Terms of Business
We want to make you fully aware of how we work as a training company, so please read these before making a booking.
The Final Course Evaluation Forms and the Lecturer Evaluation Questionnaire forms part of Western Emergency Skills Training NI Limited Quality Assurance and Enhancement Procedures for course provision.¬† Both of these forms take due cognisance of Standards for Quality within Educational Provision (IQ:RS 2010; QAA, 2010). ¬† The data generated from this are shared with the respective purchasers and also with the individual teachers.¬† WEST NI as a Training Provider are also committed to Staff Development and Performance Review in terms of providing all teachers with clinical supervision and feedback on performances through monitoring of teaching evaluations by Course Directors, Mrs Marie O‚ÄôNeill, and Dr. Catherine Hughes. (Insert Click Here Icon for PDF of Forms)
Instructors should ensure that they are conversant, cognisant and compliant with the relevant Disability Legislation and Awareness Requirements in NI and if a course participant identifies any specific learning needs, the course instructor must make every ‚Äòreasonable adjustment‚Äô to assist the participant. Students with special needs will receive a personal assessment of additional support in line with the recommendations as outlined in The Special Education Needs and Disability (NI) Order 2004 (SENDO) and this is part of the Western Emergency Skills Training NI Quality Assurance and Quality Enhancement Procedures.¬† Employers may wish to discuss potential applicants with WEST NI in advance and every effort will be made to provide reasonable adjustments for potential participants.¬†
The course should be planned and coordinated in advance with employers who will identify course participants‚Äô specific needs for their course. If a potential applicant is identified as a student with special needs then in accordance with the Western Emergency Skills NI Limited, Quality Assurance and Enhancement Procedures, a Special Needs Assessment Form will be completed and all information will be treated in strict confidence and the student will be assured of strict confidentiality procedures therein. (Insert Click Here Icon for PDF of SENDO Form)
Cancellation Charge Policy for Western Emergency Skills Training NI Ltd¬†
The following cancellation charge policy applies in relation to all courses booked:¬†
A course that has been booked may be cancelled by email to: email@example.com¬† The following charges will be made in respect of all cancellations:¬†
1. Where cancellation takes place 7 days prior to the commencement of a booked course a charge of ¬£25.00 is made for Western Emergency Skills Training NI Limited to facilitate the cancellation and to ensure appropriate notice is communicated to HSENI.¬†
2. Where cancellation takes place between 4 and 7 days before the commencement of a booked course a charge of 50% of the total charge payable will be charged. Where the course has been paid in advance 50% of the total charge paid for the booked course will be refunded.¬†
3. Where cancellation takes place with less than 4 days‚Äô notice before the commencement of a booked course a charge of 100% of the total charge payable will be charged. Where the course has been paid in advance no refund will be made.¬†
Western Emergency Skills Training NI Limited believes Equal Opportunity can deliver advantages to our business and workplace. Treating people fairly has a positive impact on staff and customers and enhances our reputation as an employer of choice. Equal Opportunity principles are in line with our aim to get the best from our people and give them the greatest opportunity to do their work well.
All staff ‚Äì full or part time / agents / voluntary / people working on our premises, and our clients / customers are covered by Equal Opportunity law and by this policy.
Equal Opportunity means fairly treating staff and customers.
Fair treatment is:
Direct and Indirect Discrimination
Unlawful discrimination is unfairly treating people because of their particular personal characteristics or because they belong to a certain group. Discrimination can be direct or indirect. Indirect discrimination is treatment which appears to be equal but is unfair on certain people. To be unlawful it must also be unreasonable.
It is unlawful to unfairly treat people because of their:
association with child
identity of spouse
religious appearance or dress
marital or domestic partnership status
irrelevant criminal record
trade union activity
It is unlawful to unfairly treat people in employment, education, providing goods and services, accommodation, clubs and associations, granting qualifications, advertising or selling land.¬†
Sometimes discriminating behaviours are referred to as bullying. Bullying is behaviour which makes people feel offended, afraid or humiliated and in the circumstances it is reasonable to feel that way. Bullying behaviour relating to age, sex, chosen gender, race, disability, sexuality, marital or domestic partnership status, pregnancy, association with child, caring responsibilities, identity of spouse, religious appearance or dress, political opinion, religion, social origin, irrelevant criminal record or trade union activity is unlawful.
Legitimate comment on performance or work related behaviour is not unfair treatment.¬† Managers can give full and frank feedback in a constructive and sensitive way.
Sexual harassment is sexual behaviour which makes people feel offended, afraid or humiliated and in the circumstances, it is reasonable to feel that way. Both men and women can sexually harass or be harassed. Sexual harassment is determined from the point of view of the person feeling harassed.
