我刚刚下了订单，但是我没有收到电子邮件的确认（通常指确认信）。
首先，确认你是不是真的完成订单。最后一页会显示订单号，那是你的收据。
如果你已经完成了你的订单，我们建议你去你的电子邮件的垃圾邮件文件夹看看。请添加Aussiebum（澳洲雄风）到你的安全发件人列表处以方便日后收到我们的电子邮件。
如果无法找到你的确认信，它可能是因为拼写错误或无法送达的原因引起的。
请联系Aussiebum（澳洲雄风）的客户服务团队，其电子邮箱是：xxxxx）他们将确认订单是否成功提交和付款。
GST（消费与服务税）会被计算在澳大利亚的订单里吗？
因为我们的船驶向150多个国家，因此当选择物品的时候，消费税不会计算在内直到澳大利亚那边最终被确认为最终目的地并且完成了交易。
无论帐单地址或来自世界哪个地方你方订货，如果目标地址在澳大利亚，消费税将被添加到的总的订单里面。注：诺福克群岛，圣诞岛、科科斯群岛是GST免税区。

我只订购了但是我没有收到一封电子邮件确认。首先，确保你的确完成结帐过程和完成订单。最后一页显示订单号；这是你的收据。
如果您已经完成了您的订单，我们建议你在你的电子邮件的垃圾邮件文件夹看看。请添加Aussiebum（澳洲雄风）到您的安全发件人列表以收到我们的电子邮件。如果无法找到的确认邮件，它可能已被拼写错误或无法送达。Aussiebum（澳洲雄风）的客户服务团队，在（那个邮箱地址，打了怕被吞)接触，他们将确认订单是否成功提交和付款。
GST（猜测GST = goods and services tax ”也就是“消费与服务税）被计算在澳大利亚的订单？我们的船驶向150多个国家，消费税不计算在价格里时，选择项将不会计算，直到确定澳大利亚为旅游目的地国家在完成订单。无论帐单地址或来自世界哪个地方你方订货，如果目标地址在澳大利亚，消费税将被添加到的总的订单。注：诺福克群岛，圣诞岛、科科斯群岛是GST免税区。

我刚下了订单，不过现在还没有收到确认的邮件。

首先，请确认好你是否真的完成付款和完成订单了。最后一页你可以看到你的订单号，这个是你的收据。
如果你完成订单了，我们建议你去邮箱的垃圾文件夹看下（一般这种邮件会被自动认为是垃圾邮件）。请你将aussieBun(应该是你买了这个牌子的衣裤吧）设置为你信任的邮件，这样你就可以收到aussieBun发过来的邮件，
如果还是没收到，应该是发送错误或者无法投递邮件。
这样的话你可以联系aussieBun的客户，邮箱是：help@aussiebum.com.他们会帮你确认你的订单是否提交成功，还有是否付款了。

GST(澳州政府征收的税)是否包含在订单里面了？

由于货物会海运超过150个国家，你开始挑选的商品是不包含GST的，完成这个订单要等到澳大利亚那边最终确认商品到达了目的地。

不管你在哪里下的单，只要目的地是在澳大利亚的，GST的钱都会加入到订单中去。
注:诺福克群岛，圣诞岛、科科斯群岛是GST免税区.

这些是新款"Rossinin"手表的特点.首先,它是太阳能发电.里面的电池能通过白天它吸收的光自动转换成电.它精确到在一年中只有3分钟的误差.其次,它是可延续的.它的表盘是用像钻石一样硬的玻璃制成.再次,它是多功能的.它不只是给你准确的时间,而且它展示出月历和日历.它也能当作闹钟,你任何时间想唤醒你都行.你也可以听音乐当你摁左侧的红色按钮.最后,表带的皮革有各式各样的颜色.它们能随着你的衣服的不同颜色而改变.近来市场调查表明它很受年轻女士的欢迎.

