Policies.

As a modern company we have an internal commitment statement regarding slavery:

We shall be a company that expects everyone working with us or on our behalf to support and uphold the following measures to safeguard against modern slavery:

We have a zero-tolerance approach to modern slavery in our organisation and our supply chains
  • The prevention, detection and reporting of modern slavery in any part of our organisation or supply chain is the responsibility of all those working for us or on our behalf. Workers must not engage in, facilitate or fail to report any activity that might lead to, or suggest, a breach of this policy.
  • We are committed to engaging with our stakeholders and suppliers to address the risk of modern slavery in our operations and supply chain.
  • We take a no-nonsense approach to our contracting processes and keep them under review. We assess whether the circumstances warrant the inclusion of specific prohibitions against the use of modern slavery and trafficked labour in our contracts with third parties.
  • As part of our ongoing risk assessment and due diligence processes we will take in to consideration whether circumstances warrant us carrying out audits of each and every supplier
  • If we find that other individuals or organisations working on our behalf have breached this or our code of conduct, we will take appropriate action. This may range from the possibility of breaches being remediated and how that may represent the best outcome for those individuals impacted by the breach to terminating such relationships whereby a breach has occurred.

Quality is important to BAPEI because we value our customers. We strive to provide our customers with products and services which meet and even exceed their expectations.

We are committed to continuous improvement and have established a Quality Management System which provides a framework for measuring and improving our performance.

The aim is to achieve quality improvements that are learner focussed and that have a positive impact on the learner experience:

  • The quality of teaching, learning and assessment
  • The College environment, including resources
  • The College services and operations

Feedback is regularly reviewed from learners and employers with regard to the quality of their experience with BAPEI. This feedback is evaluated by our management team and used to improve the quality of our training and operations alike.

We also  have the following systems and procedures in place to support us in our aim of total customer satisfaction and continuous improvement throughout our business:

  • regular gathering and monitoring of customer feedback
  • a customer complaints procedure
  • selection and performance monitoring of suppliers against set criteria
  • training and development for our employees
  • regular audit of our internal processes
  • measurable quality objectives which reflect our business aims
  • management reviews of audit results, customer feedback and complaints
  • Our internal procedures are reviewed regularly and are held in a Quality Manual which constantly update and abide by.
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This policy is posted on the Company Notice Board and can also be found in the staff handbook.

Although the Managing Director has ultimate responsibility for Quality, all employees have a responsibility within their own areas of work to help ensure that Quality is embedded within the whole of the company.

POLICY STATEMENT 

  1. BAPEI CONSULTING Ltd  recognises that discrimination and victimisation is unacceptable and that it is in the interests of the Company and its employees to utilise the skills of the total workforce. It is the aim of the Company to ensure that no employee or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).
  1. Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best.
  1. We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment.
  1. All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.
  1. Our staff will not discriminate directly or indirectly, or harass customers or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the Company’s goods and services.
  1. This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.

OUR COMMITMENT

  • To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
  • Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
  • Training, development and progression opportunities are available to all staff.
  • To promote equality in the workplace which we believe is good management practice and makes sound business sense.
  • We will review all our employment practices and procedures to ensure fairness.
  • Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
  • This policy is fully supported by senior management.
  • The policy will be monitored and reviewed regularly.

RESPONSIBILITIES OF MANAGEMENT

  1. Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Chief Executive / Business Owner. Directors / Managers will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each manager will ensure that:
  • all their staff are aware of the policy and the arrangements, and the reasons for the policy;
  • grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;
  • proper records are maintained.
  1. The Head Office will be responsible for monitoring the operation of the policy in respect of employees and job applicants, including periodic departmental audits.

RESPONSIBILITIES OF STAFF

  1. Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:
  • comply with the policy and arrangements;
  • not discriminate in their day to day activities or induce others to do so;
  • not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics.
  • ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
  • inform their manager if they become aware of any discriminatory practice.

THIRD PARTIES

  1. Third-party harassment occurs where a BAPEI CONSULTING Ltd  employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. BAPEI CONSULTING Ltd  will not tolerate such actions against it’s staff, and the employee concerned should inform their manager / supervisor at once that this has occurred. The Company will fully investigate and take all reasonable steps to ensure such harassment does not happen again.

RELATED POLICIES AND ARRANGEMENTS

  1. All employment policies and arrangements have a bearing on equality of opportunity. The Company policies will be reviewed regularly and any identified discriminatory elements removed. 