It is how the behaviour is received not how it is intended that counts. Sexual harassment can be:
Mutual attraction or friendship with consent is not sexual harassment.
Victimisation is unfairly treating people for complaining or helping others to complain, either within our organisation or to the Equal Opportunity Commission.
Unlawful victimisation is unfair treatment for complaints about discrimination or sexual harassment.
Statement of Commitment
Western Emergency Skills Training NI Limited commits to fair treatment in our policies, procedures or practices in:
Discrimination, sexual harassment and victimisation will not be tolerated.
Rights and Responsibilities
Equal Opportunity law gives rights and responsibilities to employees, current and potential, and to employers.
Customers or clients have:
Western Emergency Skills Training NI Limited has an Equal Opportunity Policy which applies to all. Dr Kevin Moore, Managing Director for Western Emergency Skills Training NI Limited has the responsibility for implementing this policy. Managers and supervisors have the responsibility to communicate the policy to employees and ensure it is followed. Employees have the responsibility to be familiar with this policy and follow it. Copies of this policy can be obtained from the management.
As Managing Director Dr Kevin Moore has the ultimate responsibility for implementing the Complaints Policy.¬† Any complaints about policy breaches will be dealt with quickly, seriously and confidentially.
In the first instance all persons who wish to complain should contact Dr Kevin Moore at firstname.lastname@example.org with full details of any issues to hand. They are able to:
In most cases, any further action will be guided by the person making the complaint. If there is a risk to any employees‚Äô health or safety at work, action will be taken by management.¬† For further confidential help in the first instance please contact Dr Kevin Moore via electronic mail or alternatively on + 44 (0) 7813955624. ¬† Anyone making a complaint or helping someone else to complain about unlawful discrimination or harassment is protected from being victimised for complaining. Anyone found to have breached this policy or the law, or to have made a false or malicious complaint, will be disciplined. Discipline may include demotion, suspension or dismissal.
Western Emergency Skills Training NI Limited believes any discrimination, sexual harassment or victimisation problems are best resolved internally with this complaint procedure. Copies of this procedure can be obtained from the management.
The Board of Directors Western Emergency Skills Training NI Limited is responsible for implementing and reviewing this procedure.¬† You may contact us at any time via e mail on email@example.com to lodge a complaint.¬† If we observe inappropriate behaviour we will act to stop it to prevent a complaint. We commit to handling any complaints quickly, seriously and confidentially.
WEST NI Confidentiality and Privacy of Information
What to Do
We encourage you to go through these options to resolve your complaint. At any time you can make a written complaint to us at WEST NI Limited, Omagh Enterprise Centre, Great Northern Road, Omagh, County Tyrone. BT78 5LU.
Option 1 ‚Äì Self help
Try to resolve the problem yourself by talking to the person or people involved.¬† You may find that their behaviour was unintentional and will stop if you ask.
Option 2 ‚Äì Seeking information
Talk to a contact person if you:
Option 3 ‚Äì Asking Management to act
Talk to your supervisor or manager if you:
Option 4 ‚Äì Making a written complaint
Make a written complaint to management if:
You will need to provide exact details and any evidence of your allegations which will lead to an investigation. You are allowed to have support people with you at any interviews or meetings.
Option 5 ‚Äì Asking for help elsewhere:
If the complaint has not been resolved internally with a satisfactory outcome for all, you can seek advice from the:
What a Contact Person Will Do
Our contact people are employees who have been trained to provide confidential information and support to anyone who has a problem or thinks they may have a complaint. A contact person can advise you on ways to resolve a problem and where to go for more help. A contact person will not investigate or resolve your complaint.
What Your Manager Will Do
Wherever practical a manager can:
How Complaints Are Resolved
By mutual agreement
Complaints can be settlement by agreement between the people involved.
If there is not enough evidence to decide if the allegations happened or were likely, no disciplinary action will be taken. We may:
If there is found to be breach of our policy or the law we may discipline those responsible.¬†
If a complaint is found to have been false or malicious we may discipline the person making the complaint. Untrue allegations could lead to legal action for defamation.
The level of discipline will depend on:
Discipline could involve:
Anyone who is disciplined will have a record of the complaint and the outcome placed on their employee file.
Records, notes or reports will:
Confidential support and information is available to all parties from contact people at any time during the complaint handling process, although a contact person cannot be involved in the complaint handling for either party.¬† At any time anyone involved in a complaint can seek union or legal advice and bring representatives to any interviews or meetings. At any time you have the right to contact an external agency for advice or help.