Index

1. Equal Opportunities Learner’s Charter
2. Alsaihati Intercultural Center’s Commitment to Equal Opportunities
3. Learner Charter – Standards of Service at Alsaihati Intercultural Center
4. Customer Expectations at Alsaihati Intercultural Center
5. Malpractice Policy and Procedure
6. Reasonable Adjustments Policy
7. Safeguarding Learner Policy
8. Areas for Appeal for CPD Courses
9. Data Protection Act 2018 Policy
10. Disclaimer
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Equal Opportunities Learner’s Charter

“Everyone has a part to play in ensuring we achieve equality of opportunity. We believe

that a positive attitude towards equality and diversity is right for our people, our clients and our business suppliers. This means that we must encourage all our people to welcome diversity and respect each person’s individuality”.

Alsaihati Intercultural Center is committed to ensuring that the admissions process will be open and transparent, and that no individual or group receives less favourable treatment by virtue of age, disability, economic status, faith, gender, marital status, sexuality, race, colour, and nationality, ethnic or national origin.

The following Learner Charter has been drawn up stating the standards of service you can expect to receive as a learner of Alsaihati Intercultural Center

Using the Alsaihati Intercultural Center you can expect…

• to receive a highly quality learning experience
• to be given equal opportunities and treated fairly
• to be treated with courtesy
• to have access to advice, guidance and support to ensure your choices are informed ones and that your learning needs are met
• to learn in a healthy and safe environment
• to be provided with timely and appropriate information on your progress
• to have staff listen to any issues, suggestions or concerns you may have, and to respond in a relevant manner

In turn as a customer of Alsaihati Intercultural Center we would like you to:

• be fully committed to your course
• treat our staff with courtesy
• provide us with appropriate information to help us meet your learning and assessment needs
• ensure that your behaviour contributes to a healthy and safe environment
• abide by any rules specifically relating to online assessment
• communicate issues, suggestions or concerns using the procedures outlined in your Student Handbook.

If for any reason you wish to make a formal complaint, then please access our formal complaints procedure on the website or email

Malpractice Policy

Alsaihati Intercultural Center treats all cases of suspected malpractice* very seriously and will investigate all suspected and reported incidents of possible malpractice.

The purpose of this Policy and Procedure is to set out how allegations of malpractice in relation to all Alsaihati Intercultural Center’s training assessments and training events are dealt with.

The scope of the policy is to provide:

• a definition of malpractice
• examples of learner and centre malpractice and maladministration;
• possible sanctions that may be imposed in cases of malpractice.

*The term ‘malpractice’ in this policy is used for both malpractice and maladministration.

Introduction

For the purpose of this document ‘malpractice’ is defined as:

Any act, or failure to act, that threatens or compromises the integrity of the assessment processor and the validity of Alsaihati Intercultural Center training events and their certification.

This includes:

• maladministration and the failure to maintain appropriate records or systems;
• the deliberate falsification of records or documents for any reason connected to the award of training events certification;
• acts of plagiarism or other academic misconduct;
• and/or actions that compromise the reputation or authority of its employees or associates. Alsaihati Intercultural Center will report all relevant cases of suspected malpractice to the relevant authority, accepting that in certain circumstances they may take action of its own, including imposing sanctions.
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Malpractice by learners

Some examples of learner malpractice are described below. These examples are not exhaustive and all incidents of suspected malpractice, whether or not described below, will be fully investigated, where there are sufficient grounds to do so.

• Obtaining examination or assessment material without authorisation.
  • Arranging for an individual other than the learner to sit an assessment or to submit an assignment not undertaken by the learner.
  • Impersonating another learner to sit an assessment or to submit an assignment on their behalf.
  • Collaborating with another learner or individual, by any means, to complete a coursework assignment or assessment, unless it has been clearly stated that such collaboration is permitted.
  • Damaging another learner’s work.
  • Inclusion of inappropriate or offensive material in coursework assignments or assessment scripts.
  • Failure to comply with published examination regulations.
  • Disruptive behaviour or unacceptable conduct, including the use of offensive language, at training centre or assessment venue (including aggressive or offensive language or behaviour).
  • Producing, using or allowing the use of forged or falsified documentation, including but not limited to:
    • personal identification;
    • supporting evidence provided for reasonable adjustment or special consideration applications; and
    • competency documents
    • results documentation, including certificates.
  • Misrepresentation or plagiarism of a Alsaihati Intercultural Center certificate.
  • Fraudulent claims for special consideration while studying.
  • Falsely obtaining by any means a certificate
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Malpractice by Alsaihati Intercultural Center employees and associates

Examples of malpractice by, employees, tutors and assessors are listed below. These examples are not exhaustive and all incidents of suspected malpractice, whether or not described below, will be fully investigated, where there are sufficient grounds to do so.

• Failure to adhere to the relevant regulations and procedures, including those relating to Alsaihati Intercultural Center approval, security undertaking and monitoring requirements as set out by these regulations.
  • Knowingly allowing an individual to impersonate a learner.
  • Allowing a learner to copy another learner’s assignment work or allowing a learner to let their own work be copied.
  • Allowing learners to work collaboratively during an assignment assessment, unless specified in the assignment brief.
  • Completing an assessed assignment for a learner or providing them with assistance beyond that ‘normally’ expected.
  • Damaging a learner’s work.
  • Disruptive behaviour or unacceptable conduct, including the use of offensive language (including aggressive or offensive language or behaviour).
  • Allowing disruptive behaviour or unacceptable conduct at Alsaihati Intercultural Center to go unchallenged, for example, aggressive or offensive language or behaviour.
  • Divulging any information relating to learner performance and / or results to anyone other than the learner.
  • Producing, using or allowing the use of forged or falsified documentation, including but not limited to:
    • personal identification;
    • supporting evidence provided for reasonable adjustment or special consideration applications; and
    • competency documents
    • results documentation, including certificates
  • Falsely obtaining by any means a certificate.
  • Failing to report a suspected case of learner malpractice, including plagiarism, to your Line Manager.
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Possible malpractice sanctions

Following an investigation, if a case of malpractice is upheld, Alsaihati Intercultural Center may impose

sanctions or other penalties on the individual(s) concerned. Where relevant we will report the matter and may impose one or more sanctions upon the individual(s) concerned. Any sanctions imposed will reflect the seriousness of the malpractice that has occurred.

Listed below are examples of sanctions that may be applied to a learner, tutor or other associates who has had a case of malpractice upheld against them. Please note that this list is not exhaustive and other sanctions may be applied on a case-by-case basis.

