Terms and Conditions

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.

  1. Quality Assurance Mechanisms for Course Provision

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’Neill, and Dr. Catherine Hughes. (Insert Click Here Icon for PDF of Forms)

  1. Special Education Needs and Disability (NI) Order 2004 (SENDO)

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 ‘reasonable adjustment’ 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’ 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)

  1. Cancellation Policy

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: west.ni@outlook.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’ 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. 

  1. WEST NI Equal Opportunity Policy

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 – 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

Equal Opportunity means fairly treating staff and customers.

Fair treatment is:

  • treating people as individuals without making judgments based on irrelevant personal characteristics
  • creating a work environment free from discrimination, harassment, bullying and victimisation
  • allowing all employees to work to their full potential
  • making decisions based on merit.

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
chosen gender
caring responsibilities
identity of spouse
religious appearance or dress
political opinion
marital or domestic partnership status
social origin
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

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:

  • unwelcome touching or kissing
  • comments or jokes, leering or staring
  • sexual pictures, objects, emails, text messages or literature
  • direct or implied propositions, or requests for dates
  • questions about sexual activity.

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:

  • employment ‚Äì recruiting, selecting, terms and conditions, training, promotion and termination
  • providing goods and services
  • offering or providing education
  • giving approval to qualifications

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.

Staff have:

  • the right for employment decisions to be made on merit
  • the right not to be discriminated against, sexually harassed or victimised at work
  • the right to be protected by their employers from these behaviours
  • the right to complain
  • the right to work in an environment free of discrimination and sexual harassment
  • the responsibility not to discriminate against, sexually harass or victimise other staff or clients
  • the responsibility to be familiar with Equal Opportunity policies and complaint procedures
  • the right to report to management if they are being harassed by anyone in the course of their work.

Customers or clients have:

  • the right not be discriminated against, sexually harassed or victimised by the providers of goods and services
  • a responsibility not to harass the providers of goods and services.

Employers have:

  • the right to control, direct and monitor work performance
  • the right to give legitimate comment on performance or work related behaviour
  • the responsibility to ensure that the workplace and goods and services offered are free from discrimination, sexual harassment and victimisation
  • the responsibility to take all reasonable steps to prevent these behaviours
  • the responsibility to respond quickly, seriously and effectively to any complaints.

Our Practice

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.

  1. How WEST NI Deal with Complaints

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 west.ni@outlook.com with full details of any issues to hand. They are able to:

  • hear your complaint
  • give you information on policies and procedures
  • discuss options to resolve the problem
  • refer you for more help if needed.

In most cases, any further action will be guided by the person making the complaint. If there is a risk to any employees’ 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.

  1. WEST NI Complaints Procedure

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 west.ni@outlook.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

  • Information about a complaint will only be given to people directly involved
  • everyone involved will be advised of the need for confidentiality
  • information will be kept securely and only on an employee’s file if they are disciplined.


  • fair treatment for all is paramount
  • the complaint will be handled fairly and in good faith by a trained person
  • any person complained about has the right to know the details of any allegations against them
  • both parties will have the opportunity to give their version of events
  • no judgments will be made or action taken until all relevant information has been assessed
  • both sides are allowed support or representation
  • all allegations will be investigated before a decision is made
  • complaints must be substantiated before any disciplinary action is taken.

Victim Protection

  • people involved in a complaint will be protected from being victimised
  • victimisation will be disciplined
  • anyone found making malicious or false complaints will be disciplined.

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 – 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 – Seeking information

Talk to a contact person if you:

  • are not sure how to handle the problem yourself
  • want to confidentially seek more information about what to do

Option 3 – Asking Management to act

Talk to your supervisor or manager if you:

  • think there is a chance of quickly stopping the problem before it develops
  • are likely to have an ongoing working relationship with the person you are complaining about
  • want them to talk confidentially to the person you are complaining about and convey your concerns
  • want them to bring you together with the other party to conciliate
  • want to discuss options and outcomes
  • need to protect others in the workplace.

Option 4 – Making a written complaint

Make a written complaint to management if:

  • you have tried to resolve the problem and failed
  • your allegations are very serious
  • your allegations have been denied and you want to substantiate them
  • you want the complaint investigated
  • you have been victimised for complaining
  • you are complaining against a senior person and an investigation will help to ensure you are not disadvantaged.

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 – Asking for help elsewhere:

If the complaint has not been resolved internally with a satisfactory outcome for all, you can seek advice from the:

  • Equal Opportunity Commission.

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:

  • get an accurate report of your complaint
  • make no judgments
  • explain the complaint procedure
  • find out how you would like it handled
  • decide who is the appropriate person to handle the complaint or appoint someone to investigate
  • reassure you of your protection from victimization
  • give you options on support or representation
  • immediately remove any offensive material
  • convey your concerns to the person you are complaining about and ask for their version of events
  • try to conciliate the parties to reach a satisfactory agreement for all
  • seek further information and interview any witnesses
  • find whether the complaint has substance
  • recommend an outcome including disciplinary action
  • consider staff education or training
  • monitor the situation.

How Complaints Are Resolved

By mutual agreement

Complaints can be settlement by agreement between the people involved.

Not substantiated

If there is not enough evidence to decide if the allegations happened or were likely, no disciplinary action will be taken. We may:

  • monitor the situation
  • consider staff education or training.

Disciplinary Action

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:

  • The severity and frequency of the discrimination or harassment
  • The weight of evidence
  • Whether the behaviour was intentional or malicious
  • Existence of any prior incidents or official warnings
  • Whether there are any mitigating circumstances.

Discipline could involve:

  • counselling
  • apologising
  • warning
  • loss of wage increases for a period
  • suspension
  • dismissal.

Anyone who is disciplined will have a record of the complaint and the outcome placed on their employee file.


Records, notes or reports will:

  • be kept confidential
  • not be kept on employee files unless there is disciplinary action
  • be filed in a confidential system with limited access.

Other Help:

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.