Design Brief: Definition

Where art is primarily concerned with aesthetics, graphic design is essentially a problem-solving discipline. Great design, therefore, must begin with a comprehensive understanding of the business problem that needs to be solved and this is the purpose of a design brief.

A design brief is a written document that thoroughly explains the problem that needs to be solved by a designer or designer team. It should primarily focus on results of design, outcomes of design, and the business objectives of the design project. It should not attempt to deal with the aesthetics of design. That is the responsibility of the designer.

A proper design brief is not the same as a request for proposal (RFP), or the resulting proposal. These two documents are incorporated into a proper design brief after the design team has developed a preliminary proposal in answer to the RFP. The person or group with the need for graphic design prepares the RFP, and graphic design groups prepare the proposal as a response to these stated needs.

What’s in a graphic design brief?

  • Why are we doing this project?
  • What are we trying to accomplish?
  • Why is this project needed?
  • Why are we doing it now?
  • What specific business outcomes, or results, do we expect from this graphic design project?
  • Who are we designing for (this requires a very precise and complete description of the target audience for the graphic design project)?
  • Who are the key stakeholders (eg sales, marketing, law, distribution, procurement, manufacturing, etc) in this project?
  • What is the current and anticipated business environment for the results of this graphic design project?
  • What, precisely, are the phases of this graphic design project?
  • How much time must be devoted to each phase?
  • How much will each phase cost?
  • What is the competitive environment like?
  • Who will approve the final graphic design solution?
  • What criteria will be used for this approval?
  • How will the graphic design solution be implemented?
  • How will the results be measured?

A good graphic design brief should answer the following questions:

A fully developed graphic design brief for a major project must incorporate the background, needs statements, and tactical information such as time frames, budget, and desired outcomes, contained within both the RFP and the proposal. Once these two documents have been completed, they are melded together into a proper graphic design brief, which will usually include more comprehensive data than had been included in either the RFP or the proposal. It is essential this document is written down rather than being in the form of a verbal agreement to avoid later disputes.

A truly useful graphic design brief should be developed by two people – one representing the group with the business need for graphic design and one person representing the graphic design company that will execute the graphic design work. Both individuals are equally accountable for the results of the graphic design project.

Graphic Design diagnosis

A graphic design brief assists all the key stakeholders in the design project. The designer must have every bit of information possible in order to develop an effective design solution. It is rather like a relationship with a physician. If the physician isn’t told about all of the patient’s symptoms, then the physician cannot offer the best treatment for the problem. Similarly, relevant information must not be withheld from the designer, who needs it in order to design a useful solution.

A roadmap for the graphic design process

For all stakeholders, including the designer, the graphic design brief becomes a written agreement describing business objectives and the design strategy to meet those objectives. It is a roadmap through the process, a project-tracking document, an outline for a presentation for approval of the graphic design project, an implementation plan, a plan for measuring results of the design project, and an archival document that will be useful for similar projects in the future.

The graphic design brief should not dictate how a designer will actually execute the graphic design. Rather, the graphic design brief describes the problem and the desired business outcomes of the design work. It is up to the designer to create the most effective and creative graphic design solution to solve the problem, using the most effective techniques employed by the particular design discipline.

In nearly all cases, the outcomes of the graphic design project will be measurable data, such as an increased percentage share of market, an increase in sales of the product or service, increase in customer satisfaction, or increase in overall profitability. These measurements generally reflect the business needs of the enterprise.

Top tips on writing a good graphic design brief

Prepare a graphic design brief in advance of design concept development. This process will save time and ensure more effective graphic design results.

Ensure your brief includes business objectives, desired outcomes and a clearly articulated graphic design strategy.

Get the most out of your graphic design brief. For designers they become a key way of understanding the business problem to be solved and the audience they are targeting. For business partners, design briefs offer an opportunity to clarify their actual need for a design project, and give a quantifiable means to measure return on investment. Above all, design briefs provide an opportunity to ensure that all stakeholders are in unanimous agreement with the approach and process to be followed in developing an effective design solution.

Assume nothing. Many design projects go wrong because someone ‘assumes’ someone else knows what they know. All parties involved must be able to ask as many questions as necessary when developing the design brief. Design briefs are produced to ensure absolute clarity, understanding, and agreement from all stakeholders.

Write up your design brief to avoid comments such as, ‘Don’t you remember I told you…’, or, ‘I don’t recall saying that’, which often lead to confrontations which may delay the successful completion of design projects.

Remember partnership means working ‘with’ people, not working ‘for’ them. ‘Accountability’ means accepting responsibility for outcomes. The commissioner and the designer must be partners – working with each other – and both accepting accountability.

