This policy is available for staff, learners, employers, witnesses and supporting mentors.

Purpose:

The purpose of this policy is to ensure that learners are not permitted to use artificial intelligence (AI) tools within their work and that any use of AI can be detected and addressed accordingly in the context of their apprenticeship/ qualification.  By using AI tools within their work, they will not be gaining the standard of knowledge required in order to achieve their qualification.

Policy Statement:

1. Learners are strictly prohibited from using AI tools in any of their assessments during their apprenticeship/qualification with ASA training.

2. Any use of AI within a learner’s work will be considered a violation of professional ethics and may result in disciplinary action, including termination of the apprenticeship/ qualification program.

3. To enforce this policy, ASA will implement monitoring and detection measures to identify any unauthorised use of AI within the learners’ work.

4. Learners are required to adhere to this policy as part of their commitment to upholding the highest standards of patient care and ethical conduct in the dental healthcare profession and the highest standards of the care towards children within a nursery setting.

5. Any Learner who suspects, or becomes aware of another learner using AI within their work, is encouraged to report the incident to the appropriate authorities for investigation.

Compliance:

All learners are expected to comply with this policy and refrain from using AI tools. Failure to comply with this policy may result in disciplinary action. This policy is linked to our plagiarism procedure.

Review and Updates:

This policy will be periodically reviewed to ensure its alignment with the evolving landscape of healthcare technology and ethical standards in dental nursing practice and nursery nurses. Any updates or amendments to the policy will be communicated to all dental nurses and nursery nurses in a timely manner.

By accepting this policy, learners acknowledge their responsibility to uphold the principles of ethical practice and patient care by refraining from the use of AI tools in their apprenticeship/ qualification activities.

Links to GDC Fitness to Practice

According to the updated “Student Professionalism and Fitness to Practice” 2024 document, all learners are required to adhere to the GDC standards of professionalism. This covers “Dishonesty or fraud which might include dishonesty in relation to your training, such as cheating and plagiarism”.

Please ensure that you are fully aware of the requirements under the “Student Professionalism and Fitness to Practice”, link below;

https://www.gdc-uk.org/docs/default-source/education-and-cpd/students-and-trainees/guidance-for-students/student-professionalism-and-fitness-to-practise-an-introduction-for-students.pdf?

Sanctions for non-compliance include:

• Verbal Warning or Written Warning
• Conditions for Improvement & Expectation
• Undertakings/Restrictions to Clinical Practice
• Suspension
• Dismissal

This policy is available for staff, learners, employers, witnesses and supporting mentors. It is the responsibility of anyone involved in the training of all learners to report any instance of plagiarism or use of AI. Please follow the procedure below if you believe a learner is cheating or plagiarising within the evidence that they are submitting towards their qualification.

For any enquiries relating to this policy/procedure, please contact our Head of Quality & Apprenticeships on: claire@asatraining.co.uk

Introduction

At ASA, we aim to provide an environment which embraces diversity and promotes equality and inclusion in a way which is consistent with our core values, and which inspires everyone to succeed.

As one team, we are here to make a difference to every learner, to make sure the same career opportunities are available for all learners and that includes those who need a little more support. We never forget that every learner is different and that we should treat our learners as individuals.

Aim and Intent

At ASA we want all of our learners to gain as much independence and autonomy as possible. We aim to do this by delivering an inclusive learning environment which makes learning accessible to all of our apprentices and learners studying a work-based qualification who have learning difficulties, disabilities or those that need mentoring support to help them complete their qualification and achieve their learning goals.

Additional Learning Support (ALS) is a key element of ASA’s mission of removing barriers and raising achievement for everyone to ensure learners are getting the correct support. We do this by:

• Supporting you with your disabilities and/or learning difficulties to encourage you to become independent and autonomous at both work and your place of study
• Complying with the Disability Discrimination Act, the Equality Act, the Data Protection Act, Safeguarding legislation and the SEND Code of Practice.

