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Terms and Conditions
(a) Unless expressly stated to the contrary all costs and fees are exclusively of any applicable value added or any other sales tax and any applicable delivery charges, for which the Customer shall be additionally liable.
(b) Any travel or incidental expenses incurred in undertaking projects or retained work, unless otherwise agreed by in writing, will be charged to the customer.
(c) may (at its discretion) increase any part of the costs or fees payable: -
(i) in respect of design work where the Customer's requirements are not clear, necessitating the production of additional proofs
(ii) where any change in the Customer's requirements necessitates additional work and/ or materials costs to Blue Moon Creative;
(iii) where incurs additional costs as a result of any delay caused by any instructions of the Customer, failure of the Customer to give Blue Moon Creative adequate information or instruction or failure of the Customer to supply clear or legible copy.
(d) Unless otherwise agreed by , payment of 50% is requested on confirmation of order. Payment of Blue Moon Creative invoices shall be made with 14 days of date of invoice.
(e) If the Customer fails to make payment on the due date, shall be entitled to charge the Customer under the Late Payment of Commercial Debt Act 1998 interest at 8% above the Bank of England base rate. This sub-clause shall continue to apply notwithstanding that Blue Moon Creative obtains judgment against the customer.
(f) retains ownership of Intellectual Property of commissioned work until all relevant outstanding monies are settled in full.
2) Delivery and Acceptance
(a) Delivery of Commissioned Work shall be made in the manner appropriate to the nature of the Commissioned Work (as determined by Blue Moon Creative) or as specifically agreed between and the Customer
(b) The Customer shall accept the Commissioned Work by written notification which may be given by electronic transmission including (without limitation) email or facsimile transmission PROVIDED THAT COMMISSIONED WORK SHAL BE DEEMED ACCEPTED IF THE CUSTOMER HAS NOT NOTIFIED IN WRITING OF BONA FIDE REASONS FOR WITHHOLDING ACCEPTANCE.
3) shall endeavour to fulfill all orders which may from time to time be placed with it by the Customer and shall endeavour to comply with delivery dates quoted but the time for delivery shall not be of the essence. SHALL NOT BE LIABLE FOR ANY DIRECTLY OR INDIRECTLY ATTRIBUTABLE TO ANY DELAY BEYOND THE STATED DELIVERY DATE.
4) Risk. The risk in Commissioned Work shall pass to the Customer on delivery and the Customer should therefore be insured accordingly.
5) Renewals. Domain names, web hosting and other annual charges will be automatically renewed yearly unless are notified in writing or via email at least 30 days prior to the invoiced renewal date.
Our Equal Opportunities Policy
1 Statement of policy
The aim of this policy is to communicate the commitment of the directors and senior management to the promotion of equality of opportunity in .
It is our policy to provide employment equality to all, irrespective of:
Gender, including gender reassignment
Marital or civil partnership status
Having or not having dependants
Religious belief or political opinion
Race (including colour, nationality, ethnic or national origins,being an Irish Traveller)
We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds.
Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.We recognise that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.
2 To whom does the policy apply?
This policy applies to all those who work for
3 Equality commitments
We are committed to:
Promoting equality of opportunity for all persons
Promoting a good and harmonious working environment in which all persons are treated with respect
Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
Fulfilling all our legal obligations under the equality legislation and associated codes of practice• Complying with our own equal opportunities policy and associated policies
Taking lawful affirmative or positive action, where appropriate
Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.
The managing director has specific responsibility for the effective implementation of this policy. We expect all our employees to abide by the policy and help create the equality environment which is its objective.
In order to implement this policy we shall:
Communicate the policy to employees, job applicants and relevant others
Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in nondiscriminatory selection techniques
Incorporate equal opportunities notices into general communications practices (eg, staff newsletters, intranet)
Ensure that adequate resources are made available to fulfil the objectives of the policy.
5 Monitoring and review
We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy.
The effectiveness of our equal opportunities policy will be reviewed regularly [at least annually] [in consultation with the recognised trade union(s) if appropriate] and action taken as necessary. For example, where monitoring identifies an under-representation of a particular group or groups, we shall develop an action plan to address the
Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter directly with the managing director or the financial director.
All complaints of discrimination will be dealt with seriously, promptly and confidentially.
In addition to our internal procedures, employees have the right to pursue complaints of discrimination to an industrial tribunal or the Fair
Employment Tribunal under UK anti-discrimination legislation.
Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.