Possible sanctions that may be applied to learners

• A written warning about future conduct.
  • Notification to an employer, regulator or the police.
  • Removal from the course.
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Possible sanctions that may be applied to employees, tutors and other associates

• A written warning about future conduct.
  • Imposition of special conditions for the future involvement of the individual(s) in the conduct, teaching, supervision or administration of learners and/or examinations.
  • Informing any other organisation known to employ the individual in relation to courses or examinations of the outcome of the case. Alsaihati Intercultural Center may carry out unannounced monitoring of the working practices of the individual(s) concerned.
  • Dismissal.
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Procedure

Reporting a suspected case of malpractice

This process applies to, employees, tutors, learners and other associates to Alsaihati Intercultural Center

and to any reporting of malpractice by a third party or individual who wishes to remain anonymous.

Any case of suspected malpractice must be reported as soon as possible and at the latest within two working days from its discovery to the Training & Development Manager (Quality Nominee).

A written report should then be sent to the Training & Development Manager, clearly identifying the factual information, including statements from other individuals involved and / or affected, any evidence obtained, and the actions that have been taken in relation to the incident.

Wherever possible, and provided other learners are not disrupted by doing so, a learner suspected of malpractice should be warned immediately that their actions may

constitute malpractice, and that a report will be made to the Training & Development Manager.

In cases of suspected malpractice by Alsaihati Intercultural Center employees, tutors and other

associates, and any reporting of malpractice by a third party or individual who wishes to remain anonymous, the report made to the Training & Development Manager should include as much information as possible, including the following:

• the date time and place the alleged malpractice took place, if known.
  • the name of the employee, tutor or other third party involved
  • a description of the suspected malpractice; and
  • any available supporting evidence.

In cases of suspected malpractice reported by a third party, or an individual who wishes to

remain anonymous, Alsaihati Intercultural Center will take all reasonable steps to authenticate the

reported information and to investigate the alleged malpractice.

Administering suspected cases of malpractice

Alsaihati Intercultural Center will investigate each case of suspected or reported malpractice, to ascertain whether malpractice has occurred. The investigation will aim to establish the full facts and circumstances. Alsaihati Intercultural Center will promptly take all reasonable steps to prevent any adverse effect that may arise as a result of the malpractice, or to mitigate any adverse effect, as far as possible, and to correct it to make sure that any action necessary to maintain the integrity of our training and reputation is taken. Alsaihati Intercultural Center will acknowledge all reports of suspected malpractice within five working days. All of the parties involved in the case will then be contacted within 10 working days of receipt of the report detailing the suspected malpractice. We may also contact other individuals who may be able to provide evidence relevant to the case.

The individual(s) concerned will be informed of the following:

• that an investigation is going to take place, and the grounds for that investigation;
  • details of all the relevant timescales, and dates, where known;
  • that they have a right to respond by providing a personal written response relating to the suspected malpractice (within 15 working days of the date of that letter);
  • that, if malpractice is considered proven, sanctions may be imposed by reflecting the seriousness of the case;
  • that, if they are found guilty, they have the right to appeal.
  • that Alsaihati Intercultural Center has a duty to inform the relevant authorities / regulators, but only

after time for the appeal has passed or the appeal process has been completed. This may also include informing the police if the law has been broken and to comply with any other appropriate legislation.

Where more than one individual is contacted regarding a case of suspected malpractice, for example in a case involving suspected collusion, we will contact each individual separately, and will not reveal personal data to any third party unless necessary for the purpose of the investigation.

The individual has a right to appeal against a malpractice outcome if they believe that the policy or procedure has not been followed properly or has been implemented to their detriment.

Records of all malpractice cases and their outcomes are maintained by Alsaihati Intercultural Center for

a period of at least five years and are subject to regular monitoring and review.

Reasonable Adjustments Policy

Aims and Objectives of the Policy

Alsaihati Intercultural Center has a duty under the Equality Act 2010 to make any reasonable

adjustments that can be made for our learners to ensure they are not discriminated against.

We aim to facilitate open and fair access to our training for learners who are eligible for reasonable adjustments and / or special considerations without compromising the assessment of skills, knowledge, understanding or competence being measured , Alsaihati Intercultural Center achieve this through:

Reasonable Adjustments

Alsaihati Intercultural Center will consider requests for Reasonable Adjustments and Special Considerations.

This is agreed at point of booking/registration. The learner must request within a reasonable timeframe any adjustments that may be needed to reduce the effect of a disability or difficulty, which places the learner at a substantial disadvantage. Any requests for reasonable adjustments must not affect the quality and reliability of the learning outcomes nor must they give the learner an advantage over other learners undertaking the same or similar training.

Reasonable Adjustments may not be applied to training that will provide a “licence to practice” or where the learner needs to demonstrate a practical competence.

Special Considerations

A special consideration request can be made during or after a training event to reflect temporary illness, injury or indisposition that occurred at the time of the event. Any special considerations granted cannot remove the difficulty the learner faced at the time of the event and can only be a relatively small adjustment to ensure that the integrity of the training is not compromised. Special consideration may not be applied to training that will provide a “licence to practice” or where the learner needs to demonstrate a practical competence.

Alsaihati Intercultural Center will only consider requests for Reasonable Adjustments and Special

Considerations submitted within a timely manner and have completed the appropriate paperwork for these requests.

Reasonable Adjustments

A reasonable adjustment helps to reduce the effect of a disability or a difficulty that places the learner at a substantial disadvantage.

Reasonable adjustments must not affect the quality and reliability of the learning outcomes, but may include;

• Ensuring any online learning is more accessible (such as ability to adjust display settings and providing advice/guidance on speech technology)
• Providing assistance during an assessment of learning
• Adapting materials or providing it on coloured paper
• Re-organising the physical assessment/learning environment
• Use of mechanical and electronic aids
• Use of assistive software
• Use of low vision aids
• British Sign Language

Reasonable adjustments must be approved and set in place prior to any assessment or learning is carried out.

Any assessment of work following a reasonable adjustment has been made must be carried out in the same way of work from other learners.

Reasonable adjustments must never give a learner and advantage to other learners and must never affect the quality or reliability of the learning.

It is important to note that not all requests for reasonable adjustments may be granted if they are not deemed reasonable, permissible or practical in certain situations. The learner may not need, nor be allowed, the same adjustments for all learning.

Requests for reasonable adjustments are approved by Alsaihati Intercultural Center prior to any

bookings/registrations are taken. They are intended to allow access to training / assessment but can only be approved if the adjustment does not;

• Affect the quality and reliability of the learning
• Provide an unfair advantage to other learners
• Influence or compromise the final outcome of the assessment of learning

Any requests for reasonable adjustments must be made to Alsaihati Intercultural Center within 7 days of registration / booking or at least 28 working days before an assessment / classroom event using the appropriate paperwork.  If you are unsure if a learner requires a reasonable adjustment, please speak with Alsaihati Intercultural Center who will provide the relevant guidance.

