Name of company
Quinns Training Services

Registered office
Office 2, Abacus House, Caxton Place
Cardiff CF23 8HA

 

Contact details
Tel: +29 2054 9747+29 2054 9747
E-mail: enquiries@quinnstraining.co.uk
Fax:

 

Business ID no.
Company number 08628907

 

VAT no.
168404401

 

Privacy Notice

 

This privacy notice describes how Quinn’s Training Services Limited (“QTS”/“we”) collect use and protect personal information about you, as well as providing you with certain other information relevant to your personal information.

What personal information may We hold about you and how is it collected?

We may hold your personal information because;

(a)   You supplied it to us;

(b)   We learned it from someone else, either in the context of providing training or consultancy services to our clients or in the context of our business more generally;

(c)   Of the use of cookies; or

(d)   It is publicly available.

The personal information we hold about you will generally consist of the categories of data set out below, but may from time to time include other information such as information the law requires us to collect in relation to clients.

 

We will generally ask you for the following information:

                            (a)   Contact details such as name, address, telephone number and email address)

(b)   Date of birth

(c)   Gender

(d)   Identification information such as a passport or photo-driving licence

(e)   National Insurance Number

(f)   Previous Qualification evidence for course pre-requisites

 

If you apply for a job with us, we will hold and process personal information relevant to recruitment which may include CVs, interview notes, information relating to your right to work and any other pre-employment checks. We collect this personal information either directly from you or employment agencies. We might also collect publicly available information or qualification information as well as information from any referee you may nominate.

 

QTS is the data controller in respect of the information set out above. Whilst you have no obligation to provide us with your personal information, if you do not provide information we request we may not be able to deal further with you or progress your application if the data relates to recruitment.

How do We use your Personal Information?

We will use your personal information:

                            (a)   To provide our services;

(b)   To run our business, including internal record keeping;

(c)   To comply with our legal obligations

(d)   In terms of recruitment, to ensure that we recruit employees who have the appropriate skills, qualifications, experience and suitability for the role for which they are applying as well as to ensure candidates have the right to work in the UK. We may also process health information in order to comply with our duty to make reasonable adjustments.

Data Sharing

We may share your personal information with third parties where required by law, where it is necessary to administer the working relationship with you or where we have another legitimate interest in doing so.

Grounds for Processing

The legal basis on which we hold your personal information is primarily for the purpose of pursuing our legitimate interests as a business which provides training and consultancy services.

We may also process your personal information in order to perform any contract we have entered into with you or to comply with our own legal obligations.

If we process your data on the basis of your consent to do so, we will let you know and provide you with the ability to withdraw such consent.

The legal basis for processing your personal information relating to recruitment is because it is necessary for our legitimate interests in running our business or to comply with our legal obligations.

Transferring information outside the EEA

We will not normally transfer your personal data outside the European Economic Area however there may be occasions where this might be necessary. In such an instance we will tell you about the transfer and:

(a)   Ensure the party to whom we transfer the data is situated in a country which has been confirmed by the European Commission to provide adequate protection to personal information; or

(b)   Ensure the party has agreed by way of contract to protect your personal information as required by legislation; or

                            (c)   Ensure the transfer is permitted by law.

How Long will We keep your Information?

We will only retain your personal information for as long as necessary to fulfil the purposes we collected it for, including for the purposes of satisfying any legal, accounting, or reporting requirements.

To determine the appropriate retention period for personal data, we consider the amount, nature, and sensitivity of the personal data, the potential risk of harm from unauthorised use or disclosure of your personal data, the purposes for which we process your personal data and whether we can achieve those purposes through other means, and the applicable legal requirements.

In some circumstances we may anonymise your personal information so that it can no longer be associated with you, in which case we may use such information without further notice to you.

Your rights in connection with Personal Information

Data protection legislation gives you the below rights in relation to the personal information we hold about you:

(a)   Request access to your personal information (commonly known as a "data subject access request"). This enables you to receive a copy of the personal information we hold about you and to check that we are lawfully processing it.

(b)   Request correction of the personal information that we hold about you. This enables you to have any incomplete or inaccurate information we hold about you corrected.

(c)   Request erasure of your personal information. This enables you to ask us to delete or remove personal information where there is no good reason for us continuing to process it. You also have the right to ask us to delete or remove your personal information where you have exercised your right to object to processing (see below).

(d)   Object to processing of your personal information where we are relying on a legitimate interest (or those of a third party) and there is something about your particular situation which makes you want to object to processing on this ground. You also have the right to object where we are processing your personal information for direct marketing purposes.

(e)   Request the restriction of processing of your personal information. This enables you to ask us to suspend the processing of personal information about you, for example if you want us to establish its accuracy or the reason for processing it.

