly on the Internet, both from those present and perhaps those not at the event. Revoi may also have objections to such content appearing online.

Above all, please remember:

Social networks encourage fast, constant, brief communications; journalism calls for communication preceded by fact-finding and thoughtful consideration. Journalism has many “unsend” buttons, including editors. Social networks have none.

Everything we say online can be used against us in a court of law, in the minds of subjects and sources and by people who for reasons of their own may want to cast us in a negative light. While, obviously, we cannot control what others may post on our accounts, we must maintain constant awareness when posting to Facebook, Twitter and other online fora that we are flying without a net, and that an indiscretion lasts forever.

At all costs, we must avoid flame wars, incendiary rhetoric and loose talk.

Penalty

Any breach of the above social media guidelines by Revoi employees and contractors will lead to an official warning. Punitive action, which may include termination of employment or suspension of contracts, will be initiated against employees and contractors who receive three or more warnings due to breach of the above guidelines.

COMPLIANCE WITH THIS CODE

Revoi takes this code of conduct very seriously.

All employees of Revoi are responsible for compliance with all aspects of this code. All new employees shall be required to read this code at the outset of their employment, and to attest in writing that they have done so; all Revoi employees shall be required, at the time this code is first promulgated, to read it and so attest.

Any employee having a question about a possible violation of this code by that person or any other person, or in connection with any practice, should discuss it with his or her supervisor. Every effort will be made to maintain the confidentiality of such discussions.

Revoi is committed to this Code. At the same time, we realize that no document can anticipate all possible circumstances that may arise in the future.

When in doubt, please ask.

It may be necessary, from time to time, to clarify this set of rules or to modify them. The Editor or the CEO, as necessary, will decide on any clarifications, exceptions, or modifications to this Code. We expect, however, that clarifications will be rare, and that exceptions will be narrow.

Our Policy For Dealing With Plagiarism

Revoi Policy for dealing with plagiarism

We define “plagiarism” as taking someone else’s work and intentionally presenting it as if it is your own. This is theft. At Revoi, it’s an unforgivable offence.

  1. If we detect, before publication, that material in an article has been taken from published material, we send the article back to the writer, pointing this out. But following that, we follow different procedures depending on whether the writer is a staffer/ contracted writer/ columnist, or whether he/she is a one-off/ once-in-a-while contributor with whom we have more than an arm’s length relationship. 
    (1A) The writer is a staffer/ contracted writer/ columnist: We do a plagiarism check on a random but statistically significant sample of his/ her articles. If the result is negative (that is, clean), we tell him/ her that we detected this in this article of yours, this is not acceptable, and ask for an explanation. If the explanation is not satisfactory enough to Revoi Editorial Board or Advisory board, a stern warning is issued. If the result is positive (that is, we find a history of such acts), we point this out and ask for a defence argument. Then Revoi Board deliberates and decides: what action need to be taken, based on EAB’s advise. This can range from re-writing the piece with attributions, docking one month’s salary to a quick goodbye. (Decisions of TRIM MEdia Board are final) 
    (1B) The writer is a one-off/ once-in-a-while contributor: Blacklist that person after informing him/ her. We don’t waste our time checking past pieces. We don’t assume guilt. Therefore, depending on the extent of the plagiarism (eg couple of quotes/sentences versus an entire paragraph/article), TRIM Media Board will take action that will certainly include being blacklisted, again based on EAB’s recommendations. If it is a matter of a couple of quotes, a re-write could be asked for. In any case, Decisions of TRIM Media Board are final
  2. If the article is published by Revoi, and then if plagiarism is suspected or alleged either by the Revoi team or by an external person who makes a plagiarism accusation: 
    (2A) First, we take a call on whether the accusation is worth spending time over. For instance, an accusation that “Aurangzeb passed away in 1707” is an unattributed lift from Wikipedia is something we don’t need to bother about. In such cases, we issue a statement saying that we have looked into the matter and it’s fine. If it is not frivolous, we immediately issue a public statement on social media and on our website that we are taking this very seriously, we are taking down the piece, and will investigate and let the public know. In 99% of the cases, we will be able to find out in five minutes if the accusation is worth investigating. 
    (2B) If the accusation carries some weight, and the writer is a staffer/ contracted writer/ columnist: We take down the article, issue the statement, and proceed with an inquiry, as in 1a. If he/ she is found guilty, as in 1a, Revoi Board decides what action needs to be taken, based on editor/ advisory board’s recommendations. Revoi shall keep key stakeholders posted in the action taken. We will issue a statement saying that we have done a through investigation and taken the necessary actions. 
    If we find that the writer is not guilty (Please refer to What we must keep in mind below Point 2c), we issue a statement and reinstate the piece and life goes on as usual. 
    (2C) If the accusation carries some weight, and the writer is a one-off/ once-in-a-while contributor: We take down the article, issue the statement, and check. If he/ she is found guilty, blacklist that person, and let him/ her know it. We issue a statement saying that we have done a thorough investigation and taken the necessary actions. If we find that the writer is not guilty (Please refer to Point 3 below), we issue a statement and reinstate the piece and life goes on as usual.