Don’t have a standard design brief. Design briefs should vary according to the discipline involved. For example, a design brief for a new product design will include many areas that are not necessary for a graphic design project for a piece of literature. Practitioners in each design discipline will develop their own list of essential ingredients for each design brief.

Always include an appendix of some sort to include competitive samples, and other ‘inspirational’ materials useful to a design team.

Archive all your design briefs. Many projects undertaken later will have similar objectives, and you can save time by referencing past briefs for projects.

Send a copy of the design brief to all parties involved. This will help when reviewing the final solution for implementation.

Environmental Policy

Approved by Frank Connolly on 15/03/2020.

A paper copy of this policy is kept Company Policy Documents.

An electronic copy of this policy is available on the Wee Creative Company website.

A copy of this policy has been made available to the persons listed below, who are responsible for circulating this policy as appropriate to interested parties.

  • All employees

By virtue of fully completing this interactive Environmental Policy template, Wee Creative Company has ensured that it remains legible and is fully identifiable.

This policy will be reviewed annually.

Definitions

For the purposes of this document, the following terms apply:

  • Senior management is defined as the directors, officers and senior managers of the organization.
  • Environmental aspects are the elements of Wee Creative Company’s activities, products and services that can interact with the environment.
  • Environmental impacts are the changes to the environment that result from Wee Creative Company’s environmental aspects.

Policy Statement

Wee Creative Company acknowledges that the environment can potentially be impacted by any of its activities, products and services. This policy sets out how the organization will manage, monitor, measure and otherwise be accountable for its ongoing environmental performance.

In the implementation of this policy, Wee Creative Company will adhere to the requirements of relevant local, national and international law pertaining to the environmental aspects and impacts of the organization and ensure that this policy kept up to date in line with those requirements.

Wee Creative Company is committed to prevent pollution wherever possible and will ensure that as well as optimising new products, services and processes to facilitate this prevention, existing systems and processes are reviewed in order to identify areas for pollution prevention. For each product, service, system or process, this will be achieved by:

  • eliminating the use of polluting materials or technologies;
  • reducing the use of polluting materials or technologies;
  • transferring materials or waste outside of Wee Creative Company for recycling or reuse; and,
  • where no other option is available, controlled disposal or incineration.

Wee Creative Company will integrate environmental management procedures, processes and planning with the general operations of the organization to maximise the potential reduction of the organizations environmental impacts.

Through the use of environmental performance evaluation procedures and key performance indicators, Wee Creative Company will seek continual improvement in its environmental performance. This will be achieved through the proper implementation of its environmental management system. The design, development and management of the environmental management system, related procedures and indicators is the responsibility of senior management.

Through the implementation of this policy, Wee Creative Company will set a leading example of good environmental management for its industry.

It is the responsibility of senior management to ensure that this policy is implemented throughout the organization.

It is the responsibility of senior management to ensure that this policy is properly maintained and up to date.

Equal Opportunities Policy

Version 1.3:

Approved by Frank Connolly on 15/03/2020. A paper copy of this policy is kept Company Policy Documents. An electronic copy of this policy is available on the Wee Creative Company website.

A copy of this policy has been made available to the persons listed below, who are responsible for circulating this policy as appropriate to interested parties.

– Frank Connolly

– Paul Connolly

By virtue of creating this Equal Opportunities and Diversity Policy, Wee Creative Company has ensured that it remains legible and is fully identifiable.This policy will be reviewed annually.

Definitions

For the purposes of this document, the following terms apply:
Senior management is defined as the directors, officers and senior managers of the Company.

Discrimination is defined as the direct or indirect unequal or differential treatment that can lead to one person being treated more or less favourably than others would be in similar circumstances on the grounds of age, colour, disability, ethnic origin, gender,
marital status, nationality, race, religion or sexual orientation.

Policy statement

Wee Creative Company commits to:

  • provide a working environment where there is equality of opportunity and freedom from unlawful discrimination on the grounds of age, colour, disability, ethnic origin, gender, marital status, nationality, race, religion or sexual orientation;
  • remove unfair and discriminatory practices from within the company;
  • provide a service to its customers that does not discriminate upon them through the mean by which they can access the company’s products and services;
  • ensure that assessment, development, promotion, recruitment, redundancy and service provision are determined on the basis of capability, experience, productivity, qualifications and skills; and
  • review and revise this policy as necessary at regular intervals.

Signed by
Frank Connolly
Managing Director
on behalf of Wee Creative Company:

Responsibilities

The overall and final responsibility for the implementation of this policy is that of the company directors.

The day-to-day responsibility for ensuring that this policy is put into practice is delegated to Frank Connolly.