(f)    Request the transfer of your personal information to another party.

(g)   you can complain to the UK regulator, the Information Commissioner's Office at www.ico.org.uk if you think that we aren't complying with our obligations regarding your personal information.

 

If you want to exercise any of the rights listed above, or if you have any queries in relation to your personal information please contact Heather Pippin (Director), who is the person at QTS responsible for how we process personal data.

 

 

 

PROCEDURES FOR THE CONDUCT OF APPEALS

 

 

Notes on the Procedures for the Conduct of Appeals established under the Regulations relating to Academic Appeals.

 

Introduction

The Regulations relating to Academic Appeals define the circumstances under which a delegate may appeal against a recommended grade for any examination result.

 

It is the responsibility of a delegate to notify their Nominated Tutor at the earliest opportunity if there are any extenuating circumstances which might have a bearing on their examination performance, so that, wherever possible, this may be brought to the attention of the relevant Board of Examiners at the appropriate time. It is also the delegate's responsibility to check his or her examination results.

 

A delegate wishing to appeal must make a written application to the Centre Contact in which they are registered. Please use the Centre appeals form. If an application is received within the specified time limits (i.e. within 14 days) but is insufficiently detailed to enable the Centre Contact to form a judgment, the delegate should be asked to provide the necessary additional information.

 

If after consulting with the Nominated Tutor, the Centre Contact is satisfied that no prima facie case is established, the delegate should be notified in writing of that decision.

 

Procedure for an Academic Appeals Committee

If the Centre Contact decides to establish an Appeals Committee, the delegate must first be given notice in writing of that decision and invited to opt either for the appeal to be dealt with:

 

(a) on written submissions, or;

(b) at an oral hearing.

 

Committee Procedure

Where the appeal is to be dealt with on written submissions, the delegate will be required to submit these by a specified date. Comments made by the Centre Contact should be supplied to the delegate, with an invitation to submit any response to those comments by a specified date.

 

Where there is to be an oral hearing, the delegate should be informed of the date, time and place of the hearing. They should be asked to confirm in writing not later than three days in advance of the hearing whether a friend or adviser will be present and, if so, to provide the name and status of that friend or adviser and an indication of whether or not they are legally qualified. The delegate should also notify the Centre Contact at least 3 days beforehand of the names of any witnesses they may wish to call. The Centre Contact should inform the delegate of the membership of the Committee (if applicable) in advance of the hearing. If the delegate objects to any member, the reasons for that objection should be provided in writing to the Centre Contact. The Chairman of the Committee will then determine whether or not that member should be excluded from consideration of the case. If the delegate objects to the Chairman, the Centre Contact should be informed in writing and the members shall determine whether the delegate’s objection should be upheld.

The conduct of the hearing is governed by Regulation 8. If the delegate fails to attend the hearing, the Committee may, if it is satisfied that due notice had been given, proceed in the delegate's absence on the basis of the material available to it, or may adjourn to a later date.

 

After the meeting of the Academic Appeals Committee, the Centre Contact will notify the delegate in writing of the decision.

 

Recourse to Complaints Procedure

Where an academic appeal has not been resolved to a delegate’s satisfaction, there is an opportunity to make application for a review under the Complaints Procedure

 

COMPLAINTS PROCEDURE

 

Definition of formal complaint

A formal complaint is an expression of dissatisfaction concerning Quinn’s Training Services products or services when the complainant has drawn his or her concern to the attention of one of Quinn’s employees and is not satisfied with the response.

 

Quinn’s Training Services take all complaints extremely seriously and are trained and committed to rectify any problem as soon as it is brought to their attention. It is recognised that a customer who has a complaint dealt with to their complete satisfaction is likely to become a more loyal customer.

 

Making a formal complaint

If you are dissatisfied with the way your problem has been dealt with you have the choice as to whether you wish to have your formal complaint dealt with by telephone or by letter, fax or e-mail.

If you prefer to have your complaint dealt with in writing, please forward details of the complaint Quinn’s Training Services, Unit 8, Pentwyn Retail Park, Pentwyn, Cardiff, CF23 7XH.

 

You should include as much information as possible, including the nature of the problem, the date the problem occurred and details of who you have spoken to at Quinn’s about the problem. You should also tell us what you think we should do to resolve your complaint. Please remember to provide full details of the address where you would like the response to be sent.

Receipt of the complaint will be acknowledged on the same day that it is made by fax or e-mail. Letters will be sent out first class on the day of receipt.

 

We undertake to treat the complaint confidentially and to investigate it impartially and thoroughly. A written report will be sent within 10 working days, although every effort will be made to respond in five working days.