What is a reasonable adjustment?

The Equality Act 2010 calls the arrangements that we will make to your studies ‘Reasonable Adjustments’. Adjustments might include providing exam papers in alternative formats, provision of a scribe or extra time, or providing enlarged screens. We will as far as practicable, provide reasonable adjustments for any learner who has a disability or impairment, health condition or specific learning difficulty, such as dyslexia who may need certain facilities, assistive technology or support services to enable them to make the most of their studies or training. This can include alternative exam or assessment arrangements.

As far as possible, we anticipate and remove any likely barriers for our disabled learners. Where that is not possible, reasonable adjustments will be made to overcome those barriers as far as reasonably practicable.

Such reasonable adjustments may be for a permanent or temporary disability or medical condition and could apply to:

• The process of admission onto courses
• The delivery of teaching, consistent with the learning outcomes of a programme or unit
• The examination and assessment process (which can be made prior to or just after examinations or assessments have been sat)

We ensure that our reasonable adjustments and special considerations:

• Do not invalidate the assessment requirements set out in the specification for the relevant qualification
• Reflect the current needs of the individual learner as advised by the centre and as far as is reasonably possible, their usual methods of working.
• Do not give the learner an unfair advantage compared to learners for whom access arrangements are not being made.
• Maintain the relevance, validity, reliability, comparability, and integrity of the assessment.
• Take account of all current legislation that has an impact on equality of access to assessment and qualifications.

Declaring a disability

Any additional learning needs should be highlighted during the enrolment/induction process.

If you are an apprentice/learner, you should notify us on your application form and/or during your induction call of any learning difficulty or disability that they may have. Once we have discussed any additional learning needs with you, this information will be provided (with your consent) where appropriate to the teams which will be directly involved with your learning, for example, your tutor or your educational practitioner.

Our trained ASA team members will ensure that any such information will be treated confidentially and with sensitivity.

How we will support you

Once our advisors have considered what adjustments future or current learners with disabilities or difficulties may need, then appropriate provision can be made. The sooner this is completed the better, especially if any specialist equipment is needed. What is reasonable will depend on the individual circumstances, the impact of the disability, cost implications and the practicality and effectiveness of the adjustment.

We try to be as prepared as possible for all our learners’ needs, but everybody is unique and sometimes we might not be fully prepared, and we’ll need to make every potential learner feel welcome while we think on our feet and work with them to try to find a solution.

External examinations and assessments

The assessment requirements of the qualification and the planned programme of study will be outlined at the enrolment stage. In the majority of cases, it will be your responsibility to inform the relevant Awarding Organisation e.g. City & Guilds of an additional learning need, which may result in adjustments to the assessment process, including extra time. The Awarding Organisation will then notify us of this when exams are booked with the specific institutes. Please contact your awarding organisation for further details regarding external examinations.

Internal assessments

For internal assessments completed through ASA, we can build in additional time in line with the concessions granted by your awarding organisation. Please advise Head Office of this requirement at the point of enrolment.

Access arrangements

Listed below are some examples of the access arrangements we can put in place for you for external exams or assessments:

• Extra time or the opportunity to take rest breaks during an exam
• Use of assistive technology (e.g. computer equipment, specialist software, a reader, or a scribe)
• Use of a separate room
• Assistance from a prompter, a scribe (amanuensis) or a reader.

Adjustments after the exam

Special consideration involves procedures that may result in an adjustment to your marks if you have not been able to demonstrate attainment because of exceptional circumstances during the examination itself. This is determined by the individual awarding organisation. Please refer to each Institute’s individual guidance here.

If you believe that you have been disadvantaged in the examination through circumstances beyond your control – for example, illness during the examination, you may make a request for special consideration. You should ensure that the invigilator records the circumstances and then the centre will complete the necessary Special Consideration Form and submit this to the awarding body no later than 14 days after the examination.  The application will need to be supported by appropriate evidence, for example, a doctor’s letter in the case of illness.