All employees must co-operate with supervisors and managers in the implementation of this policy.

Individual employees can be held liable for discriminatory practice by and employment tribunal. This can also result in them being responsible for the payment of compensation.

Breaches of this policy should be reported to Frank Connolly.

Breaches of this policy by employees will be dealt with in accordance with the company’s disciplinary and grievance procedures.

Wee Creative Company will, where possible, ensure that all sub-contractors and other agents act in accordance with this policy, but accepts no responsibility for their actions in regard to this policy.

Specific arrangements

Age

Redundancy payments (and the calculation thereof) are exempt from this policy.

Disability

In order to give disabled persons as much access to services as those who are not disabled, and in order to ensure they have equal opportunities for employment, training and promotion, reasonable adjustments will be made in the following areas:

  • premises;
  • the employee’s duties;
  • the employee’s role;
  • the employee’s working location;
  • availability and flexibility of time off work for medical treatment or rehabilitation;
  • training, mentoring and development; and
  • availability of suitable equipment and training.

Employee advice and support

For 3rd-party advice and support, employees should contact one of the organisations listed below:

  • Equality and Human Rights Commission
  • Citizens Advice Bureau
  • Community Legal Services Direct

Health and Safety Policy Statement

Version 3: Approved by Frank Connolly on 15/03/2020.

A paper copy of this policy is kept Company Policy Documents.

An electronic copy of this policy is available on the Wee Creative Company website.

A copy of this policy has been made available to the persons listed below, who are responsible for circulating this policy as appropriate to interested parties.

  • Frank Connolly
  • Paul Connolly

By virtue of creating this interactive Health and Safety Policy, Wee Creative Company has ensured that it remains legible and is fully identifiable.

This policy will be reviewed annually.

Definitions

For the purposes of this document, the following terms apply:

Senior management is defined as the directors, officers and senior managers of the organization.

Policy statement

Wee Creative Company commits to:

  • provide adequate control of the health and safety risks arising from our work activities;
  • consult with our employees on matters affecting their health and safety;
  • provide and maintain safe plant and equipment;
  • ensure safe handling and use of substances;
  • provide information, instruction and supervision for employees;
  • ensure all employees are competent to do their tasks, and to give them adequate training and instruction;
  • prevent accidents and cases of work-related ill health;
  • maintain safe and healthy working conditions; and
  • review and revise this policy as necessary at regular intervals.

Responsibilities

The overall and final responsibility for health and safety is that of the company directors.

The day-to-day responsibility for ensuring that this policy is put into practice is delegated to Frank Connolly.

In addition to the responsibilities described above, all employees must:

  • co-operate with supervisors and managers on health and safety matters;
  • not interfere with anything provided to safeguard their health and safety;
  • take reasonable care of their own health and safety; and
  • report all health and safety concerns to Frank Connolly.

Arrangements

Risk assessment

Risk assessments will be undertaken by Paul Connolly.

Findings of risk assessments will be reported to Frank Connolly.

Actions required to remove or control risks will be approved by Frank Connolly.

Paul Connolly will be responsible for ensuring that the actions required are implemented.

Assessments will be reviewed every Annually, or whenever the work activity changes.

Consultation with employees

For employees who are member of a union, the union will be consulted in relation to health and safety matters affecting those employees.

Employees will be consulted directly on health and safety matters.

Safe plant and equipment

Studio Manager will be responsible for identifying all equipment/plant needing maintenance.

Senior Management will be responsible for ensuring effective maintenance procedures are drawn up.

vAny problems with plant/equipment will be reported to Studio Manager.

Senior Management will check that new plant and equipment meets health and safety standards before it is purchased.

All employees are responsible for reporting problems with plant/equipment and for completing any maintenance tasks they have been assigned.

Safe handling and use of substances (COSHH)

Senior Management will be responsible for identifying all substances that need a COSHH assessment.

Studio Management will be responsible for undertaking COSHH assessments.

Senior Management will be responsible for ensuring that all actions identified in the assessments are implemented.

Senior Management will be responsible for ensuring that all relevant employees are informed about applicable COSHH assessments.

Studio Management will be responsible for checking that new substances can be used safely before they are purchased.

Assessments will be reviewed every Annually or whenever the work activity changes.

Information, instruction and supervision

The Health and Safety Law poster can be found on Wee Creative Website.

Health and safety advice is available from Frank Connolly.

Training and competency

Frank Connolly will be responsible for:

  • induction training;
  • job-specific training;
  • keeping training records;
  • identifying training;
  • arranging training; and
  • monitoring training.

Training records are kept Company Documents.

