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Terms and Conditions

The following terms apply to all rental agreements between WN Studios and the Hirer/s of WN Studios. They cannot be reworded without the prior written consent of WN Studios. The terms and conditions herewith shall be governed by English Law. By signing this rental agreement, you agree to abide by these terms and conditions under the contractual law of the English Courts.

 

Definitions: The 'Hirer' or ‘Hirers’ means: 'The Client and any associated persons present on the day/s of hire'. 'Studio Hire' means: 'The rental and use of WN Studios premises for a contractually specified time and date for the business of photography, filming or related activities, or private event related hire. ‘The Client’ means: ‘The individual, group of individuals or entity which have entered into this hire agreement with WN Studios.

Damages: The Hirer is liable for any damage made to the fabric or the building, fixtures, fittings, furniture, walls (painting) or appliances therein or equipment hired throughout the duration of the booking. The value of charges for damage will be set to cover the full cost of repair or replacement of such items as appropriate. This will be taken from the hirer security deposit or requested if this  exceeds the security deposit amount. 

 

Bookings: All bookings will be confirmed in writing and signed by an authorised person acting on behalf of the Hirer prior to the rental taking place. WN Studios reserves the right to refuse to accept any booking. WN Studios reserves the right to halt any activity it considers to be other than that for which the premises are intended. Written email confirmations will then be followed up by a signed contract confirming a booking. Only signed confirmations can guarantee availability on stated dates

Capacity: A maximum of 15 occupants may be in each studio. Requests for additional occupants may be approved at WN Studio's discretion. 

 

Where distinctions between Property Hire rates occur, the Hirer is responsible for giving accurate information towards the type of usage when agreeing these rates so that the correct rates can be applied to the Property Hire charges. WN Studios reserves the right to change these charges should it deem fit if information given by the hirer is inaccurate regarding such usage.

 

Shoot/Event related property, delivery and collections: WN Studios can accept deliveries and collections of the Hirers property such as props, equipment, products etc, up to one working day before and after the shooting day/s any items left on the premises after this will incur a storage charge additional to the daily rental charges. The Hirer must ensure that all such items are insured. No Hirer related items held or stored on WN Studios premises will be covered by any insurance held by WN Studios. WN Studios reserves the right to dispose of any item left on the premises after 7 days from the end of the hire period and charge for this disposal if necessary.

 

Parking: WN Studios can provide 2 free parking space on the property forecourt, but this must be booked in advance. Vehicles are left at owner’s risk and WN Studios cannot be held responsible for any damages, theft of/from vehicles parked at or near WN Studios properties.

 

Payment terms: A £200 refundable security holding fee is charged in relation to all bookings and will be returned (unless otherwise stated in cases of damages) within 5 days after the event occurs.

Deposit payments must be made to secure any booking and dates will remain available until this is paid. The deposit amount for rental of WN Studios alone will be 50% of the total booking fee. Full payment must be made in full 2 days prior to the date of booking/s.

Content: All content shot on the WN Studios London premises is the property of WN Studios and it is to WN Studios discretion as to how that content is licensed or distributed, to protect the privacy of WN clients.

 

Overtime: Standard opening times are 9am to 5pm. Overtime charges will apply if the property is occupied beyond these hours at a rate of £100 per hour. 

 

Cancellations: Confirmed bookings will be subject to the following charges: Cancellations 14 days prior to the day of hire or specified shoot date will result in no deposit being refunded by WN Studios. Cancellations before 14 days prior to the day of hire or specified shoot date 50% refund will be given by WN Studios. 

 

Cleaning Fee

The hirer is responsible for cleaning of the property and is charged £30 for the professional cleaning of the space used. The repaint of Coves are charged at £150. 

 

Personal property/Equipment: WN Studios cannot be held responsible for loss or damage to any equipment or personal property of the Hirer. No Hirer related property will be covered by any insurance held by WN Studios. 

 

Risk and Liability: The use of WN Studios premises and equipment is entirely at the Hirer's risk. The Hirer hereby agrees that WN Studios will not be held liable for any direct, indirect, incidental or consequential damage, injury or loss to the Hirer, his or her party or possessions whilst on the premises. WN Studios cannot accept liability for loss or damage (including loss of earnings) incurred to the Hirer by circumstances that are out of the reasonable control of WN Studios, including (but not limited to) power cuts, fire, flood, civil disturbance or industrial action.

 

Noise: Noise must be kept to a reasonable level. The playing of music at extremely high volume is not permitted. WN Studios management will at their sole discretion decide what constitutes as a reasonable level of volume and any external interference (i.e. Police intervention) may result in the forfeiture of deposits/holding fees.

 

By entering WN Studios it will be assumed that all terms and conditions have been read and understood as provided in this agreement between me and WN Studios and I agree to all the terms contained in this document.

NO SMOKING ALLOWED IN THE PROPERTY (INSIDE & OUTSIDE) 

IF FOUND SMOKING YOU WILL LOSE YOUR DEPOSIT

Equality, Diversity and Inclusion Policy

WN Studios London is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. 

WN Studios - in providing services and facilities - is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

  • provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

  • not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation

  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities 

WN Studios commits to: 

  • Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

  • This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

  • All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

  • Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

  • Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

  • Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

  • Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

  • Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

  • Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.