1. This policy deals with the use of all forms of social media, including Facebook, LinkedIn, Twitter, Wikipedia, all other social networking sites, and all other internet postings, including

2. It applies to the use of social media for both business and personal purposes, whether during office hours or The policy applies regardless of whether the social media is accessed using our IT facilities and equipment or equipment belonging to Employees.

3. Breach of this policy may result in disciplinary action up to and including dismissal. Disciplinary action may be taken regardless of whether the breach is committed during working hours, and regardless of whether our equipment or facilities are used for the purpose of committing the breach. Any member of Employee suspected of committing a breach of this policy will be required to co-operate with our investigation, which may involve handing over relevant passwords and login details.

4. Employees may be required to remove internet postings which are deemed to constitute a breach of this Failure to comply with such a request may in itself result in disciplinary action.

Personnel responsible for implementing the policy

5. Our Management has overall responsibility for the effective operation of this policy in conjunction with IT Support to ensure it is adhered to.

6. All managers have a specific responsibility for operating within the boundaries of this policy, ensuring that all Employees understand the standards of behaviour expected of them and taking action when behaviour falls below its requirements.

7. All Employees are responsible for the success of this policy and should ensure that they take the time to read and understand it. Any misuse of social media should be reported to People Services. Questions regarding the content or application of this policy should be directed to People Services or your line manager at first instance.

8. Social media should never be used in a way that breaches any of our other policies. If an internet post would breach any of our policies in another forum, it will also breach them in an online forum. For example, employees are prohibited from using social media to:

a) breach our obligations with respect to the rules of relevant regulatory bodies;

b) breach any obligations they may have relating to confidentiality;

c) breach our Disciplinary Rules;

d) defame or disparage the organisation or its affiliates, learners, clients, business partners, suppliers, vendors or other stakeholders;

e) harass or bully other Employee in any way;

f) unlawfully discriminate against other Employee or third parties;

g) breach our Data Protection Policy (for example, never disclose personal information about a colleague online);

h) breach any other laws or ethical standards (for example, never use social media in a false or misleading way, such as by claiming to be someone other than yourself or by making misleading statements).

9. Employees should never provide references for other individuals on social or professional networking sites, as such references, positive and negative, can be attributed to the organisation and create legal liability for both the author of the reference and the organisation.

10. Employees who breach any of the above policies will be subject to disciplinary action up to and including termination of employment.

Personal use of social media

11. Personal use of social media is never permitted during working hours or by means of our computers, networks and other IT resources and communications systems, other than in the exceptional cases detailed in our Communications and IT Policy.

12. The organisation understands that employees may wish to use their own devices to access social media while they are at work. Employees must limit their use of social media on their own equipment to their official rest breaks such as their lunch break, times when they are between appointments or times when they are not on the site where they are working.

Monitoring

13. The contents of our IT resources and communications systems are our property. Therefore, Employee should have no expectation of privacy in any message, files, data, document, facsimile, telephone conversation, social media post conversation or message, or any other kind of information or communications transmitted to, received or printed from, or stored or recorded on our electronic information and communications systems.

14. We reserve the right to monitor, intercept and review, without further notice, Employee activities using our IT resources and communications systems, including but not limited to social media postings and activities, to ensure that our rules are being complied with and for legitimate business purposes and you consent to such monitoring by your use of such.

Resources and systems.

15. This might include, without limitation, the monitoring, interception, accessing, recording, disclosing, inspecting, reviewing, retrieving and printing of transactions, messages, communications, postings, log-ins, recordings and other uses of the systems as well as keystroke capturing and other network monitoring technologies.

16. We may store copies of such data or communications for a period of time after they are created, and may delete such copies from time to time without notice.

17. Do not use our IT resources and communications systems for any matter that you wish to be kept private or confidential from the organisation.

Recruitment

18. We may use internet searches to perform due diligence on candidates in the course of recruitment. Where we do this, we will act in accordance with our data protection and equal opportunities obligations.