Certain jobs require special training. Those jobs and the training required are listed below:

Accidents, first aid and work-related ill health

The first aid box is kept Studio Provisions.

The appointed first aider is Frank Connolly. All accidents and cases of work-related ill health are to be recorded in the accident book. The book is kept Health & Safety Files.

Monitoring

To check our working conditions and to ensure that our safe working practices are being followed, we will:

  • Carry out regular check on Chairs and Furniture for any defects and make good. Regular checks on computers and accessories.

Frank Connolly is responsible for investigating accidents and work-related causes of sickness absences.

Paul Connolly is responsible for acting on those investigation findings to prevent recurrence.

Emergency procedures

Many Studios management will be responsible for ensuring that the fire risk assessment is undertaken and implemented.

Many Studios management will be responsible for checking escape routes.

Many Studios management will be responsible for maintaining and checking fire extinguishers.

Many Studios management will be responsible for testing alarms.

Escape routes are to be checked regularly as required.

Fire extinguishers are to be checked regularly.

Alarms are to be tested regularly.

Emergency evacuation will be tested every 6 months.

Recruitment Policy

The Wee Creative Company acknowledges that its employees are fundamental to its success and is committed to ensuring that the recruitment and selection process is conducted in a manner that is systematic, efficient and effective and promotes equal opportunities.

A strategic and professional approach to the any recruitment process enables the Wee Creative Company to attract and appoint employees with the necessary skills and attributes to fulfil its strategic aims and therefore supports the Wee Creative Company’s values. This policy has been designed to provide a flexible framework that promotes good practice and adopts a proactive approach to equality in the workplace.

Job Description

Before employees are recruited a job description should be drawn up using the Job Description Form.

This should detail the main purpose, the main tasks and the extent of the job. A good job description is vital to the success of the recruitment and selection process as it is the foundation upon which the person specification, the advertisement, the interview and appraisal and performance procedures will be derived.

Writing a good job description helps in the process of analyzing the needs of the job. A good job description also enables prospective applicants to assess themselves for the job and provides a benchmark for judging achievements.

Equal Opportunities

The Wee Creative Company is committed to a policy of equal opportunities to ensure that no unlawful discrimination occurs in the recruitment and selection process on the grounds of race, religion or belief, colour, sex, age, national origin, disability or sexual orientation.

To help the company monitor this, applicants should be sent an Equal Opportunities Monitoring Form with any Employment Application Form or information pack. Any information obtained from the form will be held confidentially and used for monitoring purposes only and will not be shown to the interview panel before the selection and interview process.

Review

When a vacancy arises it presents an opportunity to consider restructuring or to reassess the requirements of the job. This assessment is valid whether it is to fill an existing job or a new one. The following questions need to be asked by management.

  • Has the purpose of the job changed?
  • Has the job changed from what was originally envisaged?
  • Have work patterns, new technology or new products altered the job?
  • Are there any changes anticipated which will require different, more flexible skills from the job-holder?

The answers to these questions should help to clarify the actual requirements of the job. Where a vacancy occurs through the resignation of an existing employee, the employee should be encouraged via an exit interview to give feedback on their role, responsibilities and associated issues to see if useful changes can be made to the job description and/or person specification.

Person Specification

Having established the duties of a job through the process of drawing up a job description, it is then necessary to clearly establish what attributes a person needs to be able to fulfil the duties of the job.

The person specification describes the knowledge, skills, abilities, experience and qualifications needed by the individual to carry out the duties of the job, as described in the job description. This should be prepared using the Person Specification Form.

The criteria specified under these headings should be measurable and justifiable, as they will form the basis of the selection process. It is very important that the skills, aptitudes, knowledge and any criteria relating to personal qualities or circumstances included in the specification are related precisely to the needs of the job. It is also essential not to discriminate against any particular groups of potential applicants.

The person specification helps the selection and subsequent interview to operate in a systematic way by reducing subjectivity and bias and promoting objectivity.

Salary

Once the job description and person specification have been drawn up, rates of pay should be considered. Factors such as scales, grades, and market rates and skills shortages may affect pay rates and care should be taken to comply with the requirements of the equal pay and discrimination legislation and the provisions of the National Minimum Wage Act 1998.

Advertising the Position

Job advertisements should be publicized as widely as possible as to encourage applications from all suitably qualified and experienced people.

In order to attract applications from all sections of the community, the Wee Creative Company will endeavour to ensure that advertisements are not restricted to areas or publications which would exclude or disproportionately reduce applications from a particular gender or racial or age group.

To attract the right applicants, the advertisement needs to be designed and presented effectively. It must be tailored to the level of the target audience and should always be clear and easily understood using positive words and imagery.