Details of the investigation and our proposed remedial action will be included within the response.

 

Details of all complaints will be kept on the complaint file and used to assist staff training and annual performance appraisals.

 

If your complaint cannot be resolved by us the training organisation we will provide details of the relevant awarding bodies complaint procedure and contact information in writing at the conclusion of the process.

 

REASONABLE ADJUSTMENTS AND SPECIAL CONSIDERATION POLICY

 

A Reasonable Adjustment may be granted in circumstances which address and help to reduce the effect of a disability or difficulty which would substantially disadvantage a candidate during an examination or assessment situation. These are to be assessed on a case by case basis and evidence used to support the application may include;

 

The Centre’s assessments of learner’s needs;

The history of provision within the Centre;

The candidate’s medical certificate; and

Psychological or other professional assessment report

 

Special Consideration may be granted in instances where, following a scheduled assessment, a candidate:

• May have been disadvantaged by temporary illness, injury or other adverse circumstances arising at or near the time of assessment
• Who misses part of the assessment owing to circumstances beyond the candidates control.

 

These are to be assessed on a case by case basis and evidence used to support the application may include:

• Medical or psychological evidence
• Statement from the invigilator.

If a candidate falls into either of these categories above, Special Consideration may result in a post assessment adjustment being made to the mark of the candidate in question.

 

When the Awarding body is HABC, the centre or the individual can complete form RA2 when applying for Reasonable Adjustments or complete a Special Consideration form when applying for Special Consideration with reference to the below policy. For EUSR SHEA or endorsed training programmes, SCO and NWH courses the awarding body is to be approached on a case by case basis.

 

Introduction

In the interest of an inclusive assessment process, Quinn’s Training Services will consider on the basis of legislation, regulation or good practice models, whether its procedures for Reasonable Adjustment should be applied where a request is received from an individual candidate and the relevant information will be passed on to the Awarding Body for them to determine if a Reasonable Adjustment can be actioned. Any such adjustment will take into account its duty as an Awarding Body to ensure that the integrity of its qualifications and assessment is maintained at all times.

 

Centre Responsibilities

The Centre must meet its responsibilities to learners and comply with current disability and equal opportunity legislation as well as meeting regulatory requirements. The Centre must, therefore, consider in advance any difficulties learners may have in accessing assessment. The centre is to ensure all staff must have training in relevant access issues.

 

The centre must ensure that they can provide appropriate resources to make the necessary adjustment to assessment. The Awarding Organisation’s procedures for requesting adjustments must be followed on each occasion such adjustment is required.

 

In the interest of Equal Opportunities and the avoidance of malpractice claims, only approved adjustments will be allowed and the approved level of assistance must not be exceeded.

Appropriate adjustments will be based on the specific assessment requirements of the particular qualifications, on the type of assessment and the particular needs and circumstances of the learner in question.

 

EQUAL OPPORTUNITIES POLICY

 

Introduction

Quinn’s Training is committed to the principle of creating Equal Opportunities in employment for all individuals, for both employees and job applicants, and equal opportunities in training for delegates.  Equal opportunities arise where there is no discrimination, harassment or victimisation on the grounds of an individual's age, race, colour, nationality, ethnic origin, religion, gender, sexual orientation, disability or physical characteristics. All employees and contractors/self-employed workers are required to uphold this principle. Any breach of this policy could result in disciplinary action, and possible dismissal. In some circumstances, the individual employee who breaches this policy may also be personally liable at law for their discriminatory action. Part-time employees will be treated no less favourably than full-time employees and those on fixed term contracts will be treated no less favourably than those on permanent contracts unless there is an objective justification.

 

 

What is Discrimination?

 

Direct Discrimination

 

This could include decisions, comments or actions which treat an individual less favourably on the grounds described above. For example, refusal to employ/train someone, unwarranted disciplinary action, dismissal, denying employment opportunities, such as training and promotion, speaking unpleasantly about somebody or unfair allocation of work could all amount to discrimination.

 

Indirect Discrimination

 

This may not be obvious at first sight. It occurs when an otherwise neutral requirement, policy/practice or condition is applied which seems to have nothing to do with someone's race, gender, sexual orientation, religion, health, or age but which, on closer examination, puts people of one sex or members of a particular racial group, religion, sexual orientation or age at a disadvantage, in circumstances where this cannot be objectively justified.

 

Victimisation

 

Any employee or delegate can assert their right to be treated fairly through the Grievance Procedure. If an employee or delegate does use, or try to use, their rights to complain, they must not be treated less favourably as a result. To do so, amounts to victimisation which is discrimination in itself. Victimisation will result in disciplinary action and may warrant dismissal.