Special Considerations

A special consideration is consideration given to a learner who was prepared and present at an assessment but may have been disadvantaged by temporary illness, injury or adverse circumstances outside of their control.

It is important to note that special consideration may not be possible where assessment requires the demonstration of practical competence, or the training provides a “licence to practice”.

Where an assessment of learning is carried out and marked by a computer, the learner will have the ability to take it at a later date however this must be completed prior to any practical assessments or other learning is carried out.

A special consideration cannot give a learner an unfair advantage to other learners and must not mislead the learners’ achievement. The learner’s results must reflect their true achievement and not potential ability. Alsaihati Intercultural Center’s decision on requests for special considerations will vary from learner to learner and one subject to another. The factors may include the severity of the consideration, date of assessment and the nature of the assessment such as practical or oral presentation.

The learner may be eligible for special considerations if;

• The performance in an assessment is affected by circumstances out of their control, such as recent personal illness, accident or bereavement
• Alternative arrangements which were agreed in advance proved to be inappropriate or inadequate
• Part of an assessment / event was missed due to circumstances beyond the control of the learner

The learner will not be eligible for special consideration if;

• The leaner has not been affected at the time of an assessment by a particular condition
  • Part of an assessment / event is missed due to personal arrangements including holidays or unauthorised absence
  • The event / assessment is affected by difficulties such as disturbances through building work, lack of proper facilities, changes in or shortages of staff or industrial disputes

Examples of circumstances where special consideration may be given are;

• Terminal illness of the learner
  • Recent bereavement of a member of the immediate family
  • Serious of disruptive domestic crises leading to acute anxiety about the family
  • Incapacitating illness or injury of the learner
  • Severe car accident
  • Outbreak of infection where learners are in isolation
  • Lost or damaged work beyond the control of the learner

Special consideration will not be granted for minor illness or a minor disturbance.

Requests for special considerations are approved by Alsaihati Intercultural Center Applications for special

considerations must be made on case-by-case basis and thus separate applications must be made for each learner. Any requests for special considerations will only be approved if they do not;

• Affect the quality and reliability of the learning
  • Provide an unfair advantage to other learners
  • Influence or compromise the final outcome of the assessment of learning

Any requests for special considerations must be made to Alsaihati Intercultural Center within 7 days of the

event or assessment using the appropriate paperwork.  If you are unsure if a learner requires a

special consideration please speak with Alsaihati Intercultural Center who will provide the relevant guidance.

It is important to note that special consideration will not be granted if / where learner achievement has been acknowledged and certified.

Safeguarding Learner Policy

Introduction

All staff working with children and vulnerable adults have a legal duty to work together

to protect them from harm or abuse. Alsaihati Intercultural Center Safeguarding lead has overall responsibility for the safeguarding of learners, and is responsible for ensuring the effectiveness of all work done to safeguard and promote the welfare of children and young people on programme. Alsaihati Intercultural Center Policy covers:

• The recruitment and employment of staff working with vulnerable adults and the provision of a safe learning environment under the requirements of this act
• Training & Development Manager & HR department are responsible for ensuring that Alsaihati Intercultural Center follows safer recruitment procedures. This includes carrying out Disclosure and Baring checks on all staff working with vulnerable learners every three years. This also applies where staffs have already been checked by a previous employer.
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Statement of Intent:

Alsaihati Intercultural Center’s first priority is to ensure the safety and protection of all learners

taking part in learning. In order to protect young people and vulnerable adults from harm we

will act in accordance with the following legislation and guidance: ‘No Secrets’ DH 2000

Scope

This policy statement applies to all learning provided by Alsaihati Intercultural Center, and includes:

• All learning provision for adults delivered directly by employed staff
• All learning provision for adults commissioned through partnership arrangements
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Definitions

Safeguarding The term “safeguarding” describes the broader preventative and precautionary approach to planning and procedures that are necessary to protect children, young people and vulnerable adults from any potential harm or damage.

Safeguarding means:

• Protection from abuse and neglect
• Promotion of health and development
• Ensuring safety and care relating to the environment and activity
• Ensuring optimum life chances
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‘Child’ or ‘Young Adult’ An individual is considered to be a child or young person up to their 18th birthday

‘Vulnerable Adult’ A Vulnerable adult is any person aged 18 or over ‘who is, or may be in need of, community care services by reason of mental or other disability, age or illness and who is, or may be, unable to take care of him or herself or protect him or herself against significant harm or exploitation’ (‘No Secrets’ DH 2000).

The list below is not exhaustive but a vulnerable adult may be someone

• who: is elderly and frail
• has a mental disorder
• has a physical or sensory disability has a severe physical illness
• is a substance misuser is homeless
• has a learning disability
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‘Abuse’ is

“a violation of an individual’s human and civil rights by any other person or persons” (‘No Secrets’ DH 2000). Abuse may consist of a single act or repeated acts, abuse may happen intentionally or unintentionally and can take place in any relationship or setting. Examples of abuse that could occur in a learning environment include:

Physical abuse – shoving, hitting, slapping

Sexual abuse – involvement in any direct or indirect (e.g. innuendo, pornography) activity against the learner’s will or knowledge

Emotional/psychological abuse e.g. intimidation, bullying or humiliation Discriminatory abuse e.g. racial, sexual or religious harassment Financial or material exploitation e.g. coercing money or goods

Institutional abuse e.g. failure to ensure privacy, dignity or uphold individual human and civil rights.

Neglect or acts of omission e.g. ignoring physical or medical needs, failure to access appropriate health, social care or educational services, withholding medication.

An abuser: may be anyone including relatives, friends, professional staff, other learners and service-users, neighbours, care workers, volunteers, and strangers.

Policy Statement

Alsaihati Intercultural Center is committed to promoting safeguarding through the provision  of an

inclusive, supportive and safe environment for its learners, staff and others closely associated with its work and affirms the rights of individuals to be treated fairly and with respect.