What we must keep in mind

We must note that “plagiarism”, quite like “libel”, is a very nuanced issue. “Intentionally” is the key word, and “intent’ is difficult to establish (or, for the accused, difficult to disprove). As a growing organisation, at this point of time, we know one another at—whatever little—personal level, decisions can be taken based on personal judgement.

However, we recognise that as we grow bigger we will need a set of ironclad guidelines for the writers we publish.

The attribution/ plagiarism policy we have cited above needs to be read in the light of what comes next here: the Guidelines for Revoi writers.

ATTRIBUTION GUIDELINES FOR REVOI WRITERS

Firstly, Attribution for this document: While formulating these guidelines, we have relied to a great extent on the lecture material used by American journalism teacher Steve Buttry for a series of journalistic ethics seminars he conducted for the American Press Institute; and from the ethics guidelines of NPR (National Public Radio) and Revoi. Much of the language from these sources has been kept unchanged. However, whenever necessary, we have adapted, deleted, added material to suit the Indian scenario, and Revoi’s ethos.

Attribution is the difference between research and plagiarism.

Please note that attribution gives stories credibility and perspective. It tells readers how we know what we know. Effective use of attribution is a matter both of journalism ethics and of strong writing.

When should we attribute? Attribute any time that attribution strengthens the credibility of a story. Attribute any time you are using someone else’s words. Attribute when you are reporting information gathered by other journalists. Attribute when you are not certain of facts. Attribute statements of opinion. When you wonder whether you should attribute, attribute.

When shouldn’t we attribute? You don’t need to attribute every fact in a story. Don’t attribute facts that you observed first-hand: It was a sunny day. Don’t worry about attributing facts where the source is obvious and not particularly important and the fact is not in dispute: that Sachin Tendulkar’s Test average is 53.78. If multiple sources tell you something and it is not in dispute, you can state it as a fact. However, if you are using a source’s choice of words to state an undisputed fact, you should credit that source (“Tendulkar has a Test average of 53.78, which is puny compared to Bradman’s 99.94, but the conditions were different, the game was different, the rules were different.”).

For articles written for the web, don’t just attribute; link. Linking is an essential part of attribution in online journalism. Linking lets people see the full context of the information you are citing. Even when readers don’t click links, the fact that you are linking tells them that you are backing up what you have written.

Some information is in the public domain. If you’re writing a story about yoga, you don’t need attribution for the fact that Baba Ramdev has a huge following as a yoga guru. You don’t need to attribute commonly known and established facts about the Commonwealth Games scam today, but if you were writing about it just after a newspaper broke the story in 2010, you needed to cite that newspaper.

Attributing to unnamed sources. When you grant confidentiality to a source, describe this person as clearly as you can without identifying him/ her. Misleading attribution is not an acceptable way to refer to an unnamed source (for example, when your source is a former UPA minister, and you describe him as a “political insider”).

Get the attribution right. You must note the full connections of your sources. Quoting Chandan Mitra and referring to him as the editor of The Pioneer is not enough. You must also mention that he is a BJP Rajya Sabha MP, so he may not be a neutral observer on many issues.

Recycled quotes. If you didn’t hear the person say something, you should probably attribute the quote not only to the speaker but to the medium that reported it. Oblique references to competitors as “reporters” or “news media” or “a blogger” aren’t adequate attribution. If you got your quote from a televised interview or another newspaper or a blog, cite the outlet. However, if a politician is making a televised speech or holding a televised news conference, that is not the same as an exclusive interview. That speech is public domain and you can use a quote without attribution to another medium.