 

Harassment

 

Harassment is conduct that is unwanted, unreasonable and offensive to the recipient and unlawful on the grounds of religion, sex, race or sexual orientation, disability or age. This may occur either where the behaviour is aimed directly at the person, or where the conduct creates an intimidating, hostile, or humiliating work/Training environment for the recipient. It is not necessarily the intention of the perpetrator but the impact on the recipient which determines what constitutes harassment. A one-off incident may be treated as harassment.

 

The following are examples of behaviour which may constitute harassment or bullying: -

 

·         Physical conduct ranging from touching to serious assault where such contact is uninvited and unwelcome;

·         Verbal and written harassment through jokes, racist remarks, offensive language, gossip, slander or threats;

·         Leering, whistling or making sexually suggestive or insulting gestures;

·         Visual displays e.g. posters, graffiti, or any other offensive material;

·         Isolation or non-co-operation at work, exclusion from social activities;

·         Coercion, including pressure for sexual favours, pressure to participate in political or religious groups;

·         Intrusion by pestering, spying, stalking etc;

·         Undermining authority in front of others;

·         Inconsistent application of rules and procedures;

·         Unnecessarily severe reprimand for an offence;

·         Shouting and uncontrolled anger;

·         Setting impossible targets and deadlines;

·         Frequent unwarranted criticism or sarcasm;

·         Non-co-operation without justification; and

·         Deliberately withholding information.

 

This list is intended as a guide and is not exhaustive. It should be noted that it is the impact of the behaviour which is relevant and not the motive or intent behind it.

 

Disability Discrimination

 

Quinn’s Training is committed to providing equal opportunities to all employees, applicants and delegates who have a disability, or have had a disability in the past. This means that people will not be less favourably treated in recruitment, selection, promotion, training or any other aspect of employment as a result of disability, unless such treatment is justified within the meaning of the Equality and Diversity Act 2010. Quinn’s will attempt to adjust all procedures to accommodate disabled individuals where this is reasonably possible. Quinn’s can however only adapt working conditions and procedures if it is informed by an employee, or an applicant, of their disability. Quinn’s understands that those people with a disability may wish to keep the nature of the disability confidential. In these circumstances, they should raise it with a supervisor, manager or Trainer in confidence.

 

A disability is "any physical or mental impairment which has a substantial and long-term adverse effect on a person's ability to carry out their normal day-to-day activities".

 

How does the policy apply in practice?

 

Recruitment and Promotion

 

Job applicants shall be given clear and accurate information about opportunities in Quinn’s Training so they can assess their own suitability. Quinn’s shall try, as far as possible, to ensure that advertisements reach a wide variety of individuals. It will also avoid recruitment literature which suggests that any group of applicants which would be discriminatory is preferred. The only acceptable means of distinguishing between employees of Quinn’s is on the basis of a person's ability to do the job.

All appropriate vacancies will be advertised internally via email. This will not in any way prejudice the employee if they do not succeed in their application.

 

Job Interviews

 

Quinn’s Training Services will try to ensure that everyone who applies for a job has a fair chance to describe or demonstrate their ability to do that job. Interviews will be thorough and conducted on an objective basis dealing only with the applicant's suitability for the job in hand.

Anyone suffering from a disability will be provided with reasonable assistance where necessary to enable them to attend interview. An individual can only be assisted in this way if Quinn’s is made aware of the disability, and what assistance is required.

 

Access to Opportunity

 

Employees will be given equal access to appropriate opportunities such as promotion and training. Promotion of employees will be subject to the same objective criteria as would apply to an external candidate. Where performance or ability assessments are conducted all managers will seek to ensure that such assessments are conducted in a non-discriminatory manner.

 

Complaints

 

All employees and delegates have the right to a working/learning environment which is free of harassment or discrimination in any form. Any employee/delegate who experiences behaviour he or she feels uncomfortable with should:

 

·         First consider whether it is appropriate to make it clear to the person concerned that he or she finds their behaviour offensive, and ask them not to act in that way. If preferred, a colleague can be asked to be present.

 

·         An employee/delegate should alert a supervisor or manager to any incident he or she witnesses in order to enable Quinn’s to deal with the matter.

 

·         If the situation persists, they should use the Complaints Procedure as soon as possible to resolve the complaint.

 

·         All complaints will be dealt with seriously and promptly. Complaints raised under the Complaints Procedure will be fully investigated.

 

·         Every effort will be made to ensure that employees/delegates making complaints and others, who give evidence or information in connection with the complaint, will not be victimised. Any complaint of victimisation will be dealt with seriously and promptly.

 

·         Those involved in conducting investigations in connection with any complaint raised will be independent of the allegations. The rights of the complainant and those of the alleged perpetrator will be considered at all times.