Alsaihati Intercultural Center intends to pursue this commitment by

1.  Promoting a culture of value and respect for all within a supportive and safe learning environment

• Ensure that all internal tutoring staff, and learning and personal support staff in contact with learners have a current Disclosure and Barring check for working with adults and/or children
  • Provide accessible information for learners, tutoring staff and subcontracting providers on equality, diversity, bullying, harassment, dignity and respect in the learning environment
  • We will provide opportunities for adults and young people to voice any concerns they may have regarding inappropriate behaviour, abuse, harassment or misconduct and providing strong sanctions to deter victimisation or cover up of malpractice
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• Supply information to learners on Alsaihati Intercultural Center procedures for following

up complaints relating to the conduct of tutoring staff and/or other learners

• Require all tutoring staff and others associated with the delivery of our provision to carry and produce appropriate identification on request
  • Ensure that premises used to deliver learning activities are risk assessed by appropriately trained staff
  • Ensure that learning activities are risk assessed by appropriately trained staff
  • Ensure that care and safety issues and concerns are reported
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2.  Providing Information, training and briefings on safeguarding vulnerable adults and children that includes:

• Include information on Safeguarding as part of learner induction
  • Provide information to tutoring staff and learners about the standards we expect with regard to confidentiality and disclosure

• Provide appropriate training for tutoring staff on safeguarding, disclosure and diversity matters
  • Distribute information to all internal on the signs of abuse and the action to take if/when abuse is reported.
  • Provide accessible information for learners, and tutoring staff on the complaint’s procedure
  • Provide headline information for learners on safeguarding, e-safety, bullying and harassment equality of opportunity and diversity.
  • Provide learners with the name of the designated safeguarding contact and the procedure to be followed in the case of any alleged case of bullying or harassment
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3.  Gathering and analysing information from learners on matters related to feeling safe in the learning environment

• Generate questions on the feedback form to elicit how safe learners feel in the learning environment
• Analyse the information obtained and acting on the results
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Monitoring the effectiveness of this Safeguarding Policy and reviewing it annually

• Monitor the safeguarding practices within provision
• Identify and sharing good practice in safeguarding with subcontracted providers
• Review the Alsaihati Intercultural Center safeguarding policy on an annual basis
• Link with learning networks and the local authority safeguarding unit to ensure that information on safeguarding is current and up to date

All enquiries relating to safeguarding issues should be addressed in the first instance to the

designated safeguarding officer for Alsaihati Intercultural Center Assessment Centre.

Appeals Procedure for students enrolled on CPD courses

We at the Alsaihati Intercultural Center through our portal (London Intercultural Academy) provide a formal route for our learners wishing to appeal against an assessment decision. All learners are assessed against the relevant learning outcomes for the course and regulating organisation criteria, where applicable. Assessment decisions are made by internal Assessors.

Areas for Appeal

Our Appeals Policy enables learners in certain situations to make a formal appeal against a recommendation or assessment decision relating to:

1. the Assessor’s decision on any element of assessment that differs to that of our Internal Quality Assurer’s decision (for example, if an internal assessment has been marked by the Assessor as achieved but the Internal Quality Assurer disagrees with this decision).

• an application for a reasonable adjustment or special consideration

submitted to the regulating organisation for approval.

• our final, overall assessment decision for a CPD Course.
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Grounds for Appeal

The following is a list of examples and is not exhaustive:

• A reasonable adjustment was refused without reason, or a decision to limit a requested for a reasonable adjustment proved to be inappropriate or insufficient.
• The learner requested special consideration, but this does not seem to have been applied.
• There was inappropriate or irregular conduct on the part of the Assessor.
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Appeals Process

Stage 1

The learner should discuss on the day they receive the assessment decision their intention to appeal that decision directly with the Assessor responsible for informing the learner of that decision. If the learner is dissatisfied with the outcome of this discussion, the learner should request a ‘Learners Appeals Application’ form which can be posted or email to you. The learner must submit this form within five days of the date of the assessment and include with it any supporting evidence (see additional notes below). Appeals received after this time will not be heard.

Stage 2

Once received by us, our designated Internal Quality Assurer (“IQA”) will investigate the appeal and respond in writing to the learner with a decision within 20 working days of receipt of the form. If the learner is dissatisfied with the IQA’s decision, the learner should make a complaint directly to the Owner of the company.

Additional Notes

1. It is extremely difficult to investigate appeals without impartial evidence. Therefore, appeals against referrals in practical teaching based solely on the learner’s disagreement with the Assessor’s decision will only be considered when accompanied by a video recording of the learner’s practical assessment.

• The learner has the right to video any aspect of their practical assessment using their own video recording equipment provided it does not interfere with the assessment process, other learners, or the Assessor’s ability to carry out their role(s).

• It is the responsibility of the learner to arrange a video operator.

• Prior to the assessment date and so that a decision can be made for deferral, it is the responsibility of the learner to notify us of any medical problem which may affect the learner’s performance adversely in the assessment process.
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Complaint – a grievance, problem, difficulty or concern

POLICY STATEMENT

Alsaihati Intercultural Center recognises the importance of learner complaints and welcomes complaints

as a valuable form of feedback about its services. We are committed to using the information we receive to help drive forward improvements.

This procedure outlines the aims of Alsaihati Intercultural Center in dealing with complaints and sets

out what you as the customer can expect when making a complaint regarding a service.

A complaint is a way of letting us know that you are not happy with a particular service. We welcome your feedback. A complaint may be about delay, lack of response, discourtesy, failure to consult or about the standard of service you have received.

So please let us know if:

• you think we have done something wrong
• we have not done something that we said we would do
• you are not satisfied with a particular service or set of services that we provide
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ANONYMOUS COMPLAINTS

We understand that it might be difficult for you to complain because you are worried that your complaint could result in a poorer service.  Please be assured that we treat all complaints in the strictest confidence, and that it is your right to complain. If you do not provide us with a contact name or address, it will not be possible for us to get back to you with the outcome of the investigation

PROCEDURE

In the first instance, the complaint should be discussed with the team member concerned and resolution sought within 48 hours of the incident occurring.  If this is successful and a resolution is reached, the complaint should be documented on the attached Appendix (1) and sent to the Company Administrator for filing. This should be received by the Company Administrator by the end of the next working day. There will be no further action taken.

In the case of an individual wishing to make the complaint, who feels unable to discuss the complaint with the team member concerned, the matter should be referred to the Training Manager within 48 hours of the incident occurring. The Training Manager should then contact the Company Owner within the next 7 days to make them aware of the complaint. The nature of the complaint will be documented as per Appendix (2) and sent to the Training Manager.

On receipt of the complaint, the nature of the complaint will be brought to the attention of the team member concerned and discussed within 48 hours of receiving the complaint. The Training Manager will then contact the individual making the complaint with a view to resolve.

If resolution cannot be found, the Training Manager will arrange a meeting with all relevant parties and agree a resolution. This will take place within 30 days. This will be final.

The Company Administrator will maintain a record of all complaints and make these available on request. All complaints must be regarded as confidential and discussed only with those parties involved.

In the instance where the complaint is around an assessment / verification decision, then the stages outlined in the Appeals Procedure must be followed.