这里是一款名为Rossinin的表的情况.首先,它是太阳能驱动的.表中的电池可以在白天的时候自动从收集到的阳光中获取能量进行充电.它计时精确，年误差只有3分钟.第二,它很实用,它的表面是用与钻石一样硬的玻璃制成的.第三,它有很多的功能.它不仅可以精确显示时间,还可以显示日期和星期.它还可以当作闹钟,在你希望的任何时间叫你起床.你可以用它在任何时间听歌而只需要按一下它左边的红色按钮.最后,皮质表链有许多种颜色,它们可以根据你的衣着颜色而方便的更换.这些天的市场调研显示这款表在女士之中很流行.

这些是新型"罗西尼"表的特色功能.首先,它使用太阳能.其内部电池可通过白天所接受到的阳光自动充电.它运行一年所产生的时间误差仅3分钟.其次,它十分牢固耐用.表的外壳由跟钻石一样坚硬的玻璃制成.再次,手表具有多种功能.它不仅能为你提供精确时间,而且还能显示当月日期和当前星期.该表还可作为闹钟使用,在你需要时叫醒你.当按下表左侧的红色按纽时,你还可以听到一段音乐.最后真皮的表带有多种可供选择的颜色.可以根据你衣服颜色不同而改变表带颜色使其搭配.最近的市场调查表明,这种表非常受年轻女性的欢迎.

新款"罗西尼"手表有这些特征:首先，它由太阳能做动力,里面的电池可以通过在白天收集到的太阳光自动重复充电，手表的时间很准确，一年中只相差3分钟；其次，它相当耐用，它表面是用如同钻石般的玻璃制造的；第三，它有多重功能，不仅能提供一个准确的之间，并且可以显示年月日和星期，它还可以在你所需要的任何时刻作为闹钟使用，此外不管你何时按下它左边的红色按扭时你都可以听到一段音乐。最后，它的皮制表链有多种颜色提供，你可以根据衣服的颜色进行搭配。当前的市场调查显示它尤为受到年轻女士们的青睐。

2.6.3故障设计
今天，传统型设计，国际保险市场普遍愿意，特别条款，对一些涉及的意外损坏，健全合同工程所造成的设计缺陷，但这样做通常会希望保留的追索权的雇主的顾问工程师/设计师。因此，重要的是在这方面不包括顾问工程师/设计师之间的政策投保人，否则，这些权利将得到有效放弃。
设计风险时变得更加繁重的主要承包商进行了设计，并负责设计缺陷的任何合同规定的条件，因为在这种情况下，尤其是因为他将是一个保险的政策，没有对他提出一般会可能的。
所有咨询工程师/设计人员应考虑安排足够的专业弥偿保险，以保护自己不受任何法律的行动引起的设计错误。
设计的不寻常的还是非传统的性质，保险公司可能仍然不愿意给予任何设计覆盖延伸。然而，没有硬性规定可以放下和每个案例必须判断其优点。凡保险人要求提供的后果设计缺陷包括以下资料应取得：
（一）谁进行了设计永久性工程;
（二）谁设计的临时工程;

（三）谁负责的设计，永久和临时工程的工程合同;
（四）有什么调查（地质，水文，地震，气候等）进行了事先的决定作出的关于设计;
（五）有什么经验的设计师设计，生产类似的项目;
（六）有什么特点，新的或未经证实的设计。

为了限制风险，保险公司可能会承担错误的设计包括可实行限制赔偿限额和/或高免赔额。

设计了条款2.6.3错误
今天,对传统式设计,国际保险市场普遍优惠,在特定条件,一些应对意外伤害造成的声音合同工程的设计,但有缺陷的这样做会经常想保留权利向雇主的咨询工程师和设计师。因此,这是很重要的,在这方面不包括咨询工程师/设计者在保险政策,否则这些权利将有效地放弃。
风险越来越繁重的设计时,总承包商进行了设计和负责任何的设计缺陷,其在本合同项下的情况,因为在这种情况下,特别是当他将被保险人的政策,他将通常追索权是可能的。
咨询工程师/设计者应该考虑安排适当的专业责任保险,为了保护自己不受任何法律行动及其引起的设计错误。
为设计的不寻常性质、保险或非传统仍然可能不愿意给任何设计扩展。然而,没有硬性规定可以放下,每个案例中必须以它的优点。每当保险人要求提供的设计缺陷的后果,以下资料,应事先取得。
(我)开展设计永久工程。
(二)谁将设计的临时性的。