RIGHTS OF DISABLED PEOPLE

  1. The Company attaches particular importance to the needs of disabled people.
  1.  Under the terms of this policy, managers are required to: 
  • make reasonable adjustments to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, reduced working hours. (NB: managers are expected to seek advice and guidance from external agencies where appropriate to maintain disabled people in employment);
  • include disabled people in training/development programmes;
  • give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job.

EQUALITY TRAINING

  1. A series of regular briefing sessions will be held for staff on equality issues. These will be repeated as necessary. Equality information is also included in induction programmes.
  1. Training will be provided for managers on this policy and the associated arrangements. All managers who have an involvement in the recruitment and selection process will receive training.

MONITORING

  1. The Company deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.
  1. The system will involve the routine collection and analysis of information on employees by gender, marital status, ethnic origin, sexual orientation, religion / beliefs, grade and length of service in current grade. Information regarding the number of staff who declare themselves as disabled will also be maintained.
  1. There will also be regular assessments to measure the extent to which recruitment to first appointment, internal promotion and access to training/development opportunities affect equal opportunities for all groups.
  1. We will maintain information on staff who have been involved in certain key policies: Disciplinary, Grievance and Bullying & Harassment.
  1. Where appropriate equality impact assessments will be carried out on the results of monitoring to ascertain the effect of the Company policies and our services / products may have on those who experience them.
  1. The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.
  1. If monitoring shows that the Company, or areas within it, are not representative, or that sections of our workforce are not progressing properly within the Company, then an action plan will be developed to address these issues. This will include a review of recruitment and selection procedures, Company policies and practices as well as consideration of taking legal Positive Action.

GRIEVANCES/DISCIPLINE

  1. Employees have a right to pursue a complaint concerning discrimination or victimisation via the Company Grievance or Harassment Procedures.
  1. Discrimination and victimisation will be treated as disciplinary offences and they will be dealt with under the Company Disciplinary Procedure.

REVIEW

  1. The effectiveness of this policy and associated arrangements will be reviewed annually under the direct supervision of the Chief Executive / Business Owner.

This policy is to ensure that all learners receive the necessary advice, guidance and support in order to maximise their achievements appropriate to their needs.

Ethos & aims

All learners will receive advice or information specific to the course on which they wish to enrol. All Learners on FE courses will receive an initial assessment and an induction.
Our Service aims to ensure our courses are accessible as possible, in line with our Equality& Diversity Policy and our Disability Statement.

Responsibility & scope

This policy covers all learners and all academic, learner support and enrolment staff who are involved in learner guidance and support.

Implementation

The following are the responsibility of admissions and enrolment staff & Tutors:

All learners are encouraged to disclose their additional support needs before starting a course.
The need for support will be captured via an enrolment form initial assessment and monitoring of learners during the course.
Additionally, information on other support services will be provided to learners in the Prospectus, Learner Handbook and in other leaflets as provided. Staff and management alike will visit classes to explain the services available to learners.
Learning support will be included in the staff induction process. Tutors will also have relevant information in their handbooks.
Coordinators will liaise regularly with management and tutors to discuss individual learner progress and the provision of support.
All learners who identify additional support needs will be invited for a personal interview (wherever appropriate) where the learner will discuss and agree to a learning support plan.
Learning support will be provided on an appropriate basis which will include 1:1 support, group support, classroom support, specialist assessment, drop-in sessions, IT support
BAPEI will document the type of the support provided and progress towards agreed goals. This will be reviewed regularly by learner and tutor who will sign and date each review.
All learners will have access to the Learning Centres for open and flexible learning and careers guidance information. Staff will be on hand to assist, advise and support.
Free careers guidance will be available to all learners and prospective. Learners will be entitled to attend a personal interview and regular workshops.
Learners will be provided with information on available grants where applicable

The following are the responsibility of staff in the Directorate of Teaching & Learning

Management will ensure staff are involved in termly Course Review meetings where appropriate.
All learners will receive regular and constructive feedback from tutors on their progress. Progress of learners will be clearly documented.
Drop in/study skills workshops will be offered to students where appropriate.
All learners will receive comprehensive advice on progression routes.

The following are the joint responsibility of staff in Learner Support and Teaching & Learning

When it is not possible for the Service to meet the support needs of a learner then that learner will be referred to other provision.
All learners will have the opportunity to evaluate the advice, guidance and support they have received.
The Learning Support Staff will regularly monitor provision through: learner, tutor and manager feedback, management meetings and achievement data.