Course Content Review Policy

Alsaihati Intercultural Center takes the standard of its courses very seriously. For this reason, the below policy sets out how we ensure the standards of our service is maintained.

Course reviews are an integral part of Alsaihati Intercultural Center’s quality assurance process.

The focus of course reviews is on:

• The appropriateness of the content and assessment method in order to achieve the learning outcomes,
• The course content being up to date and accurate.
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Responsibility

Responsibility for course review and recommendations being addressed rests with the Training & Development Manager. The responsibility for the Review process lies with the company Directors.

Frequency

Each course is reviewed on an annual basis. The courses are reviewed by a Subject Matter Specialist to ensure their accuracy.

All legal elements of the learning materials will be reviewed by the companies Legal Representatives to ensure the most up to date version of any legal references are used and are correct as of the time of the review.

Timing

At the review date, each subject area specialist will have a 30-day period to complete the review of the given subject and all findings reported back to the Training & Development Manager.

The Training & Development Manager will then action any appropriate changes to course materials with an additional 30-day period.

Any legal advice/review related to legal references within the learning materials will be form part of the 30-day review period by the Subject Matter Specialist. 

Reporting

Following learning materials & legal review, a detailed report will be provided to the Training & Development Manager, outlining all elements that require addressing and updating.

Data Protection Act 2018 Policy

Introduction

This Policy sets out the obligations of Alsaihati Intercultural Center,(“the Company”) regarding data protection and the rights of customers and business contacts (“data subjects”) in respect of their personal data under Data Protection Act 2018 (Formally EU Regulation 2016/679 General Data Protection Regulation (“GDPR”)).

The Data Protection Act 2018 defines “personal data” as any information relating to an identified or identifiable natural person (a “data subject”); an identifiable natural person is one who can be identified, directly or indirectly, in particular by reference to an identifier such as a name, an identification number, location data, an online identifier, or to one or more factors specific to the physical, physiological, genetic, mental, economic, cultural, or social identity of that natural person.

This Policy sets the Company’s obligations regarding the collection, processing, transfer, storage, and disposal of personal data. The procedures and principles set out herein must be followed at all times by the Company, its employees, agents, contractors, or other parties working on behalf of the Company.

The Company is committed not only to the letter of the law, but also to the spirit of the law and places high importance on the correct, lawful, and fair handling of all personal data, respecting the legal rights, privacy, and trust of all individuals with whom it deals.

The Data Protection Principles

This Policy aims to ensure compliance with the Data Protection Act 2018. The Data Protection Act 2018 sets out the following principles with which any party handling personal data must comply. All personal data must be:

• Processed lawfully, fairly, and in a transparent manner in relation to the data subject.
• Collected for specified, explicit, and legitimate purposes and not further processed in a manner that is incompatible with those purposes. Further processing for archiving purposes in the public interest, scientific or historical research purposes or statistical purposes shall not be considered to be incompatible with the initial purposes.
• Adequate, relevant, and limited to what is necessary in relation to the purposes for which it is processed.
• Accurate and, where necessary, kept up to date. Every reasonable step must be taken to ensure that personal data that is inaccurate, having regard to the purposes for which it is processed, is erased, or rectified without delay.
• Kept in a form which permits identification of data subjects for no longer than is necessary for the purposes for which the personal data is processed. Personal data may be stored for longer periods insofar as the personal data will be processed solely for archiving purposes in the public interest, scientific or historical research purposes, or statistical purposes, subject to implementation of the appropriate technical and organisational measures required by the Data Protection Act 2018 in order to safeguard the rights and freedoms of the data subject.
• Processed in a manner that ensures appropriate security of the personal data, including protection against unauthorised or unlawful processing and against accidental loss, destruction, or damage, using appropriate technical or organisational measures.
• 
  

The Rights of Data Subjects

• The Data Protection Act 2018 sets out the following rights applicable to data subjects
• The right to be informed’
• The right of access,
• The right to rectification,
• The right to erasure (also known as the ‘right to be forgotten’),
• The right to restrict processing,
• The right to data portability,
• The right to object; and
• Rights with respect to automated decision-making and profiling.
• 
  

Lawful, Fair, and Transparent Data Processing

The Data Protection Act 2018 seeks to ensure that personal data is processed lawfully, fairly, and transparently, without adversely affecting the rights of the data subject. The Data Protection Act 2018 states that processing of personal data shall be lawful if at least one of the following applies:

• The data subject has given consent to the processing of their personal data for one or more specific purposes;
• The processing is necessary for the performance of a contract to which the data subject is a party, or in order to take steps at the request of the data subject prior to entering into a contract with them;
• The processing is necessary for compliance with a legal obligation to which the data controller is subject;
• The processing is necessary to protect the vital interests of the data subject or of another natural person;
• The processing is necessary for the performance of a task carried out in the public interest or in the exercise of official authority vested in the data controller; or
• The processing is necessary for the purposes of the legitimate interests pursued by the data controller or by a third party, except where such interests are overridden by the fundamental rights and freedoms of the data subject which require protection of personal data, in particular where the data subject is a child.
• If the personal data in question is “special category data” (also known as “sensitive personal data”) (for example, data concerning the data subject’s health), at least one of the following conditions must be met:
• The data subject has given their explicit consent to the processing of such data for one or more specified purposes (unless EU or EU Member State law prohibits them from doing so);
• The processing is necessary to protect the vital interests of the data subject or of another natural person where the data subject is physically or legally incapable of giving consent;
• The processing relates to personal data which is clearly made public by the data subject;
• The processing is necessary for the conduct of legal claims or whenever courts are acting in their judicial capacity;
• 
  

Specified, Explicit, and Legitimate Purposes

The Company collects and processes the personal data set out in this Policy.

This includes:

• Personal data collected directly from data subjects OR
• Personal data obtained from third parties.
• The Company only collects, processes, and holds personal data for the specific purposes set out in this Policy (or for other purposes expressly permitted by the Data Protection Act 2018).
• Data subjects are kept informed at all times of the purpose or purposes for which the Company uses their personal data.
• 
  

Adequate, Relevant, and Limited Data Processing

The Company will only collect and process personal data for and to the extent necessary for the specific purpose or purposes of which data subjects have been informed (or will be

informed).