(三)谁会负责设计的永久和临时性的工作合同下。
(四)地质、水文、调查(地震、气候等)进行了之前的设计决策。
(五)什么是经验的设计师设计的类似工程的制作。
(六)有什么特色的小说或未经证实的设计。

为了减少这种风险,保险人可以假定有毛病的设计可以限制赔偿范围的和/或高扣除。

为了减少这种风险,保险人可以假定有毛病的设计可以限制赔偿范围的和/或高扣除。

看看是否比楼上好.是就采纳.

2.6.3 Faulty design 2.6.3故障设计
Today, for traditional type designs, the international insurance market is generally prepared to offer, on special terms, some cover against accidental damage to sound contract works caused by a defective design, but in doing so will usually wish to retain rights of recourse against the employer's consulting engineer/designer.今天，传统型设计，国际保险市场普遍愿意，特别条款，对一些涉及的意外损坏，健全合同工程所造成的设计缺陷，但这样做通常会希望保留的追索权的雇主的顾问工程师/设计师。 Accordingly, it is important in this respect not to include the consulting engineer/designer amongst the policy insureds, otherwise these rights will be effectively waived.因此，重要的是在这方面不包括顾问工程师/设计师之间的政策投保人，否则，这些权利将得到有效放弃。
The design risk becomes more onerous when the main contractor has carried out the design and is responsible for any design defects under the contract conditions, because in this case and especially as he will be one of the policy insureds, no recourse against him will generally be possible.设计风险时变得更加繁重的主要承包商进行了设计，并负责设计缺陷的任何合同规定的条件，因为在这种情况下，尤其是因为他将是一个保险的政策，没有对他提出一般会可能的。
All consulting engineers/designers should consider arranging adequate professional indemnity insurance in order to protect themselves against any legal actions resulting from their design errors.所有咨询工程师/设计人员应考虑安排足够的专业弥偿保险，以保护自己不受任何法律的行动引起的设计错误。
For designs of an unusual or non-traditional nature, insurers may still be reluctant to grant any design cover extension.设计的不寻常的还是非传统的性质，保险公司可能仍然不愿意给予任何设计覆盖延伸。 However, no hard and fast rules can be laid down and each case must be judged on its merits.然而，没有硬性规定可以放下和每个案例必须判断其优点。 Whenever an insurer is asked to provide consequences of defective design cover, the following information should be obtained:凡保险人要求提供的后果设计缺陷包括以下资料应取得：
(i) who carried out the design of the permanent works; （一）谁进行了设计永久性工程;
(ii) who will design the temporary works; （二）谁设计的临时工程;

(iii) who will be responsible for the design of the permanent and temporary works under the works contract; （三）谁负责的设计，永久和临时工程的工程合同;
(iv) what investigations (geological, hydrological, seismic, climatic etc) were undertaken prior to decisions being made regarding the design; （四）有什么调查（地质，水文，地震，气候等）进行了事先的决定作出的关于设计;
(v) what is the experience of the designer in producing designs of similar projects; （五）有什么经验的设计师设计，生产类似的项目;
(vi) are there any features of novel or unproven design. （六）有什么特点，新的或未经证实的设计。

In order to limit the risks, the insurer might assume the faulty design cover can be restricted by introduction of indemnity limits and/or high deductibles.为了限制风险，保险公司可能会承担错误的设计包括可实行限制赔偿限额和/或高免赔额。