Monitoring

The operation of this policy is monitored and evaluated through:

An annual self-assessment
Monthly monitoring reports
Reports to the awarding bodies
The policy is reviewed every year by the Director of Teaching & Learning

BAPEI is part of BAPEI Consulting Ltd. This privacy policy will explain how our organization uses the personal data we collect from you when you use our website.

What data do we collect?

BAPEI Consulting Ltd collects the following data:

  • Personal identification information (Name, email address, phone number, etc.)
  • All information required when registering with us including and not limited to employment status

How do we collect your data?

You directly provide BAPEI Consulting Ltd with most of the data we collect. We collect data and process data when you:

  • Register online or place an order for any of our products or services.
  • Registering on line with one of our selected training partners.
  • Voluntarily complete a customer survey or provide feedback on any of our message boards or via email or course completion on line.
  • Use or view our website via your browser’s cookies.

How will we use your data?

BAPEI Consulting Ltd collects your data so that we can:

  • Process your order, manage your account.
  • Email you with special offers on other products and services we think you might like.
  • Email you to help promote your career and/or for employment purposes.

If you agree, BAPEI Consulting Ltd will share your data with our partner companies so that they may offer you their products and services from time to time.

When BAPEI Consulting Ltd processes your order, it may send your data to, and also use the resulting information from, credit reference agencies to prevent fraudulent purchases.

BAPEI Consulting Ltd will keep your data for a period of 6 years for financial record and purposes of evidence for the authorities. Once this time period has expired, we will delete your data from our systems.

 If you would like your data deleted then please contact:             and we will respond in one       month to either confirm the erasal of data or provide you with reason why we cannot erase your data. 

Marketing

BAPEI Consulting Ltd would like to send you information about products and services of ours that we think you might like, as well as those of our partner companies if you have agreed to receive marketing, you may always opt out at a later date.

You have the right at any time to stop BAPEI Consulting Ltd from contacting you for marketing purposes or giving your data to other members BAPEI Consulting Ltd work with to make your experience more fulfilling.

 

If you no longer wish to be contacted for marketing purposes, please email us at info@bapei.io

Confidentiality Statement

Bapei strives to ensure the protection of your personal information through responsible practices. This notice sets out the basis on which any personal data we collect from you, or that you provide to us, will be processed by us.

Please read the following carefully to understand our views and practices regarding your personal data and how we will treat it.

For the purposes of data protection legislation in force from time to time the data controller is BAPEI Consulting LTD of 71 Broadcoombe, South Croydon, CR2 8HP Any questions please email izharshah@bapei.io

We do not collect any information when you visit our website, other than if you sign up. In which case, the information will be treated the same as above.

Our legal basis for the processing of personal data is our legitimate business interests, described in more detail below, although we will also rely on contract, legal obligation and consent for specific uses of data.

We will rely on legal obligation if we are legally required to hold information on you to fulfil our legal obligations.

We will in some circumstances rely on consent for particular uses of your data and you will be asked for your express consent, if legally required. Examples of when consent may be the lawful basis for processing include permission to introduce you to a client (if you are a candidate).

Our website uses cookies to distinguish you from other users of our website. This helps us to provide you with a good experience when you browse our website and also allows us to improve our site. For detailed information on the cookies we use and the purposes for which we use them see our Cookie notice.

All information you provide to us is stored on our secure servers. Where we have given you (or where you have chosen) a password which enables you to access certain parts of our site, you are responsible for keeping this password confidential. We ask you not to share a password with anyone.

We understand our legal duty to retain accurate data and only retain personal data for as long as we need it for our legitimate business interests and that you are happy for us to do so. Accordingly, we have a data retention notice and run data routines to remove data that we no longer have a legitimate business interest in maintaining.

You have the right to ask us not to process your personal data for marketing purposes. We will usually inform you (before collecting your data) if we intend to use your data for such purposes or if we intend to disclose your information to any third party for such purposes and we will collect express consent from you if legally required prior to using your personal data for marketing purposes.

Our site may, from time to time, contain links to and from the websites of our partner networks, advertisers and affiliates. If you follow a link to any of these websites, please note that these websites have their own privacy policies and that we do not accept any responsibility or liability for these policies. Please check these policies before you submit any personal data to these websitesThe Data Protection Act 1998 and the GDPR give you the right to access information held about you. We also encourage you to contact us to ensure your data is accurate and complete. Your right of access can be exercised in accordance with the Act (and the GDPR once it is in force).

Any changes we make to our privacy notice in the future will be posted on this page and, where appropriate, notified to you by email. Please check back frequently to see any updates or changes to our privacy notice.