Responsible use of social media

19. The following sections of the policy provide Employees with common-sense guidelines and recommendations for using social media responsibly and safely.
20. Protecting our business reputation:                                                                                                                                                                                                                                                            a)Employees must not post disparaging or defamatory statements about:

(i) our organisation;

(ii) our students or their families;

(iii) our clients;

(iv) suppliers and vendors; and

(v) other affiliates and stakeholders

b) Employees should make it clear in social media postings that they are speaking on their own behalf. Write in the first person and use a personal e-mail address when communicating via social media.

c) Employees are personally responsible for what they communicate in social media. Remember that what you publish might be available to be read by the masses (including the organisation itself, future employers and social acquaintances) for a long time. Keep this in mind before you post content.

d) Other than where requested, you must not disclose your affiliation as an employee of our organisation.

e) Avoid posting comments about sensitive business-related topics, such as our performance. Even if you make it clear that your views on such topics do not represent those of the organisation, your comments could still damage our reputation.

f) If you are uncertain or concerned about the appropriateness of any statement or posting, refrain from making the communication until you discuss it with your line manager and/or People Services.

g) If you see content in social media that disparages or reflects poorly on our organisation or our stakeholders, you should contact your manager and/or People Services. All Employees are responsible for protecting our business reputation.

21. Respecting intellectual property and confidential information:

a) Employees should not do anything to jeopardise our valuable trade secrets and other confidential information and intellectual property through the use of social media.

b) In addition, Employees should avoid misappropriating or infringing the intellectual property of other companies and individuals, which can create liability for the organisation, as well as the individual author.

c) Do not use our logos, brand names, slogans or other trademarks, or post any of our confidential or proprietary information without prior written permission.

d) To protect yourself and the organisation against liability for copyright infringement, where appropriate, reference sources of particular information you post or upload and cite them accurately. If you have any questions about whether a particular post or upload might violate anyone’s copyright or trademark, ask the Business Development Director before making the communication.

e) The contact details of business contacts made during the course of your employment are regarded as our confidential information, and as such you will be required to delete all such details from your personal social networking accounts, such as Facebook accounts or LinkedIn accounts, on termination of employment.

22. Respecting colleagues, students, clients, partners and suppliers:                                                                                                                                                                                                                       a)Do not post anything that your colleagues or our students, clients, business partners, suppliers, vendors or other stakeholders would find offensive, including discriminatory comments, insults or obscenity.                                                                                                                                                                                                                                                                                     b) Do not post anything related to your colleagues or our students, clients, business partners, suppliers, vendors or other stakeholders without their written permission.

This policy sits in line with the GDC Professionalism and Fitness to Practise standards for the dental team, and must be adhered to by all parties involved in the training programme.

Internal concerns must be reported to the Head of Quality & Apprenticeships;

Claire Lamb

Claire@asatraining.co.uk

01604 871340

External concerns must be reported to either;

NEBDN

info@nebdn.org

GDC

020 7167 6000

9 Prospect Court, Courteenhall Road, Blisworth, Northamptonshire, NN7 3DG

t 01604 871340

w andersonstockley.co.uk

Anderson Stockley Accredited Training Ltd. Registered in England. Company No. 06422299
Registered Office: 35 St. Leonards Road, Far Cotton, Northampton NN4 BD

Anderson Stockley Accredited Training Ltd

Terms & Conditions of Business

1. In these terms and conditions “the Company” means Anderson Stockley Accredited Training Ltd (a firm). “The Client” means any person, firm, or company to whom the Company provides services. “A Proposal”, should one exist, means a written offer by the Company to perform agreed services, referred to therein at the price (or fully funded or partially funded) and in the manner detailed in any Proposal/Agreement or required paperwork and therein referred to but subject always to these terms and conditions, for and at the request of the Client.