Accuracy of Data and Keeping Data Up-to-Date

• The Company shall ensure that all personal data collected, processed, and held by it is kept accurate and up-to-date. This includes, but is not limited to, the rectification of personal data at the request of a data subject.
• The accuracy of personal data shall be checked when it is collected and at regular intervals thereafter. If any personal data is found to be inaccurate or out-of-date, all reasonable steps will be taken without delay to amend or erase that data, as appropriate.
• 
  

Data Retention

• The Company shall not keep personal data for any longer than is necessary in light of the purpose or purposes for which that personal data was originally collected, held, and processed.
• When personal data is no longer required, all reasonable steps will be taken to erase or otherwise dispose of it without delay.
• For full details of the Company’s approach to data retention, including retention periods for specific personal data types held by the Company, please refer to our Data Retention Policy.
• 
  

Secure Processing

The Company shall ensure that all personal data collected, held, and processed is kept secure and protected against unauthorised or unlawful processing and against accidental loss, destruction, or damage. Further details of the technical and organisational measures which shall be taken are provided later in this Policy.

Accountability and Record-Keeping

The Company’s Data Protection Officer is Hadi Brenjekjy

E-Mail: h.bren@londoninterculturalcenter.co.uk

The Data Protection Officer shall be responsible for overseeing the implementation of this Policy and for monitoring compliance with this Policy, the Company’s other data protection-related policies, and with the Data Protection Act 2018 and other applicable data protection legislation.

• The Company shall keep written internal records of all personal data collection, holding, and processing, which shall incorporate the following information:
• The name and details of the Company, its Data Protection Officer, and any applicable third-party data processors;
• The purposes for which the Company collects, holds, and processes personal data;
• Details of the categories of personal data collected, held, and processed by the Company, and the categories of data subject to which that personal data relates;
• Details of any transfers of personal data to non-EEA countries including all mechanisms and security safeguards;
• Details of how long personal data will be retained by the Company; and
• Detailed descriptions of all technical and organisational measures taken by the Company to ensure the security of personal data.
• 
  

Data Protection Impact Assessments

• The Company shall carry out Data Protection Impact Assessments for any and all new projects and/or new uses of personal data.
• Data Protection Impact Assessments shall be overseen by the Data Protection Officer and shall address the following:
• The type(s) of personal data that will be collected, held, and processed;
• The purpose(s) for which personal data is to be used;
• The Company’s objectives;
• How personal data is to be used;
• The parties (internal and/or external) who are to be consulted;
• The necessity and proportionality of the data processing with respect to the
• purpose(s) for which it is being processed;
• Risks posed to data subjects;
• Risks posed both within and to the Company; and
• Proposed measures to minimize and handle identified risks.
• 
  

Keeping Data Subjects Informed

The Company shall provide the information set out in section (i) below to every data subject:

Where personal data is collected directly from data subjects, those data subjects will be informed of its purpose at the time of collection; and where personal data is obtained from a third party, the relevant data subjects will be informed of its purpose:

a) if the personal data is used to communicate with the data subject, when the first communication is made; or

b) if the personal data is to be transferred to another party, before that transfer is

made; or

c) as soon as reasonably possible and in any event not more than one month after

the personal data is obtained.

• The following information shall be provided:

• Details of the Company including, but not limited to, the identity of its Data Protection Officer;
• The purpose(s) for which the personal data is being collected and will be processed (as detailed in this Policy) and the legal basis justifying that collection and processing;
• Where applicable, the legitimate interests upon which the Company is justifying its collection and processing of the personal data;
• Where the personal data is not obtained directly from the data subject, the categories of personal data collected and processed;
• Where the personal data is to be transferred to one or more third parties, details of those parties;
• Where the personal data is to be transferred to a third party that is located outside of the European Economic Area (the “EEA”), details of that transfer, including but not limited to the safeguards in place,
• Details of data retention;
• Details of the data subject’s rights under the Data Protection Act 2018;
• Details of the data subject’s right to withdraw their consent to the Company’s processing of their personal data at any time;
• Details of the data subject’s right to complain to the Information Commissioner’s Office (the “supervisory authority” under the Data Protection Act 2018);
• Where applicable, details of any legal or contractual requirement or obligation necessitating the collection and processing of the personal data and details of any consequences of failing to provide it; and
• Details of any automated decision-making or profiling that will take place using the personal data, including information on how decisions will be made, the significance of those decisions, and any consequences.
• 
  

Data Subject Access

• Data subjects may make subject access requests (“SARs”) at any time to find out more about the personal data which the Company holds about them, what it is doing with that personal data, and why.
• Data subjects wishing to make a SAR may do so in writing, using the Company’s Subject Access Request Form, or other written communication. SARs should be addressed to the Company’s Data Protection Officer at Alsaihati Intercultural Center [167-169 Great Portland Street, London-UK W1W 5PF] Tel: [020383 494 68] Email: info@londoninterculturalcenter.co.uk
• Responses to SARs shall normally be made within one month of receipt, however this may be extended by up to two months if the SAR is complex and/or numerous requests are made. If such additional time is required, the data subject shall be informed.
• All SARs received shall be handled by the Company’s Data Protection Officer.
• The Company does not charge a fee for the handling of normal SARs. The Company reserves the right to charge reasonable fees for additional copies of information that has already been supplied to a data subject, and for requests that are manifestly unfounded or excessive, particularly where such requests are repetitive.
• 
  

Rectification of Personal Data

• Data subjects have the right to require the Company to rectify any of their personal data that is inaccurate or incomplete.
• The Company shall rectify the personal data in question, and inform the data subject of that rectification, within one month of the data subject informing the Company of the issue. The period can be extended by up to two months in the case of complex requests. If such additional time is required, the data subject shall be informed.
• In the event that any affected personal data has been disclosed to third parties, those parties shall be informed of any rectification that must be made to that personal data.
• 
  

Erasure of Personal Data

Data subjects have the right to request that the Company erases the personal data it holds about them in the following circumstances:

a) It is no longer necessary for the Company to hold that personal data with respect to the purpose(s) for which it was originally collected or processed;

b) The data subject wishes to withdraw their consent to the Company holding and processing their personal data;

c) The data subject objects to the Company holding and processing their personal data (and there is no overriding legitimate interest to allow the Company to continue doing so),

d) The personal data has been processed unlawfully;

e) The personal data needs to be erased in order for the Company to comply with

a particular legal obligation.

Unless the Company has reasonable grounds to refuse to erase personal data, all requests for erasure shall be complied with, and the data subject informed of the erasure, within one month of receipt of the data subject’s request. The period can be extended by up to two months in the case of complex requests. If such additional time is required, the data subject shall be informed.

In the event that any personal data that is to be erased in response to a data subject’s request has been disclosed to third parties, those parties shall be informed of the erasure (unless it is impossible or would require disproportionate effort to do so).

Restriction of Personal Data Processing

Data subjects may request that the Company ceases processing the personal data it holds about them. If a data subject makes such a request, the Company shall retain only the amount of personal data concerning that data subject (if any) that is necessary to ensure that the personal data in question is not processed further.