The text should be kept short and simple while giving the main aspects of the job, career prospects, location and contract length and should specify details, such as pay, qualifications and experience required, in a way which will reduce the number of unsuitable applications and only where it is a requirement of the job. The advertisement should avoid prescribing requirements as to marital status. An age limit or group should not be specified and words like “mature” or “young” should be avoided.

All job advertisements should specify a closing date and state how applicants should respond e.g. by requesting an Employment Application Form or information pack, by sending a CV with a covering letter etc. It should also state the Wee Creative Company’s commitment to equal opportunities.

The Selection Panel

The panel should consist of two or more people and should involve the direct line manager/supervisor as well as personnel. As soon as membership of the panel is identified they should meet to plan and set dates for the whole recruitment schedule.

Staffs that are involved in the recruitment and selection process will receive appropriate guidance in fair interviewing and selection procedures and must be aware of the principles of sex, race, disability and age discrimination and other relevant legislation. The selection process must be carried out consistently for all jobs at all levels.

The selection of new employees will be based on job requirements and the individual’s suitability and ability to do the job and information sought from applicants will relate only to the qualifications for or requirements of the job. The panel should.

  1. Agree selection methods, e.g. interviews, selection tests such as practical or psychometric tests, role-plays, team exercises etc.
  2. Shortlist applications.
  3. Develop interview questions.
  4. Decide if references/medicals are to be requested and when.
  5. Conduct interviews and any selection tests.
  6. Make the decision.

Short Listing

Before the selecting the candidates for the interview stage there may be a need to priorities the applications to enable you match the applicants as closely as possible to the job description and person specification to produce a shortlist of people to interview.

The Employment Application Form Covering Letter should make it clear if references or medicals are to be taken up and at what stage and if preliminary medical information is required, applicants should be sent a separate Pre-Employment Health Questionnaire.

The applicants who best match the job description and person specification can then be invited for interview using the Offer of Interview Letter. Those not invited for interview should be informed using the Rejection Pre-Interview Letter.

Interviews

A structured interview that is designed to discover all relevant information and assess the competencies of the applicant is an efficient method of focusing on the match between job and applicant. Planning for the interview is very important. It not only ensures that all applicants are treated fairly but are also left with a positive and professional image of the Wee Creative Company.

The panel should decide how the interview will be structured and plan the questions It also means that there is a consistent form to the interviews. All questions should relate to the selection criteria. Questions should appropriate and not be based on assumptions about roles in the home and the family, or the assumed suitability of different ethnic or age groups for the post in question. Applicants should not be asked their age.

Where it is necessary to assess whether personal circumstances will affect the performance of the job (for example, if the job involves irregular hours or extensive travel) this should be discussed objectively and asked equally of all applicants. Disabled applicants should not be asked about the nature of their disability or how it will affect their ability to perform the job. Any information needed to facilitate the employment of a disabled applicant should be followed through after the appointment has been offered.

Interview arrangements (such as accessible interview rooms or the assistance of a sign interpreter) should be offered to disabled applicants to enable them to compete on an equal basis. If selection tests are to be carried out they must be free of bias and relate to the necessary requirements of the job. Consideration in giving any tests must include the objectives of such a test, the efficiency of the method selected, the number of applicants and the costs and benefits of such a method.

The purpose of the interview is to draw information from the applicant beyond that already contained in the application form to decide if they would be suitable for the position and to allow applicants the opportunity to demonstrate their skills, knowledge and abilities against the person specification.

Each panel member should use a structured scoring system based on the applicant’s competencies to record relevant answers and detail to show the personal assessment of each interview. The panel should keep an open mind on all applicants and a decision should only be made after all applicants have been interviewed and assessed against the person specification.

The panel needs to be clear about why applicants were not selected and ensure that their notes reflect the decision making process.

After the interview

A detailed record of the procedure should be written as soon as possible after the interview and the decision on whom to employ made as soon as possible also. Recording answers and detail is important not only for the decision making process.

But also to provide feedback if so requested by applicants. The provisions of the Data Protection Act 1998 enable applicants to ask to see interview notes where they form part of a “set” of information about the applicant (e.g. the application form, references received etc, or the full personnel file if the applicant is already working for the Wee Creative Company).

The reasons for appointing or not appointing a particular applicant may also be challenged under discrimination legislation. Details of applicants and of selection decisions should be kept for six months after an appointment has been made, after which the information should be destroyed. Information on the successful applicant will form the basis of their Personnel Record. Data that is kept should be securely stored.

References and Qualifications

If references are to be sought, the Employer’s Request for Reference Letter should be used. Current employers should not be approached without the applicant’s express permission.