Attributing ideas. Do not copy ideas from already published material. However, if you see a good story in another newspaper and do wholly original research to do a story that is similar in content but different in writing approach, you don’t need to attribute the story idea. For example, you read a story about the superb CGI (computer generated imagery) in Baahubali, and do an interview with the person who was in charge of CGI for the film, there is no reason to attribute. If you read an opinion piece and borrow the basic idea/ conclusion and take it far forward, much beyond what the original columnist said, you may choose not to attribute. But, whenever in doubt, attribute. At the very least, consult your editor.

Attributing news agencies. Do not repeat PTI or Reuters stories word-for-word, or nearly so. Please say, “According to a Reuters report”. However, if the news agency story is about a public event —a press conference, a speech by a public official in a public setting, an official statement of a government agency, etc, you do not need to attribute.

Attributing Wikipedia. Every journalist/ commentator in the world uses/ has used Wikipedia as the first port of call, if only because when you do a Google search for anything, from “rasgulla” to “Socrates”, the first result that pops up is a Wiki. If it is pure information—“Vinod Mehta was editorial chairman of the Outlook Group”, you can use that line, though do check first that the information is correct. But if it is “Mehta became one of India’s most influential editors by launching a number of successful publications such as the Sunday Observer in 1981, The Indian Post in 1987, The Independent in 1989, The Pioneer (Delhi edition) in 1990 and, finally, Outlook in 1995”, attribute. The moment a comment, usually an adjective or an adverb—“most influential”—appears, attribute. But do not attribute Wikipedia—“according to Wikipedia” is a joke, from academia to media all over the world. Check the source, if any is cited. If no source is cited, just avoid. Do your own reporting. If the source is saying what Wikipedia has carried, cite the source.

In this particular case of “Vinod Mehta most influential”, the source cited is an article in The Hindu, but that article nowhere says that Vinod was “one of the most influential editors”! This is an “inference” or “opinion” of whoever wrote that Wiki. If you want to quote from the Hindu article, do so, but quote what that article has said, precisely. Do not rely on Wikipedia.

Do not quote excessively from one source. Do not quote or paraphrase another organization’s material so much that you effectively make reading, watching or listening to their reports unnecessary. Excessive quotation is effectively plagiarism.

Refunds & Cancellation Policy

All subscriptions and orders will be refunded within 7 days of request. Requests for refunds and subscriptions cancellations must be sent to voice@revo.in  

The Revoi style guide

Revoi accepts submissions to the blogs from its readers. Submissions can be broadly under one of the subcategories of commentary – on social, economic and political issues, book reviews of relevant books and Longform – where the author can delve into any issue of choice either with a series of posts or a detailed piece.

Contributors are requested to follow the Revoi style guide posted here. Compliance with the style guide will help us greatly in ensuring error-free posts with a consistent and meaningful style of presentation.

Commentary

Revoi invites contributions in the ‘commentary’ section on social, economic and political issues of the day. Submissions made in this category must be between 750 to 2,000 words. These submissions must be made exclusive to Revoi and they can be hosted on personal blogs only after a week of its publishing on Swarajya.

Book Reviws

Revoi accepts book reviews of socially, economically and politically relevant books. These submissions too must be exclusive to Revoi which can be hosted on other sites after a week of its publishing on Revoi. Ideally, these reviews are expected to be less than 3,000 words.

Longform Pieces

Revoi welcomes original research output in the field of humanities, and would publish such works under the category of ‘Longform’. The author can choose to present his work either as one single article – in which case the article must not be more than 10,000 words or as a series of posts – where each post is no more than 3,000 words long.

General Guidelines

Do’s and don’ts

  1. The argument should be made clearly and concisely.
  2. Articles should not be or contain rants against an individual or an organisation; issues should be addressed and critiqued. Articles should refrain from ad hominems – focus on the argument, not the person!
  3. Check grammar and spelling before submission – an article riddled with errors is just more work for our copy editors
  4. Data and quotes must be cited. No article based on unsubstantiated source material will be published. If the source is private, mentioning it should be reconsidered.
  5. If you can keep it short please do so!

Formatting

  1. To the extent possible send us plain-text drafts. Submissions in other formats like .pdf, etc. makes our job of publishing your draft slightly difficult.
  2. Use British spellings.
  3. Single indent all quotations that are longer than 3 lines.
  4. While quoting from a source, identify the source in clear terms and also provide a hyperlink if the source is available online.
  5. All abbreviations – including the common ones must be expanded at its first occurrence.
  6. Images used can be in jpeg, png or gif formats. Images must not be copyright restricted.
  7. Provide a caption for all the tables and images used in the article.