Privacy Policies
Introduction
This Privacy Policy applies to https://kentbusinesscollege.com (hereafter, “us”, “we”, or “kent Business College”). We respect your privacy and are committed to protecting personally identifiable information you may provide us through our Website. We have adopted this privacy policy to explain what information may be collected on our Website, how we use this information, and under what circumstances we may disclose the information to third parties.
Information we collect
We collect information in two ways: directly from your input and through automated technologies.
Direct Inputs
We collect personal information directly from you when you interact with our Website, for instance, when you sign up for our newsletters, fill our forms, or send us queries. The types of information we may collect include your name, email address, phone number, and any communication you exchange with us.
Automated Technologies
As you navigate through our Website, we may use automatic data collection technologies (including cookies) to collect certain information about your equipment, browsing actions, and patterns.
Use of your personal information
We may use your information in the following ways:
- To present our Website and its contents to you.
- To provide you with the services you request from us
- To enhance, modify, add or remove functionalities from our Website
- Communicate with you, such as by way of email alerts, notifications and/or provide you with related customer service.
- To send you marketing communication.
- Monitor and analyse trends, usage and activities in connection with our Website.
Sharing your information
We do not sell, rent or lease your personal information to third parties. However, we may share your personal data in the following situations:
- With service providers: We may share your personal information with service providers that perform services for us and help us operate our business such as website hosting, data analysis, information technology, and customer service.
Accessing and correcting your personal information
You can also request to access, correct or delete any personal information that you have provided us.
Changes to our privacy policy
We reserve the right to amend this privacy policy at any time without prior notice.
Contact us
If you have any questions about this Privacy Policy, please contact us by email at office@kentbusinesscollege.com, or by mail at 37 Maidstone Innovation Centre, Gidds Pond Way, Weavering, Maidstone ME14 5FY.
Whistle blowing
Scope
This policy is designed to enable employees to raise concerns internally and at a high level and to disclose information which the individual believes shows malpractice or impropriety. This policy is intended to cover concerns which are in the public interest and may at least initially be investigated separately but might then lead to the invocation of other procedures e.g. disciplinary. These concerns could include:
- Financial malpractice, impropriety or fraud
- Failure to comply with a legal obligation or Statutes
- Dangers to Health & Safety or the environment
- Criminal activity
- Improper conduct or unethical behaviour
Legislation, Guidance and Best Practice
The titles below indicate the legal framework that informs this policy. Each title is the most up to date version of each document to include ongoing revisions and outcomes of consultations. Each title is a hyperlink, which will take you straight to the document if you are viewing this policy electronically.
- Whistleblowing for employees
- The Whistleblowing Charity – Protect (speak up, stop harm)
- Contact Department for Education – webform – Complaints
- The National Society for the Protection of Children (NSPCC). If you are a professional with concerns about how child protection issues are being handled in your organisation, or another organisation, you should contact the national child abuse whistleblowing advice line on 0800 028 0285 or help@nspcc.org.uk.
- Keeping children safe in Education 2022
In the discharge of its functions, and in implementing this policy and procedure, Kent Business College will remain mindful of its duty of care and other legal obligations. Such as, those it owes under the Health and Safety at Work Act 1974, the Data Protection Act 2018, the Safeguarding Vulnerable Groups Act 2006, Equality Act 2010, the Protection of Freedoms Act 2012, the Counter Terrorism and Security Act 2015.
Related policies
Kent Business College will keep its policies and procedures on children, young people, and adults at risk at risk under review to take account of any new Government legislation, regulations, or best practice documents. This will ensure staff are kept fully up to date with their responsibilities and duties regarding the safety wellbeing of children, young people, and adults at risk.
The policy should be read alongside our policies and procedures on:
- Safeguarding, Child Protection and Prevent Policy and Procedure
- Recruitment and Selection Policy and Procedure
- Equality and Diversity Policy
- Health, Safety and Wellbeing
- General Data Protection Regulations (GDPR) Policy
Designated safeguarding team
- Designated Safeguarding Lead
- Deputy Safeguarding Lead
- Deputy Safeguarding Lead
Please note that all Skills Coaches can support with safeguarding issues.
Unless it is an emergency, please submit your Safeguarding Disclosure Form by email and the Designated Safeguarding Lead will deal with your report swiftly.
All staff are trained in safeguarding. Learners, parents, and careers can contact the Designated Safeguarding Lead directly by telephoning as above or by emailing office@ibisconsultancy.com.