Where certain qualifications are essential for a particular job, applicants should be asked for proof (ideally by asking the applicant to bring along certificates to the interview) and if checks on such qualifications are to be made, the applicant should be told of the check and the fact that copies of any relevant documents will be held on their personnel file.

Medicals

If a pre-employment health check is essential it must be carried out in a non-discriminatory way, e.g. disabled people should not be singled out for medical assessment. If a report from an individual’s doctor is sought, then written permission must be given by the individual and they must be informed of their right to refuse. They must also be informed of their right to.

  1. See the report before or after it is supplied.
  2. Withhold consent to the report being shown to the employer.
  3. Request that the report be amended.

Criminal Records

If the job requires a criminal records check this should be made via the Criminal Records Bureau.

Work Permits

It is a criminal offence for an employer to employ an individual who does not have permission to live or to work in the United Kingdom.

So a check should be made that an individual is eligible to live and work in the UK via the Home Office Careful consideration should be given to the best point in the process to carry out any checks (e.g. at shortlist or offer stage) and where possible only the successful applicant should be checked. If a check reveals adverse information about an applicant they should be given the chance to explain.

The Job Offer

Once the successful applicant has been identified all applicants should be written to as soon as possible to inform them of the outcome using the Offer of Employment Letter or the Rejection Post-Interview Letter.

The offer letter should state the specifics of the job and any conditions, including any pre-conditions or post-conditions. A written statement of the main terms and conditions of employment is required by law to be issued to the employee within two months of them starting work.

Induction

Following the appointment to the post, an induction programme should be developed for the new employee following the guidelines contained in the Wee Creative Company’s Induction Policy.

Review of Recruitment Practice

Recruitment procedures and practices should be kept under review so as to ensure that this policy is being adhered to and to ensure that they do not include requirements or conditions that constitute, or may lead to, unlawful discrimination.

Complaints

Any applicant who feels that they have not been treated fairly in the recruitment and selection process should contact the company in writing who will investigate the matter and report back to the applicant.

Terms and Conditions

The following Terms and Conditions of Service apply to all products and services provided by Wee Creative Company.
All work is carried out by Wee Creative Company on the understanding that the client has agreed to Wee Creative Company‘s terms and conditions.
Copyright is retained by Wee Creative Company on all design work including words, pictures, ideas, visuals and illustrations unless specifically released in writing and after all costs have been settled.
If a choice of design is presented, only one solution is deemed to be given by Wee Creative Company as fulfilling the contract. All other designs remain the property of Wee Creative Company, unless agreed in writing that this arrangement has been changed.

Project Acceptance

At the time of proposal, Wee Creative Company will provide the customer with a written estimate or quotation. The Terms and Conditions can be read on Wee Creative Company‘s website.
A copy of the written estimate or quotation is to be signed and dated by the customer to indicate acceptance and should be returned to Wee Creative Company. Alternatively, the client may send an official order in reply to the estimate or quotation which binds the client to accept Wee Creative Company terms and conditions. No work on a project will commence until either document has been received by Wee Creative Company.

Design Charges

Charges for design services to be provided by Wee Creative Company, will be set out in the written estimate or quotation that is provided to the customer. At the time of the customer’s signed acceptance of this estimate or quotation, indicating acceptance of the Terms & Conditions, a non-refundable deposit of 50% of the quoted fee will become immediately due. Work on the project will not commence until Wee Creative Company has received this amount.
Charges for Other Services
Charges for any additional services over and above the estimated design, will become fully payable (100% of the quoted amount) at the time of estimate or quotation acceptance

Payment

The customer will be provided with an Approval Form and Invoice prior to final publication. At this time the remainder of the amount due will become payable and the customer will also be required to sign and return the Approval Form to Wee Creative Company. Accounts which remain outstanding for 30 days after the date of invoice, will incur an extra charge of 2% per month of the outstanding amount.

Payments may be made by cash, cheque, or (for overseas customers), Pound Sterling International Money Order or previously agreed electronic funds transfer.

Publication and/or release of work done by Wee Creative Company on behalf of the client, may not take place before cleared funds have been received.

Returned cheques will incur an additional fee of £50 per returned cheque. Wee Creative Company reserves the right to consider an account to be in default in the event of a returned cheque.

Default

An account shall be considered default if it remains unpaid for 30 days from the date of invoice, or following a returned cheque. Wee Creative Company shall be considered entitled to remove Wee Creative Company’s and/or the customer’s material from any and all computer systems, until the amount due has been fully paid. This includes any and all unpaid monies due for services, including, but not limited to, hosting, domain registration, search engine submission, design and maintenance, sub-contractors, printers, photographers and libraries.

