Style Guide
This is our style guide. Or at least it will be, when I get round to writing it. For now though, there the different text and button styles on our site.
Get Support from a Rep
If you're in a formal process at work which requires a union rep to accompany you to a meeting (disciplinary, grievance, etc), or you need confidential advice, fill out this form, and one of our volunteer reps will get back to you. We aim to respond to requests within two working days.
Headings
This is Heading 1
h1 is usued sparingly, usually just for the title of a given page.
This is Heading 2
h2 is the main heading style used for sections of a page. Heading’s in this style are shown in the contents card, which is the thing to the left of this.
This is Heading 3
We’re using h3 for sub-sections. These also show in the contents card.
This is Heading 4
It’s pink! This isn’t shown in the contents card. It’s actually not always puink — pages on this side can have an overriding tint-colour, which isn’t in effect on this page, but you’ll notice on some pages, the site logo and other elements on the page change colour to match the tint of that page.
Heading 5
This one is spare and left over, we’re not really using it for anything yet, so it just gets to be super tiny for now.
Heading 6
This is just getting silly, so i’ve made it super silly small.
Quotes
“This is a blockquote, it surely contains some very profound and important text.”
“Here’s another quote of equal importance”.
The webmaster
Code
here's a code block, incase we want to, i dunno, share some code? We're a tech union after all.
Buttons
We’re got lots of style of buttons for different things.
This is a regular button, used for navigation.
Regular Button
This is globe button, used for links to other sites.
This is a next button, for when you need to go to the next thing.
This is a document button, for opening up docuemnts, documentation, files, whatever.
This is a download button, for downloading documents.
This is an edit button, for filling out forms, maybe?
Partials
Below are some reusable blocks that will appear around the site:
- Join Block
- About Block
- FAQ Block
- Education Block
- Related Block
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FAQ
What are my employment rights in workplace disputes?
If you’ve been working somewhere less than two years, then you have fewer working rights. Until you hit the two-year mark, you are essentially in probation, in the eyes of the law – the company can dismiss you without due process.
My contract says I can’t talk about my conditions or pay with coworkers. Is that legal?
No. You’re always legally allowed to talk about your pay and working conditions with coworkers. Trade union activity is protected by law, and if a company tries to interfere with that in any way, it’s illegal..
Can the company retaliate against me for trying to unionise?
It is illegal to cause detriments to any workers for union activity. This is true whether or not they’re actually in a union or not – if an employer treats you badly because they mistakenly think you’re in a union, that’s still illegal. That doesn’t mean that companies don’t try to do it sometimes! A detriment is any form of worse treatment. This could mean they deny you opportunities to train and advance, give you less pay or fewer hours, intimidate or bully you in any way, or even sack you. If you suffer any workplace detriments, our union provides advice and representation throughout the disputes process, and free legal representation at tribunal should it come to that.
If we haven’t been recognized yet, can I still get union representation in workplace disputes?
Yes. It is your statutory right to be accompanied to grievance and disciplinary hearings, whether or not you’re in a workplace with a recognised union. You don’t even have to be in a union at all, although a union might choose not to represent you in that case.
Doesn’t being in a union mean going on strike?
A strike is the absolute last possible step when workplace negotiations have broken down. Joining a union does not mean going on strike. And then going on strike is itself a long process that everyone has to prepare for really carefully.
Do I have to tell my company that I’m in a union? What if I don't want to use my union as something for my work
Not when you’re organising, not when you’ve signed up, not even after you win recognition. Unions do not inform companies who are on their member rolls. Before you’ve signed your data protection forms, we don’t even inform you who’s signed up. You can choose to inform your company that you’re in a union. This has several pros and cons. On the plus side, it increases your legal protection, since the company can’t claim they didn’t know. It also means you can organise more openly. On the negative side, it can make you a target, and the company may try to block your ability to organize.
What can a union do at my workplace before you’re recognised?
Unions can take any of the collective actions above, and anything else you can think of. On our end, we can provide advice on organizing, recruiting, workplace disputes, and any other situations. If you have more than two years, the company must follow a fair process in all disputes. In either case, you have the statutory right to be accompanied at any grievance or disciplinary hearings. You have no right to be accompanied in investigations related to disciplinary or grievance matters, but the company may choose to allow it. Either way, you still have protection in the form of the Equality Act, which protects you from illegal discrimination, and from the Whistleblower Act, which protects you against retaliation from any protected disclosures to other people at the company or to external watchdogs about health and safety. It is illegal to cause detriments to anyone for their protected characteristics (and everyone has these) or for being a whistleblower.