In the event that any affected personal data has been disclosed to third parties, those parties shall be informed of the applicable restrictions on processing it (unless it is impossible or would require disproportionate effort to do so).

Objections to Personal Data Processing

Data subjects have the right to object to the Company processing their personal data based on legitimate interests, direct marketing (including profiling) and processing for scientific and/or historical research and statistics purposes.

Where a data subject objects to the Company processing their personal data based on its legitimate interests, the Company shall cease such processing immediately, unless it can be demonstrated that the Company’s legitimate grounds for such processing override the data subject’s interests, rights, and freedoms, or that the processing is necessary for the conduct of legal claims.

Where a data subject objects to the Company processing their personal data for direct marketing purposes, the Company shall cease such processing immediately.

Where a data subject objects to the Company processing their personal data for scientific and/or historical research and statistics purposes, the data subject must, under the Data Protection Act 2018, “demonstrate grounds relating to his or her particular situation”. The Company is not required to comply if the research is necessary for the performance of a task carried out for reasons of public interest.

Personal Data Collected, Held, and Processed

The following personal data is collected, held, and processed by the Company:

Data Ref. Type of Data Purpose of Data Electronic and hard copy Learner records

Name-Email-Phone Number (if applicable)

Data Security – Transferring Personal Data and Communications

The Company shall ensure that the following measures are taken with respect to all

communications and other transfers involving personal data:

• All emails containing personal data must be encrypted using Encryption software;
• All emails containing personal data must be marked “confidential”;
• Personal data may be transmitted over secure networks only; transmission over unsecured networks is not permitted in any circumstances;
• Personal data may not be transmitted over a wireless network if there is a wired alternative that is reasonably practicable;
• Personal data contained in the body of an email, whether sent or received, should be copied from the body of that email and stored securely. The email itself should be deleted. All temporary files associated therewith should also be deleted using deletion software;
• Where personal data is to be sent by facsimile transmission the recipient should be informed in advance of the transmission and should be waiting by the fax machine to receive the data;
• Where personal data is to be transferred in hardcopy form it should be passed directly to the recipient or sent using Royal Mail Registered or 1st or 2nd Class Signed For post; and
• All personal data to be transferred physically, whether in hardcopy form or on removable electronic media shall be transferred in a suitable container marked “confidential”.
• 
  

Data Security – Storage

The Company shall ensure that the following measures are taken with respect to the storage of personal data:

• All electronic copies of personal data should be stored securely using passwords and data encryption;
• All hardcopies of personal data, along with any electronic copies stored on physical, removable media should be stored securely in a locked box, drawer, cabinet, or similar;
• All personal data stored electronically should be backed up at least daily with backups stored onsite. All backups should be encrypted using data encryption’
• No personal data should be stored on any mobile device (including, but not limited to, laptops, tablets, and smartphones), whether such device belongs to the Company or otherwise without the formal written approval of the Data Protection Officer and, in the event of such approval, strictly in accordance with all instructions and limitations described at the time the approval is given, and for no longer than is absolutely necessary; and
• No personal data should be transferred to any device personally belonging to an employee and personal data may only be transferred to devices belonging to agents, contractors, or other parties working on behalf of the Company where the party in question has agreed to comply fully with the letter and spirit of this Policy and of the Data Protection Act 2018 (which may include demonstrating to the Company that all suitable technical and organisational measures have been taken).
• 
  

Data Security – Disposal

When any personal data is to be erased or otherwise disposed of for any reason (including where copies have been made and are no longer needed), it should be securely deleted and disposed of.

Data Security – Use of Personal Data

The Company shall ensure that the following measures are taken with respect to the use of

personal data:

• No personal data may be shared informally and if an employee, agent, sub-contractor, or other party working on behalf of the Company requires access to any personal data that they do not already have access to, such access should be formally requested from The Data Protection Officer,
• No personal data may be transferred to any employees, agents, contractors, or other parties, whether such parties are working on behalf of the Company or not, without the authorisation of The Data Protection Officer,
• Personal data must be handled with care at all times and should not be left unattended or on view to unauthorised employees, agents, sub-contractors, or other parties at any time;
• If personal data is being viewed on a computer screen and the computer in question is to be left unattended for any period of time, the user must lock the computer and screen before leaving it; and
• Where personal data held by the Company is used for marketing purposes, it shall be the responsibility of Hadi Brenjekjy to ensure that the appropriate consent is obtained and that no data subjects have opted out, whether directly or via a third-party service such as the TPS.
• 
  

Data Security – IT Security

The Company shall ensure that the following measures are taken with respect to IT and information security:

• All passwords used to protect personal data should be changed regularly and should not use words or phrases that can be easily guessed or otherwise compromised. All passwords must contain a combination of uppercase and lowercase letters, numbers, and symbols;
• Under no circumstances should any passwords be written down or shared between any employees, agents, contractors, or other parties working on behalf of the Company, irrespective of seniority or department. If a password is forgotten, it must be reset using the applicable method. IT staff do not have access to passwords;
• All software (including, but not limited to, applications and operating systems) shall be kept up-to-date. The Company’s IT staff shall be responsible for installing any and all security-related updates after the updates are made available by the publisher or manufacturer, unless there are valid technical reasons not to do so; and
• No software may be installed on any Company-owned computer or device without the prior approval of the Company.
• 
  

Organisational Measures

The Company shall ensure that the following measures are taken with respect to the collection, holding, and processing of personal data:

• All employees, agents, contractors, or other parties working on behalf of the Company shall be made fully aware of both their individual responsibilities and the Company’s responsibilities under the Data Protection Act 2018 and under this Policy, and shall be provided with a copy of this Policy;
• Only employees, agents, sub-contractors, or other parties working on behalf of the Company that need access to, and use of, personal data in order to carry out their assigned duties correctly shall have access to personal data held by the Company;
• All employees, agents, contractors, or other parties working on behalf of the Company handling personal data will be appropriately trained to do so;
• All employees, agents, contractors, or other parties working on behalf of the Company handling personal data will be appropriately supervised;
• All employees, agents, contractors, or other parties working on behalf of the Company handling personal data shall be required and encouraged to exercise care, caution, and discretion when discussing work-related matters that relate to personal data, whether in the workplace or otherwise;
• Methods of collecting, holding, and processing personal data shall be regularly evaluated and reviewed;
• All personal data held by the Company shall be reviewed periodically, as set out in the Company’s Data Retention Policy;
• The performance of those employees, agents, contractors, or other parties working on behalf of the Company handling personal data shall be regularly evaluated and reviewed;
• All employees, agents, contractors, or other parties working on behalf of the Company handling personal data will be bound to do so in accordance with the principles of the Data Protection Act 2018 and this Policy by contract;
• All agents, contractors, or other parties working on behalf of the Company handling personal data must ensure that any and all of their employees who are involved in the processing of personal data are held to the same conditions as those relevant employees of the Company arising out of this Policy and the Data Protection Act 2018; and
• Where any agent, contractor or other party working on behalf of the Company handling personal data fails in their obligations under this Policy that party shall indemnify and hold harmless the Company against any costs, liability, damages, loss, claims or proceedings which may arise out of that failure.
• 
  

Transferring Personal Data to a Country Outside the EEA

The Company may from time to time transfer (‘transfer’ includes making available remotely) personal data to countries outside of the EEA.