Safeguards Protection
This policy is designed to offer protection to those employees of the Company who disclose such concerns provided the disclosure is made:
- In good faith
- In the reasonable belief of the individual making the disclosure that it tends to show malpractice or impropriety and if they make the disclosure to an appropriate person (see below)
It is important to note that no protection from internal disciplinary procedures is offered to those who choose not to use the procedure. In an extreme case, malicious or wild allegations could give rise to legal action on the part of the persons complained about.
Confidentiality
Kent Business College will treat all such disclosures in a confidential and sensitive manner. The identity of the individual making the allegation may be kept confidential so long as it does not hinder or frustrate any investigation. However, the investigation process may reveal the source of the information and the individual making the disclosure may need to provide a statement as part of the evidence required.
Anonymous allegations
This policy encourages individuals to put their name to any disclosures they make. Concerns expressed anonymously are much less credible, but they will be considered. In exercising this discretion, the factors to be taken into account will include:
- The seriousness of the issues raised
- The credibility of the concern
- The likelihood of confirming the allegation from attributable sources
Untrue allegations
If an individual makes an allegation in good faith, which is not confirmed by subsequent investigation, no action will be taken against that individual. In making a disclosure the individual should exercise due care to ensure the accuracy of the information. If, however, an individual makes malicious or vexatious allegations, and particularly if he or she persists with making them, disciplinary action may be taken against that individual.
Procedures for making a disclosure
On receipt of a complaint of malpractice, the member of staff who receives and takes note of the complaint, must pass this information as soon as is reasonably possible, to the appropriate designated investigating officer as follows:
- In the first case, all employees are specifically encouraged to raise any concern with the CEO. The concern will be discussed, and actions assigned as necessary.
If there is evidence of criminal activity, then the investigating officer should inform the police. IBIS Consultancy
will ensure that any internal investigation does not hinder a formal police investigation.
If you are a professional with concerns being handled in your organisation, or another organisation, you should contact the national whistleblowing advice line on 0800 028 0285 or help@nspcc.org.uk.
Timescales
Due to the varied nature of these sorts of complaints, which may involve internal investigators and / or the police, it is not possible to lay down precise timescales for such investigations. The investigating officer should ensure that the investigations are undertaken as quickly as possible without affecting the quality and depth of those investigations.
The investigating officer, should as soon as practically possible, send a written acknowledgement of the concern to the complainant and thereafter report back to them in writing the outcome of the investigation and on the action that is proposed. If the investigation is a prolonged one, the investigating officer should keep the complainant informed, in writing, as to the progress of the investigation and as to when it is likely to be concluded.
All responses to the complainant should be in writing and sent to their home address.
Investigating procedure
The investigating officer should follow these steps:
- Full details and clarifications of the complaint should be obtained.
- The investigating officer should inform the member of staff against whom the complaint is made as soon as is practically possible. The member of staff will be informed of their right to be accompanied by a representative at any future interview or hearing held under the provision of these procedures.
- The investigating officer should consider the involvement of the Company accountants and the Police at this stage.
- The allegations should be fully investigated by the investigating officer with the assistance where appropriate, of other individuals / bodies.
- A judgement concerning the complaint and validity of the complaint will be made by the investigating officer. This judgement will be detailed in a written report containing the findings of the investigations and reasons for the judgement.
If the complainant is not satisfied that their concern is being properly dealt with by the investigating officer, they have the right to raise it in confidence with the CEO.
If the investigation finds the allegations unsubstantiated and all internal procedures have been exhausted, but the complainant is not satisfied with the outcome of the investigation, the Company recognises the lawful rights of employees and ex-employees to make disclosures to prescribed persons (such as the Health and Safety Executive), or, where justified, elsewhere.
Apprenticeships
This is to make sure that all applicants, learners and staff are aware of the Ofsted contact details. His Majesty’s Chief Inspector of Education, Children’s Services and Skills (‘the Chief Inspector’). Contact them about matters relating to the welfare of children provided with accommodation by boarding schools, colleges and residential special schools.
The Chief Inspector
Ofsted
Piccadilly Gate
Store Street
Manchester
M1 2WD
0300 123 3155
whistleblowing@ofsted.gov.uk
Skills Bootcamps
This is to make sure all applicants, learners and staff linked to DFE funded Skills Bootcamps delivery are aware of the Authority’s (DFE) Whistleblowing and Complaints policies and processes.
Whistleblowing involves entering a ‘whistleblowing’ webform on the ‘Contact the Department for Education’ page, which can be found here: Contact the Department for Education – webform – Complaints
Administration
This policy must be reviewed and approved annually AS A MINIMUM or when legislative or policy amendments dictate. All changes must be signed off in accordance with the below document control and revision history statement.