(A) the establishment of a clear career planning

In the era of knowledge economy, competition for talent will become more intense, human resource management is an important task is to attract and retain talent in order to retain talent, companies should be the perspective of the employees do a good job for staff career planning, from the staff's abilities, interests to judge, evaluate. Business-to-career employees an incentive system designed to closely link the development needs of corporate strategy and career management system design guiding ideology and guiding principles manner. Incentives for career management self-assessment fwww.rixia.ccrom the employee started the enterprise to provide the necessary assessment tools. In order to help employees develop the best suited to their career development plan, in order to arrange the most suitable employees in the most suitable positions, the enterprises should also evaluate the staff, which includes inspection visits by practice staff work performance, employee values, vocational orientation, hobbies, abilities and potential areas of testing and evaluation. Then provided to the employee's career development resources and the environment, companies help employees to develop career planning. Career planning and implementation process should pay attention to ongoing communication and evaluation and feedback. Finally, the preparation of career management handbook, career management related to the theory, guiding ideology, system and career management resources. To staff to design a set of line with their nature,日夏养花网 characteristics and needs of better career management system for their development provide a vast space and a wealth of resources and a fair competitive environment.

(B) to develop training incentives

Staff training and education is to enable employees and a growing source of power. In the era of knowledge economy, competition for talent will become more intense, training and education in attracting, retaining an important bargaining chip. However, before doing a large number of training inputs, the most important thing is to do a scientific analysis of training needs and develop training objectives. Project design and implementation phase is defined as pre-stage of the development of training needs analysis to develop content and design of training methods in order to effectively implement training. The assessment phase is based on standards set by companies to collect data on the main stage, and explain and analysis, the participants pre-tests, monitoring training, evaluation of training and reached important results. Assessment is ongoing throughout the training, each stage of development. Feedback and communication stage is the result of the evaluation feedback to the relevant personnel and departments, in particular human resource development sector, relevant personnel, and communicate with them in order to determine whether it should continue within the organization of the training. An urgent need for staff to improve the urgent need for training of the staff is great reward, of course, if an enterprise's human resources department strong in training, the training and personal career closely, thereby better encourage the performance of trainees in training in order to improve training effectiveness. This will be to maintain high-quality staff and strong competitiveness, one of the sources, so enterprises must attach great importance to training.

(A) the establishment of a clear career planning
In the era of knowledge economy, competition for talent will become more intense, human resource management is an important task is to attract and retain talent in order to retain talent, companies should be the perspective of the employees do a good job for staff career planning, from the staff's abilities, interests to judge, evaluate. Business-to-career employees an incentive system d日夏养花网esigned to closely link the development needs of corporate strategy and career management system design guiding ideology and guiding principles manner. Incentives for career management self-assessment from the employee started the enterprise to provide the necessary assessment tools. In order to help employees develop the best suited to their carewww.rixia.ccer development plan, in order to arrange the most suitable employees in the most suitable positions, the enterprises should also evaluate the staff, which includes inspection visits by practice staff work performance, employee values, vocational orientation, hobbies, abilities and potential areas of testing and evaluation. Then provided to the employee's career development resources and the environment, companies help employees to develop career planning. Career planning and implementation process should pay attention to ongoing communication and evaluation and feedback. Finally, the preparation of career management handbook, career management related to the theory, guiding ideology, system and career management resources. To staff to design a set of line with their nature, characteristics and needs of better career management system for their development provide a vast space and a wealth of resources and a fair competitive environment.
(B) to develop training incentives
Staff training and education is to enable employees and a growing source of power. In the era of knowledge economy, competition for talent will become more intense, training and education in attracting, retaining an important bargaining chip. However, before doing a large number of training inputs, the most important thing is to do a scientific analysis of training needs and develop training objectives. Project design and implementation phase is defined as pre-stage of the development of training needs analysis to develop content and design of training methods in order to effectively implement training. The assessment phase is based on standards set by companies to collect data on the main stage, and explain and analysis, the participants pre-tests, monitoring training, evaluation of training and reached important results. Assessment is ongoing throughout the training, each stage of development. Feedback and communication stage is the result of the evaluation feedback to the relevant personnel and departments, in particular human resource development sector, relevant personnel, and communicate with them in order to determine whether it should continue within the organization of the training. An urgent need for staff to improve the urgent need for training of the staff is great reward, of course, if an enterprise's human resources department strong in training, the training and personal career closely, thereby better encourage the performance of trainees in training in order to improve training effectiveness. This will be to maintain high-quality staff and strong competitiveness, one of the sources, so enterprises must attach great importance to training.

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