The transfer of personal data to a country outside of the EEA shall take place only if one or more of the following applies:

• The transfer is to a country, territory, or one or more specific sectors in that country (or an international organisation), that the European Commission has determined ensures an adequate level of protection for personal data;
• The transfer is to a country (or international organisation) which provides appropriate safeguards in the form of a legally binding agreement between public authorities or bodies; binding corporate rules; standard data protection clauses adopted by the European Commission; compliance with an approved code of conduct approved by a supervisory authority (e.g. the Information Commissioner’s Office); certification under an approved certification mechanism (as provided for in the Data Protection Act 2018); contractual clauses agreed and authorised by the competent supervisory authority; or provisions inserted into administrative arrangements between public authorities or bodies authorised by the competent supervisory authority;
• The transfer is made with the informed consent of the relevant data subject(s);
• The transfer is necessary for the performance of a contract between the data subject and the Company (or for pre-contractual steps taken at the request of the data subject);
• The transfer is necessary for important public interest reasons;
• The transfer is necessary for the conduct of legal claims;
• The transfer is necessary to protect the vital interests of the data subject or other individuals where the data subject is physically or legally unable to give their consent; or
• The transfer is made from a register that, under UK or EU law, is intended to provide information to the public and which is open for access by the public in general or otherwise to those who are able to show a legitimate interest in accessing the register.
• 
  

Data Breach Notification

• All personal data breaches must be reported immediately to the Company’s Data Protection Officer.
• If a personal data breach occurs and that breach is likely to result in a risk to the rights and freedoms of data subjects (e.g. financial loss, breach of confidentiality, discrimination, reputational damage, or other significant social or economic damage), the Data Protection Officer must ensure that the Information Commissioner’s Office is informed of the breach without delay, and in any event, within 72 hours after having become aware of it.
• In the event that a personal data breach is likely to result in a high risk (that is, a higher risk than that described under Part 29.2) to the rights and freedoms of data subjects, the Data Protection Officer must ensure that all affected data subjects are informed of the breach directly and without undue delay.
• Data breach notifications shall include the following information:
• The categories and approximate number of data subjects concerned;
• The categories and approximate number of personal data records concerned;
• The name and contact details of the Company’s data protection officer (or other contact point where more information can be obtained);
• The likely consequences of the breach;
• Details of the measures taken, or proposed to be taken, by the Company to address the breach including, where appropriate, measures to mitigate its possible adverse effects.
• 
  

Disclaimer:

Please note that the following disclaimer is a general statement covering the courses offered by London Intercultural Academy (LIA). It is important to review the specific terms and conditions of each course before enrolling.

1. Educational Purposes: The courses offered by LIA are designed for educational purposes and aim to provide knowledge and skills in various subjects. While every effort is made to ensure the accuracy and reliability of the course content, LIA cannot guarantee the completeness or currentness of the information. The courses should not be seen as a substitute for professional advice or guidance.
2. Individual Results: The results and outcomes of participating in LIA courses may vary for each individual. The progress, achievements, and effectiveness of the learning experience can depend on various factors, including the learner’s dedication, prior knowledge, and application of the course material.
3. Professional Advice: LIA courses are not intended to replace professional advice or consultation. If you have specific concerns, health-related queries, or legal questions, it is recommended to seek assistance from the appropriate professionals or experts in the field.
4. Course Content: LIA courses provide general information and educational content. While efforts are made to ensure the accuracy and relevance of the material, LIA does not guarantee that all course content will be applicable or suitable for every learner’s specific circumstances or needs. Learners are encouraged to review the course descriptions, syllabi, and learning objectives to determine if a course aligns with their requirements.
5. Certificates and Qualifications: Upon successful completion of a course, LIA may issue a certificate or acknowledgment of completion. However, it is important to note that these certificates do not represent official academic qualifications or certifications recognized by external accrediting bodies or institutions, unless explicitly stated.
6. Third-Party Content and Links: LIA courses may include references, links, or content provided by third parties for additional information. LIA is not responsible for the accuracy, reliability, or legality of this third-party content. Learners should exercise caution and independently verify the information provided through these external sources.
7. Materials are provided “as is” and any expressed or implied warranties, including, but not limited to, the implied warranties of merchantability and fitness for a particular purpose are disclaimed. LIA specifically does not make any warranties or representations to the accuracy or completeness of any Materials. LIA may periodically change, improve or update the Materials without notice. In no event shall LIA be liable for any direct, indirect, incidental, special, punitive or consequential damages (including, without limitation, loss of use, loss of profits or revenues or other economic loss of licensee or any third party) that is claimed to have resulted from the use of the Materials, even if LIA or Alsaihati Intercultural Center have been advised of the possibility of such damages. The use of the e-Learning courses is at the User’s sole risk. Users specifically acknowledge and agree that London Intercultural Academy LIA and Alsaihati Intercultural Center are not liable for any conduct of any Users.
8. LIA e-Learning courses may contain advices, opinions and statements of various information providers. LIA does not represent or endorse the accuracy or reliability of any advice, opinion, statement or other information provided by any information provider, any Users of the e-Learning courses, any other person or entity. Reliance upon any such advice, opinion, statement, or other information shall also be at the User’s own risk. Neither LIA or Alsaihati Intercultural Center, nor its affiliates, nor any of their respective agents, employees, information providers or content providers, shall be liable to any Users or anyone else for any inaccuracy, error, omission, interruption, deletion, defect, alteration of or use of any content herein, or for its timeliness or completeness. Neither LIA or Alsaihati Intercultural Center, nor its affiliates, nor any of their respective agents, employees, information providers or content providers shall be liable for any failure of performance, computer virus or communication line failure, regardless of cause, or for any damages resulting there from.

By enrolling in and participating in LIA courses, learners acknowledge and accept these disclaimers. It is recommended to review the specific terms and conditions, refund policies, and privacy statements provided for our platform. If you have any concerns or questions about a particular course, please reach out to the LIA support team for assistance. 

info@londoninterculturalcenter.co.uk

Terms And Conditions – London Intercultural Academy (liacademy.co.uk)