1. GENERAL

LabMedExpert will not tolerate any form of harassment or bullying. The purpose of this policy is to inform trainees of the type of behaviour that is totally unacceptable and to explain what solutions there are, to who may suffer harassment or bullying.

2. PURPOSE

The Company intends to provide a neutral environment in which no one feels threatened or intimidated.

3. HARASSMENT

Harassment is when someone repeatedly behaves in a way that makes you feel scared, distressed, or threatened.
Harassment is a discriminatory act and is also a criminal offence. It is very difficult to define as it can take many forms, but mainly it takes the form of unwanted behaviour by one person towards another. For example:

• Patronising or belittling comments.
• Comments about appearance/body/clothes.
• Leering or staring at a person’s body.
• Unwelcome sexual invitations or pressure.
• Promises or threats, concerning employment or conditions, in exchange for sexual favours.
• Displaying offensive or sexually explicit material.
• Touching, caressing, hugging or indecent assault.

Please remember that the behaviour is UNWELCOME, UNINVITED AND UNRECIPROCATED.
Bullying is also difficult to define. Obvious examples are:

• Threats of or actual physical violence.
• Unpleasant or over repeated jokes about a person.
• Unfair or impractical work loading.

4. PROCEDURE

If you encounter a problem of this nature, it is vital that you make the person responsible aware that his/her remarks or conduct are offensive to you. This should be done in a simple, straightforward way. It is recognised that complaints of harassment or bullying are often of a sensitive or worrying nature and that it may be difficult to speak directly to the trainee or staff member. If this is the case, you should put your request in writing and hand it to the harasser or bully.

When or if the informal approach fails or if you believe that the harassment or bullying is of a very serious nature you must bring the matter to the attention of a Training officer, the Deputy Training Coordinator, or the Training Coordinator. If possible, you should keep notes of the harassment or bullying so that the formal complaint can be investigated, including the date, time and whereabouts of the act. If you make a formal complaint, it will be dealt with under the grievance procedure and all possible actions will be taken to separate you from the alleged harasser or bully.

If you bring a complaint of harassment or bullying, you will not be victimised for having brought the complaint. If, however, after a full investigation, the Company has grounds to believe that the complaint was brought with malicious intent, appropriate action will be taken.

5. POLICY STATEMENT

All learners have the right to challenge the outcomes of their assessment decisions, if they consider the assessment has not been carried out properly. Learners might appeal on a variety of issues.
These issues may include the following:

• Conduct of the assessment.
• Adequacy of the range, nature and comprehensiveness of the evidence when set against the national standards and evidence requirements
• The opportunities offered in order to demonstrate competence of attainment
• Access to assessment
• Process of assessment
• Access to Internal Verification
• The handling of an appeal
• Administrative issues e.g. failure to register/apply for certification

6. STATEMENT OF PRINCIPLE

This policy is in place to enable LabMedExpert learners to enquire, question or appeal against an assessment decision. LabMedExpert will aim to reach an agreement with a learner at the earliest opportunity, regarding any appeals that are made.
LabMedExpert will ensure that:

• Internal assessments are conducted by members of LabMedExpert staff who have appropriate knowledge, understanding and skills in this area.

If a learner wishes to appeal, the appeal must be lodged in writing with the relevant LabMedExpert staff member within 7 working days of the learner being notified of the assessment decision. The relevant centre staff member will then attempt to find a solution with the learner, assessor and internal verifier.

Any LabMedExpert staff member undertaking an appeal investigation must be independent from any assessment decisions made as part of a learner’s qualification.

The relevant LabMedExpert staff member will acknowledge the appeal within 2 working days of receiving it. LabMedExpert staff member will investigate the appeal. Investigations may include undertaking interviews with any relevant parties.

The learner will be informed of the investigation outcome and decision within 10 days of the appeal being lodged (this may be extended, depending on the nature of the appeal). If the staff member feels the appeal is to be upheld, the learner will be notified of this in writing, within 2 working days of completion of the investigation.

The relevant procedures will be followed to ensure the learner’s assessment decision is changed to show the correct mark and/or decision.

If an appeal is not upheld, the learner making the appeal will be given a written explanation detailing the reasons for the appeal not to be upheld.

If an appeal is not upheld, the learner making the appeal will be given a written explanation detailing the reasons for the appeal not to be upheld.

All documents relating to an appeal must be saved and stored securely.

7. COMPLAINTS POLICY

LABMEDEXPERT LIMITED is committed to providing a high level service to our customers. If you do not received satisfaction from us we need you to tell us about it. This will help us to improve our standards.

Complaints Procedure
If you have a complaint, please contact Mr. Olukunle Akanbi (Training Director) on 07375132852 You can write to him at PD 210 UWSP Glaisher Drive Wolverhampton WV10 9RU.