Questions, comments and requests regarding this privacy notice are welcomed and should be addressed to Izhar Shah BAPEI Consulting 71 Broadcoombe, South Croydon, CR2 8HP.

BAPEI Consulting Ltd Limited is committed to minimising the impact of its activities on the environment. Meeting the needs of the current environment and that of the future generations to enable a cleaner greener living environment for all. Concern for the environment is a fundamental and integral part of our daily work.

Some of the key points to achieve this are:

  • Minimise waste by evaluating operations and ensuring they are as efficient as possible.
  • Reduce our carbon footprint wherever possible and work with companies that have similar interests.
  • Actively promote recycling both internally and amongst its customers and suppliers.
  • Source and promote a product range to minimise the environmental impact of both production and distribution.
  • Meet or exceed all the environmental legislation that relates to the Company.

Purchases made from REED.co.uk

Under this policy, you may cancel your purchase of the course within the period of 14 calendar days from the date on which the contract of purchase is concluded. This is called a “Cancellation Period”. Note that if you redeem your voucher during the Cancellation Period, you expressly request us to begin providing the course materials and you acknowledge that you lose your right to cancel the purchase of the course and get any refund for it.

BAPEI Consultancy Ltd (BAPEI) is committed to ensuring that any person or organisation using services provided by BAPEI or affected by its operations has the right to lodge a complaint and to have their concerns addressed in ways that ensure access and equity, fairness, accountability and transparency.

In the unlikely event of a complaint, BAPEI will provide a complaints management procedure that:

is simple and easy to use

  • is available to all members, clients and stakeholders via the BAPEI website.
  • ensures complaints are fairly assessed and responded to promptly
  • is procedurally fair and follows principles of natural justice
  • complies with legislative requirements.

OUR COMMITMENT

If you make a complaint to BAPEI you can expect that we will:

  • treat you with respect
  • tell you what to expect while your complaint is being looked into
  • carry out the complaint handling process in a fair and open way
  • provide reasons for decisions that are made
  • protect your privacy

WHAT CAN I MAKE A COMPLAINT ABOUT?

You can make a complaint to BAPEI about the delivery of BAPEI services. From time to time, BAPEI

consults with the sector to determine a policy position or to gauge the views of the sector. It is

not the intent of this policy to allow a person or organisation to complain about the outcome of

such consultations if the final result does not agree with that person or organisations position. A

person may however lodge a complaint if a documented consultation process was not followed,

or if the process was flawed.

BAPEI has as its members not-for-profit disability service providers who provide front line

disability support services. We do not have the authority to directly investigate complaints about

these organisations. If you have a complaint regarding one of our members, we recommend

that you discuss the complaint with the organisation directly.

MAKING A COMPLAINT

A person wishing to make a complaint may do so in writing or verbally to:

  • the staff member they were dealing with at the time, unless you are making a complaint about this person
  • the relevant manager
  • the Chief Operating Officer or Chief Executive, or

If the complaint is about:

  • a product or service delivered by BAPEI, the complaint will normally be dealt with by the relevant manager
  • a staff member, the complaint will normally be dealt with by the relevant manager
  • a senior staff member, the complaint will normally be dealt with by the Chief Operating Officer or the Chief Executive
  • the Chief Operating Officer, the complaint will normally be dealt with by the Chief Executive of BAPEI
  • the Chief Executive, the complaint will normally be dealt with by another Director of BAPEI
  • Internal complaints, where a staff member makes a complaint concerning another staff member, will be dealt with in accordance with the Grievance Policy and Procedures of BAPEI.

Written complaints may be sent to the relevant BAPEI office. The relevant manager will be responsible for receiving this correspondence and directing it to the appropriate person.

PROCEDURE FOR COMPLAINTS MANAGEMENT

  1. The person managing the complaint will be responsible for:
  • Registering the complaint:
  • registering the complaint and  informing the complainant that their complaint has been received and providing them with information about the process and time frame
  1. Investigating the complaint:
  • examining the complaint within 5 working days of the complaint being received
  • informing the complainant by letter within 10 working days of the complaint being received of what is being done to investigate and resolve it, and the expected time frame for resolution.

As far as possible, complaints or appeals will be investigated and resolved within 20 working days of being received. If this time frame cannot be met, the complainant will be informed of the reasons why and of the alternative time frame for resolution.

APPEALS

Where an appeal is sought after, this can be sent in via the same communication lines to be resolved by another Director at BAPEI

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