Creating low energy impact websites
Sustainability is at the core of our business. We are continuously working to implement processes that are in compliance with our vision and values. When developing a website, we will ensure the following are met throughout the project development cycle:
- users have to be able to access the information efficiently
- the navigation has to be easy to understand to avoid clicking the wrong pages
- essential information has to be easy to access
- use existing patterns and only break them when needed (logo left top, contact page as last menu item etc)
- test the on-site search for efficiency, so users are able to find what they need using common queries e.g. phone number -> contact page
- easy to find information through Google, make sure pages are tagged with the right keywords
- when linking rich media show filesize/warning if possible to inform a customer about the size of the content, for example, “download pdf [146mb]”. or make sure to inform visitors when links are external.
Media and Content
- images are always optimally compressed
- reuse images when possible
- optimal file format for images (svg/png/jpg)
- JPG = photos and colourful images
- SVG = vector based illustrations, drawings and logos
- PNG = in case SVG is too large, transparency
- web fonts, popular Google fonts are more likely to be cached
- make sure all caching methods are used
- use popular hosted libraries like Bootstrap and jQuery
- retina images only served on retina devices
- clean, efficient code! (ask a developer to check)
- lazy loading, only load content if it’s going to be seen by the users
- consider preloading pages, no need for a refresh when loading another page
- hosting with renewable/green energy
- green/sustainability policy
- ask web developer for any optimisations we can do?
We sometimes have to make tradeoffs, we have to make sure they are conscious tradeoffs, examples of these are:
- High-quality videos
- different pages
- external links
- breaking common UX patterns to create some kind of delight
Wholegrain Digital aims to encourage all its employees to maximise their attendance at work, while recognising that employees will from time to time be unable to come to work for short periods due to sickness.
We understand that there will inevitably be some short-term sickness absence among employees and do provide compensation for genuine short-term absences. However, we must pay due regard to business need and therefore monitor the length of time lost through illness to ensure all employees are able to do their job effectively, without putting themselves of others at risk.
This policy applies to all those contracted as employees of Wholegrain Digital.
It is the company policy to pay employees their normal basic rate of pay during periods of sickness absence of up to 3 days. Payment is, however, conditional upon an employee complying with the organisation procedure for notifying the directors of the absence, and in some cases, you may be required to attend an interview with the Company Directors to discuss your absence, on your return to work.
For absences of more than 3 days, the company offers Statutory Sick Pay (SSP) from the fourth day onwards, subject to your complying with the necessary notification and certification procedures as outlined below.
Sickness Absence Procedures
If you need to be absent from work due to illness, or any other reason, you must:
- Notify the directors by telephone if as soon as possible that you are ill, or unable to attend work for any other reason. Notification should be as early as possible. You should be prepared to state the reason you cannot attend work and how long you think the absence will last
- Notify the directors at the start of each day that you are absent, to let them know how you are and whether you will be able to return to work in any capacity, unless otherwise agreed.
- Provide a doctor’s certificate or “fit note” for a period of sickness absence not exceeding seven days if the company specifically requests it
- Cooperate with the company with regards to the possible implementation of any adjustment of job duties, hours or working conditions, resulting from recommendations made by your doctor, notwithstanding the fact that the advice on a “fit note” is not binding on the employer.
- Regardless of the length of time you are absent, you may be required to produce a doctor’s certificate and/or attend an interview with the directors on your return to work to discuss the absence and the reason for it. One of the purposes of this interview will be to establish whether or not the directors can provide any support that could facilitate attendance at work in the future (for example, if the absence was in any way work related)
- Frequent, repeated short-term absences can damage efficiency and productivity, and place an additional burden of work on the whole team. As such, if there are any concerns in this regard, further discussion may be required and these absences would be treated in the same way as a longer-term absence.
This Policy is intended to provide general guidelines for reporting Sickness Absence. All information held is covered under the Data Protection Act. If you have any questions or concerns, please contact the Team Administrator in the first instance.