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Our Policies

Code of Conduct Policy

Occuteach is committed to providing exceptional learning, with a friendly, safe and welcoming environment to all staff, learners and visitors. In relation to this, learners must understand and undertake various responsibilities as these form the basis of the code of conduct for each and every learner to uphold.

Zero tolerance from following:

  • Any form of aggression and/or violence
  • Alcohol and drugs; this includes any paraphernalia
  • Possession of any dangerous items
  • Theft and any damage to property
  • Disrespectful or any disruptive behaviours
  • Offensive language

(Any suspicions of the above, local authorities will be contacted)


Learners are responsible for adhering to the class timetables, this includes course start times, returning from breaks and lunchtimes.

Mobile Phones

Mobile phones must be kept on silent for the duration of each day’s training and phone use is restricted to break periods ONLY. If an individual need to take an emergency phone call, they must leave the room so as not to disturb the group. 


Learners need to attend every day / session.


Smoking is only permitted in the designated smoking area. This includes the use of electronic cigarettes and vaporizers.

Occuteach do not accept liability for any personal possessions.

Complaints Policy

Here at Occuteach, we strive to give our customers the best possible service that they expect; we recognise that sometimes things may go wrong. If for any reason you are dissatisfied with the service that we provide, please let us know so we can deal with your query and improve the service we provide.

What is a complaint?

A complaint is when you inform us that you are not happy about the service we provide. It can be about anything and could include:

  • Service not delivered on time
  • The wrong Information has been given to you or the learner
  • You have received a poor-quality service
  • You have an issue with a member of staff 

We ensure that:

  • Making your complaint is as easy as possible
  • We will treat your complaint seriously and with the utmost professionalism
  • We will deal with your complaint promptly and in confidence
  • We learn from complaints and use them to review and improve our service

However, the complaint is received; it will be dealt with efficiently and effectively, with the aim of resolving the issue as quickly as possible, to the satisfaction of the customer.

Trainers or learners should make the complaint to Occuteach who will do their upmost to resolve the concern. 

How to make a complaint

If you wish to make a complaint you can contact Occuteach in any of the following ways listed below;

Tel: 01934 511042 / 07957998340

E-Mail: [email protected] 

Complaints Procedure

If we receive a complaint, we will try to resolve it immediately if we can and notify you of the outcome. We will send you:

  • An acknowledgement within 48 hours
  • Details of who will be dealing with the complaint
  • Final response will be within 10 working days

If we are unable to resolve the complaint immediately, we will:

Ask for any further information required

  • Within 10 working days:
  • Send a response
  • Update you and state when we hope to complete our investigations

We record all complaints and review them to consider if we need to make any changes to improve our services or
prevent any re-occurrence.

If for any reason you are unhappy with our response to your complaint you can contact our Managing Director.

Tel:  07957998340

E-Mail: [email protected]

Your complaint will be fully investigated and a response issued within 10 working days.

Equality, Diversity and Inclusion Policy

Occuteach is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each learner and employee to feel respected and able to give their best.

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

  • provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  • not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities 

The organisation commits to:

  • Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
    • This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
    • All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
    • Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
    • Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
  • Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  • Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
  • Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
    • Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed.

Details of the organisation’s grievance and disciplinary policies and procedures can be found at Occuteach; [email protected]. 01934511042 This includes with whom an employee should raise a grievance – usually their line manager. 

General Data Protection Policy

Occuteach has created this policy as guidance to our commitment to the ‘The General Data Protection Regulation 2018’ (GDPR).

This policy sets out how we will use and process personal information.

Occuteach lawfully process personal information to enable us to provide education and training to our customers and clients, to promote our services, to maintain our own accounts and records.

Types of Information that we process

We process relevant information for us to provide Education, training and consultancy services; this may include the following information:

  • Personal Details
  • Family Details
  • Business activities of the person whose personal information we are processing
  • Lifestyle & social circumstances
  • Previous & training details
  • Education & employment details
  • Goods & services

We also process sensitive classes of information that may include:

  • Physical & mental health details
  • Racial or ethnic origin
  • Physical & mental health details
  • Racial or ethnic origin

Who the information is processed about

  • Customers
  • Clients
  • Students/Apprentices
  • Trainers
  • Employees
  • Suppliers
  • Professional advisers and consultants
  • Complainants, enquirers

Who the information is shared with

We often need to share the personal information we process with the individual themselves and also with other organisations. Where necessary we are required to comply with all the aspects of The General Data Protection Regulation 2018.

We will only share necessary statutory and proportionate information to deliver the agreed training, education or consultancy services; we do not share personal information with any third parties in relation to marketing or sales activities.

Children and Privacy

We do not knowingly solicit personal information from Children under the age of 13 or send them requests for personal information.

How long will we keep your data?

We do not keep any personal data longer than is necessary as stipulated by either legislation or our awarding organisations requirements.

We will keep records in either electronic or paper format for the following timescales:

              • Learner Files, tests and examinations – 3 Years from date of award
              • Personnel Records – 5 Years

Your rights under GDPR

There are a number of new rights individuals have under the new regulation, they are:

  • The right to be informed – Details of how we will process your data are included in this policy
  • The right of access – Individuals can request a copy of the information we hold on them*
  • The right to rectification – If the data is incorrect please let us know and we will put it right
  • The right to erasure – Individuals can request that we erase the data we hold on them, except when there is a statutory requirement for us to keep it
  • The right to restrict processing – Individuals can restrict the processing of data we hold on them
  • The right to data portability – Individuals can request we transfer data to another provider**
  • The right to object; and
  • The right not to be subject to automated decision making

*Data access request’s will be processed free of charge and within 1 month, if there is something in particular that you would like to know please give us as much detail as possible as this will help us find the information you want quickly.

**The right to data portability:

It only applies to personal data an individual has provided to a controller; where the processing is based on the individual’s consent or for the performance of a contract; and when processing is carried out by automated means.


If you have a complaint regarding the data we hold on you, or the way that we have processed your data please contact:

Lisa Haines [email protected]



01934 511042 / 07957998340

If we receive a complaint, we will try to resolve it immediately if we can and notify you of the outcome. We will send:

An acknowledgement within two working days

Details of who will be dealing with the complaint

Final response within 10 working days

If we are unable to resolve the complaint immediately, we will:

    • Ask for any further information required

Within 10 working days:

      • Send a response
      • Update you and state when we hope to complete our investigations

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