2. Any agreement between the Company and the Client shall be subject to the terms and conditions as set out hereunder. The Company contracts upon the terms of these conditions only and any printed or other standard terms emanating from the Client shall not apply unless agreed by a Partner of the Company in writing. These conditions shall not be modified without the written agreement of a Partner of the Company. These Terms and Conditions shall be governed and construed in accordance with English Law and the parties submit to the exclusive jurisdiction of the English Courts.

3. The Company will not under any circumstances be responsible for any loss, damage or expense whatsoever suffered or incurred by the client, its staff or property, arising from or in any way connected with the Company, Assessor, Trainer, Tutor or any Client.

4. For the purposes of clarification, if a Client, or Clients employee, is in receipt of fully funded training (ie – no charge to the receiving company at all) there is no cost of any type charged to the company involved, subject to the agreed and booked training being delivered in full after being agreed and confirmed between the Company and any Client. However, if any agreed and booked funded, OR partially funded training is terminated, or cancelled, or not completed as agreed by the Client and Learner receiving the funding, then the full remaining cost of any funded, or partially funded Training programme (including Apprenticeships, NVQ’s and other funded training, is payable immediately by the Client at the discretion of the Company.

5. If any agreed and fully paid training, is cancelled or postponed within 28 working days of the commencement of the training, then the Client will be responsible for all and any costs, in full, incurred by the Company due to any cancellation by the Client within the 28 day period as costs such as venue bookings, trainer fees and the production of any training materials cannot be recovered unless the booked and confirmed training is actually delivered in full.

6. The Client shall pay the Company 100% (or part % as agreed if receiving partially funded training) of the total programme costs, at least seven working days (weekdays) before the commencement date of the services being provided by the Company and before any programme delivery can take place. This does not apply if receiving fully funded training or a payment plan arrangement has been made.

7. Any additional work carried out by the Company on behalf of the Client over and above that set out in the Proposal/Agreement, should one exist, or over and above any funded or partially funded training and agreed by the Client, will be invoiced and due for payment within the stated invoice payment terms as detailed on any invoice or as agreed between the Company and the Client.

8. The Proposal of the Company, should one exist, is open to acceptance within the period stated therein or when no period is so stated within thirty days only unless previously withdrawn. The Company reserves the right, without liability, to withdraw the Proposal/offer at any time, without any notice.

9. Where the services performed by the Company require the Company’s employees to travel to a location other than the Company’s premises the Company reserves the right to charge the costs of travel and accommodation reasonably incurred in order to perform the services, if agreed with the Client. Motor travel is charged at an agreed per mile cost to the Client as detailed in any Proposal, if applicable.

10. All Materials, Training Programme and Information used in connection with Training and Consultancy remain the property of the Company and may not be used or reproduced without prior agreement in writing by a Director of the Company.

11. It is agreed between all Clients and the Company that should the Company undertake any “recruitment” process for any client and if any person/s is/are subsequently employed by any Client as a result of any recruitment process carried out by the Company then all people or persons recruited will undertake an agreed qualification ONLY through, or via Anderson Stockley Accredited Training Ltd or an associated business, immediately after any probationary, or agreed period, if such a period exists OR one month after the commencement of employment with any Client of the Company OR within a period agreed in writing between any Client and the Company. Should any Client fail to action, implement or commence training for the employee/s as agreed and described above that Client will be liable to a fee payable for the recruitment of any/all employee/s supplied/recruited via the Company. The fee will be £1500.00 + vat for each employee recruited by ASAT Ltd. Further, should the company undertake administrative procedures for the recruitment process and the Client fails to provide feedback on applicants/does not notify the Company of withdrawing vacancy adverts – an administrative fee will be charged, currently at £500.00 + VAT.

12. One postponement of any confirmed and booked training is acceptable provided the Company receives from the Client at least 28 working days (weekdays) notice in writing prior to the date of the commencement of the Company’s services and another date is available in the Schedule of the Company to re-book the training. A postponement of training within 28 working days (weekdays) of the commencement of the Company’s services is deemed to be a full cancellation and the full fees for the Company’s services, or any agreed funded training, or any costs incurred by the Company are payable immediately by the Client.