Removal of such materials does not relieve the customer of it’s obligation to pay the due amount. Customers whose accounts become default agree to pay Wee Creative Company reasonable legal expenses and third party collection agency fees in the enforcement of these Terms and Conditions.

Copyrights and Trademarks

By supplying text, images and other data to Wee Creative Company for inclusion in the customer’s website or other medium, the customer declares that it holds the appropriate copyright and/or trademark permissions. The ownership of such materials will remain with the customer, or rightful copyright or trademark owner.

Any artwork, images, or text supplied and/or designed by Wee Creative Company on behalf of the customer, will remain the property of Wee Creative Company and/or it’s suppliers.

The customer may request in writing from Wee Creative Company, the necessary permission to use materials (for which Wee Creative Company holds the copyright) in forms other than for which it was originally supplied, and Wee Creative Company may, at it’s discretion, grant this. Such permission must be obtained in writing before it will allow any of the aforesaid artwork, images, text, or other data to be used.

By supplying images, text, or any other data to Wee Creative Company, the customer grants Wee Creative Company permission to use this material freely in the pursuit of the design.

Should Wee Creative Company, or the customer supply an image, text, audio clip or any other file for use in a website, multimedia presentation, print item, exhibition, advertisement or any other medium believing it to be copyright and royalty free, which subsequently emerges to have such copyright or royalty usage limitations, the customer will agree to allow Wee Creative Company to remove and/or replace the file on the site.

The customer agrees to fully indemnify and hold Wee Creative Company free from harm in any and all claims resulting from the customer in not having obtained all the required copyright, and/or any other necessary permissions.

Alterations

The customer agrees that changes required over and above the estimated work or required to be carried out after acceptance of the draft design will be liable to a separate charge.

The customer also agrees that Wee Creative Company holds no responsibility for any amendments made by any third party, before or after a design is published.

Licensing

Any design, copywriting, drawing, idea or code created for the customer by Wee Creative Company or any of it’s contractors, is licensed for use by the client on a one-time only basis and may not be modified, re-used, or re-distributed in any way or form without the express written consent of Wee Creative Company and any of it’s relevant sub-contractors.

All design work- where there is a risk that another party make a claim, should be registered by the client with the appropriate authorities prior to publishing or first use or searches and legal advice sought as to its use. Wee Creative Company will not be held responsible for any and all damages resulting from such claims. Wee Creative Company is not responsible for any loss, or consequential loss, non-delivery of products or services, of whatever cause. The customer agrees not to hold Wee Creative Company responsible for any such loss or damage. Any claim against Wee Creative Company shall be limited to the relevant fee(s) paid by the customer.

Data Formats

The client agrees to Wee Creative Company‘s definition of acceptable means of supplying data to the company.

Text is to be supplied to Wee Creative Company in electronic format as standard text (.txt), MS Word (.doc) on floppy disc, or CD-ROM, or via e-mail.

Images which are supplied in an electronic format, are to be provided in a format as prescribed by Wee Creative Company via, Dropbox, USB Drive, CD, or e-mail. Images must be of a quality suitable for use without any subsequent image processing, and Wee Creative Company will not be held responsible for any image quality which the client later deems to be unacceptable. Wee Creative Company cannot be held responsible for the quality of any images which the client wishes to be scanned from printed materials.

Additional expenses may be incurred for any necessary action, including, but not limited to, photography and art direction, photography searches, media conversion, digital image processing, or data entry services.

Design Project Duration

Any indication given by Wee Creative Company of a design project’s duration is to be considered by the customer to be an estimation. Wee Creative Company cannot be held responsible for any project over-runs, whatever the cause. Estimated project duration should be deemed to be from the date that cleared funds are received by Wee Creative Company for the initial payment or by date confirmed in writing by Wee Creative Company.

Rights of Access for Website Construction

The client agrees to allow Wee Creative Company all necessary access to computer systems and other locations, as required, in order to complete a website project and until all due funds are cleared, including the necessary read/write permissions, usernames and passwords. The customer also agrees to allow Wee Creative Company access to any computer systems, usernames and passwords required to remove data and/or sites for failure to comply with these Terms and Conditions.

The customer agrees to supply Wee Creative Company with all necessary materials, electronic, or otherwise, required to create and complete the project, and to supply them in a timely manner.

Design Project Completion

Wee Creative Company considers the design project complete upon receipt of the customer’s signed Approval form. Other services such as printing, display panel production, film work, website uploading, publishing etc either contracted on the clients behalf constitute a separate project and can be treated as a separate charge.