13. A second postponement of any training is deemed to be a cancellation and the full fees for the Company’s services, or costs incurred, are payable immediately by the Client, whether any training is funded, or part funded, or fully paid. If cancellation of confirmed and booked training occurs within 28 working days (weekdays) of the commencement or delivery of the Company’s services to the Client or the cancellation and/or postponement is in addition to any previous postponement or cancellation, then the Client shall pay the full and agreed cost of that training and/or any costs incurred in addition to that of any previously postponed or cancelled training that has been booked and confirmed and has incurred, non recoverable costs to the Company.

14. All expenses and/or allowances as agreed between the Client and the Company shall be payable to the Company within the stated invoice payment terms for services of the Company to the Client. All invoices for accepted services are to be paid within the stated invoice payment terms for services of the Company to the Client (maximum of 30 days unless otherwise agreed in writing).

15. In the event that any due payment of invoices is not received within the stated payment terms, as shown on the invoice, the Company reserve the option (at their discretion) to withdraw, suspend or cancel any outstanding training or programmes and invoice the client with the full costs of such training costs, or programmes, or costs incurred and/or additional charges, as shown below.

16. The Company shall always be afforded reasonable opportunity to amend (at its option) any perceived defect in the services or goods being provided, or delivered, before being in breach of any contract/agreement.

17. Statements and or conditions made in any written form supplied by the Company form part of the Company’s trading terms.

Appointments and Meetings

18. In person appointments & meetings. In the event that any agreed and confirmed appointment/exam/test is arranged between the Company and any Client/Learner, or prospective Client/Learner and any member or employee of the Company attends that agreed and confirmed appointment at any Client or prospective Client premises and the Client/Learner or prospective Client/Learner fails to attend or be present at the agreed time, or does not allow any agreed programme continuation, appointment/exam/test to take place then the Company reserve the option of levying on the Client/Learner or prospective Client/Learner charges for time and travel at the following rates. Motor travel at 50p per mile, plus VAT. Public transport at cost. The rate of charge to the Client/Learner or prospective Client/Learner for each member or employee of the Company engaged in attending any agreed and confirmed appointment will be £100.00 per hour, per person, plus VAT, for each hour or part hour that each person is engaged for the purpose of attending any agreed and confirmed appointment. All time spent travelling will also be charged at the rate of £75.00 per hour, per person, plus VAT. Charges will be payable within seven days. Any Learner that cannot attend an arranged and confirmed appointment/meeting/exam/test must contact the Company or their designated Assessor by TELEPHONE and confirm by EMAIL at least 48 hours prior to an arranged and confirmed meeting/exam/test. Failure to do this will incur charges as set out above + an additional charge of £75.00 + vat for the cost of re-sitting any exam, or test, that is booked, missed, or deferred, for any reason as costs are incurred in booking all exams. Should a programme be booked, agreed, started and subsequently postponed/cancelled, the Company will charge the Client for the time, travel and any costs incurred and/or as described above. Should any invoice remain unpaid or not be paid on time, the Company reserve the right to discontinue/stop/cancel/not start any training or programme associated with any Client that has failed to pay any invoice or charges on time.

19. Remote appointments. In the event a Client/Learner fails to attend a pre-planned remote appointment via Microsoft Teams or Zoom for example, then we reserve the right to pass on a fee to the Client/Learner at a rate of £75 to cover losses and administration cost for re-organisation where appropriate. The company reserves the right to use discretion when charging a Client/Learner for a missed appointment and will consider mitigating circumstances, impact to the company and to the Client/learner involved. Client/learner will be referred to the Appointment cancellation policy.

20. Exams and re-sits. If a learner on an apprenticeship requires an examination associated with a mandatory qualification within their apprenticeship, the company will fund the examination plus one re-sit as this is covered by the associated government funding and employer contribution agreed at the start of learning. In the event the learner requires further re-sits of an examination then these will be charged at £75 + VAT to cover the cost of the examination, invigilation and administration and these costs are chargeable to the Client. If a learner on any non-government funded qualification requires an examination the company will fund one attempt and any re-sits will be chargeable at a rate of £75 + VAT to the Client/Learner.

21. In the event that any completed qualification induction has been undertaken by the company with the Client/Learner – and the Client/Learner discontinues progression immediately after a completed induction/or before a further visit can evidence learning progression, the Client will be liable to a fee payable to the Company. The fee will be £300 + VAT for each learner inducted by ASAT Ltd.

Administration Charges

22. The company will apply an administration fee to the client/learner under the following circumstances: amendments to client/learner details, records to be searched for historic information/documents. In the event the client /learner fails to inform the company of mandatory changes, and replacement documents, cheques payable (if applicable) need to be reissued, an administrative fee will be charged, currently £25.00 for each amendment required. This is not inclusive of certificate amendments, which are charged by the awarding body per certificate required.

Late Payment of Invoices

23. Should a Client fail to pay within the stated invoice payment terms, for services of the Company, supplied to the Client and additional costs are incurred to the Company in the recovery of any fees payable to the Company by the Client then those costs are added to the fee being recovered, plus an additional percentage, being the current base rate, plus 10% of the total amount outstanding, plus VAT. Should a Client fail to pay all monies owed to the Company within the stated invoice payment terms (MAXIMUM OF 30 DAYS UNLESS OTHERWISE AGREED IN WRITING) the Company reserve the
option to levy on the Client an additional percentage, being the current bank base rate, plus 10% of the total amount outstanding, plus VAT.

Overdue Invoices

24. Should any Client fail to pay all invoices within the stated invoice payment terms or within agreed terms of payment then all outstanding invoices issued to the Client become payable immediately, at the discretion of the Company, regardless of stated invoice payment terms and in addition the Company reserves the option to levy on the Client an additional percentage, being the current bank base rate, plus 10% of the total outstanding, overdue invoices, plus VAT.
Should any Client fail to pay all invoices within the stated payment terms Learning Provision will be suspended until full payment is made – including any interest incurred.

24.1. Should late payment of an invoice impact on funding compliance rules and it is necessary for induction to be completed again, a fee will be incurred for the previous induction being void – currently compliance requirements allow for two months from induction date. The Company reserve the option of levying on the Client/Learner or prospective Client/Learner charges for time and travel at the following rates. Motor travel at 50p per mile, plus VAT. Public transport at cost. The rate of charge to the Client/Learner or prospective Client/Learner for each member or employee of the Company engaged in attending any agreed and confirmed appointment will be £100.00 per hour, per person, plus VAT, for each hour or part hour that each person is engaged for the purpose of attending any agreed and confirmed appointment. All time spent travelling will also be charged at the rate of £75.00 per hour, per person, plus VAT. Charges will be payable within seven days.

Refunds

25. If in the event an apprentice leaves programme earlier than the original planned end-date and the Client has paid a contribution towards the funding then as per DfE funding rules, any reimbursement for employer co-investment made for learning paid for, but not undertaken; or learning delivered, but not yet paid up to the employee’s leave date, is calculated and returned to the employer within 90 days of the apprentice leaving programme. If a learner leaves an apprenticeship within 42 days from the start date, then the Company is subject to a clawback of funding from the DfE and the Client will be liable to pay £300 + VAT to cover the otherwise eligible and funded Company costs up to that point.

26. If an apprentice reaches their original planned end-date and funding has been used, then we may negotiate a cost to the extension of delivery for that apprentice. In these circumstances if the learner then leaves before the new planned extension end-date or does not complete then this is non- refundable.

27. Any privately funded training or services provided in agreement with a Client, then terminated less than 28 days from the planned commencement or not completed, is non-refundable.

All invoices issued on strict terms and do not allow for late payment or extended credit.