Website design only

Once web design is complete, Wee Creative Company will provide the customer with the opportunity to review the resulting work. Wee Creative Company will make one set of minor changes at no extra cost within 14 days of the start of the review period. Minor changes include small textual changes and small adjustments to placement of items on the page. It does not include changes to images, colour schemes or any navigation features. Any minor changes can be notified to Wee Creative Company by e-mail or phone and confirmed by post.

Wee Creative Company will consider that the client has accepted the original draft, if no notification of changes is received in writing from the customer, within 14 days of the start of the review period.

Hosting websites

Wee Creative Company does not offer in-house hosting services. Wee Creative Company can only suggest possible sub-contractors and does not guarantee continuous service and will accept no liability for loss of service, whatever the cause. Wee Creative Company may request that clients change the type of hosting account used if that account is deemed by Wee Creative Company to be unacceptable because of poor service, lack of bandwidth or in any other way insufficient to support the website. Fees due to the hosting organisation are the responsibility of the client and Wee Creative Company are not liable for their payment.

Domain Registration

Wee Creative Company cannot guarantee the availability of any domain name. Where Wee Creative Company is to register a domain name on behalf of a client it will endeavour to do so but the client should not assume a successful registration.

Search Engine Submission

Due to the infinite number of considerations that search engines use when determining a site’s ranking, Wee Creative Company cannot guarantee any particular placement. Acceptance by any search engine cannot be guaranteed and when a site is accepted, the time it takes to appear in search results varies from one search engine to another. Rankings will also vary as new sites are added.

Design Credits

The customer agrees to allow Wee Creative Company to place a small credit on printed material exhibition displays, advertisements and/or a link to Wee Creative Company‘s own website on the customer’s website. This will usually be in the form of a small logo or line of text placed towards the bottom of the page.

The customer also agrees to allow Wee Creative Company to place websites and other designs, along with a link to the client’s site on Wee Creative Company‘s own website for demonstration purposes and to use any designs in its own publicity.

Rights of Refusal

Wee Creative Company will not include in its designs, any text, images or other data which it deems to be immoral, offensive, obscene or illegal. All advertising material must conform to all standards laid down by all relevant advertising standards authorities. Wee Creative Company also reserves the right to refuse to include submitted material without giving reason. Any images and/or data that Wee Creative Company does include in all good faith, and then finds out that it contravenes these Terms and Conditions, the customer is obliged to allow Wee Creative Company to remove the contravention without hindrance, or penalty. Wee Creative Company is to be held in no way responsible for any such data being included.

Cancellation

Cancellation of orders may be made initially by telephone contact, or e-mail, however, following this, Wee Creative Company will need formal notification in writing to the company’s postal address. The client will then be invoiced for all work completed over and above the non-refundable deposit that will have been made at the time of first ordering. The balance of monies due must be paid within 30 days. Please note: any cancellation which is not formally confirmed in writing and received by Wee Creative Company within 14 days of such instruction being issued, will be liable for the full quoted cost of the project.

Disclaimer

Wee Creative Company makes no warranties of any kind, express or implied, for any and all products and/or services that it supplies. Wee Creative Company will not be held responsible for any and all damages resulting from products and/or services it supplies. Wee Creative Company is not responsible for any loss, or consequential loss of data, or non-delivery of products or services, of whatever cause. While we take reasonable steps to investigate the materials we recommend, we accept no responsibility for the performance or quality of materials or any consequential loss arising from their failure. The customer agrees not to hold Wee Creative Company responsible for any such loss or damage. Any claim against Wee Creative Company shall be limited to the relevant fee(s) paid by the customer.

Wee Creative Company reserves the right to use the services of sub-contractors, agents and suppliers and any work, content, services and usage is bound by their Terms and Conditions. Wee Creative Company will not knowingly perform any actions to contravene these and the client also agrees to be so bound.

Wee Creative Company and its clients agree to comply with Printers Terms and Conditions which include disclaimers for non-completion on time and the flexibility to supply quantities within 10% of the total ordered. Wee Creative Company recommend that if an exact quantity is required, then 10% extra is added to the quantity and extra time made available should the job be delayed.

General

These Terms and Conditions supersede any previous Terms and Conditions distributed in any form. Wee Creative Company reserves the right to change any rates and any of the Terms and Conditions at any time and without prior notice.

Acceptance of Quotation and Terms and Conditions

The placement of an order for design and/or any other services offered by Wee Creative Company and validated by the customer’s signature on the estimate or quotation form, constitutes acceptance of the estimate or quotation and agreement to comply fully with all the Terms and Conditions and forms a Contract for Business between the signatory and Wee Creative Company.

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