Next steps

• We will send you a letter acknowledging your complaint and asking you to confirm or explain the details set out. We will also let you know the name of the person who will be dealing with your complaint. You can expect to receive our letter within 7 days of us receiving your complaint.
• We will record your complaint in our central register within a day of having received it.
• We will acknowledge your reply to our acknowledgment letter and confirm what will happen next. You can expect to receive our acknowledgement letter within 10 working days of your reply.
• We will then start to investigate your complaint. This will normally involve the following steps;
  • We may ask the member of staff who dealt with you to reply to your complaint within 7 days of our request;
  • We will then examine the member of staff’s reply and the information you have provided for us. If necessary, we may ask you to speak to them. This will take up to 4 days from receiving their reply.
• Mr. Olukunle Akanbi will then invite you to meet him to discuss and hopefully resolve your complaint. He will do this within [7] days of the end of our investigation.
• Within 5 days of the meeting Mr Akanbi will write to you to confirm what took place and any solutions he has agreed with you.
  • If you do not want a meeting or it is not possible, Mr Akanbi will send you a detailed reply to your complaint. This will include his suggestions for resolving the matter. He will do this within 5 days of completing his investigation.
  • We will let you know of the outcome of this review within 5 days of the end of the review. We will write to you confirming our final position on your complaint and explaining our reasons. If you are still not satisfied, you can contact the British Accreditation Council (BAC) as an arbiter either through telephone, email or send a letter to them at Wax Chandlers’ Hall, 1st Floor, 6 Gresham Street, London EC2V 7AD. You can also contact Training Qualification UK (TQUK) at Crossgate House, Cross St, Sale M33 7FT or 0333 358 3344.
  • If we have to change any of the time scales above, we will let you know and explain why.

NOTE: In any event, we will comply with any statutory procedures that may relate to your complaint.

8. ANTI- HARASSMENT POLICY

LabMedExpert will not tolerate any form of harassment or bullying. The purpose of this policy is to inform trainees of the type of behaviour that is totally unacceptable and to explain what solutions there are, to who may suffer harassment or bullying.

The Company intends to provide a neutral environment in which no one feels threatened or intimidated.

Harassment is when someone repeatedly behaves in a way that makes you feel scared, distressed, or threatened.

Harassment is a discriminatory act and is also a criminal offence. It is very difficult to define as it can take many forms, but mainly it takes the form of unwanted behaviour by one person towards another. For example:

• Patronising or belittling comments.
• Comments about appearance/body/clothes.
• Leering or staring at a person’s body.
• Unwelcome sexual invitations or pressure.
• Promises or threats, concerning employment or conditions, in exchange for sexual favours.
• Displaying offensive or sexually explicit material.
• Touching, caressing, hugging or indecent assault.

9. EXAM INVIGILATION POLICY

This policy must be adhered to at all times.

a. One invigilator is allowed to invigilate a maximum of 20 learners.
b. An invigilator must be able to summon help without disturbing learners taking an exam.
c. Learners should be seated with a distinct distance from one another of 1.25 meters.
d. Learners may only take pens into the examination room. Any pencil cases must be transparent. Mobile telephones and other electronic equipment are not permitted.
e. When preparing an examination room, invigilators should consider an area for learners to store their personal belongings. Bags and other belongings should be out of reach of learners and access to them must be monitored by the invigilator.
f. Ideally learners should be seated and ready to take the exam 5 minutes before the start of the exam.
g. A clock must be visible to learners at all times throughout the exam.
h. The start and finish times of an exam must be clearly visible for all learner to view in the exam room.
i. The guidance to learners relating to the exam must be read out by the invigilator prior to the commencement of the exam.
j. Once the exam has started learners may not ask questions about the exam. In exceptional circumstances they may seek the attention of the invigilator, for example if they need to use the toilet.
k. Invigilators must not talk to or distract learners during the exam.
l. Invigilators must be able to observe all learners at all times during an exam.
m. If a learner wishes to leave the room for any reason and intends to return to continue their exam, they must be accompanied. The invigilator must remain with them at all times. The learners remaining in the exam room must continue to be invigilated.
n. Learners arriving late for an exam (by less than 15 minutes) must be seated near to the door and the disturbance to other learners kept to a minimum.
o. Learners who are more than 15 minutes late will not be able to enter the exam room or undertake the exam. In such cases, a FAIL will be recorded.

10. EQUAL OPPORTUNITIES POLICY

LabMedExpert Limited embraces diversity and aims to promote the benefits of diversity in all of its business activities. We seek to develop a business culture that reflects that belief. We aim to have a diverse candidate base. We will also strive to ensure that our trainees meet their own diversity targets.

LabMedExpert Limited is committed to diversity and will promote diversity for all its candidates. We will continuously review all aspects of our services to avoid unlawful discrimination. LabMedExpert Limited will treat everyone equally and will not discriminate on the grounds of an individual’s “protected characteristic” under the Equality Act 2010 (the Act) which are age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We will not discriminate on the grounds of an individual's membership or non-membership of a Trade Union. All trainees have an obligation to respect and comply with this policy. LabMedExpert Limited is committed to providing training for its candidates in equal opportunities and diversity. LabMedExpert Limited will avoid stipulating unnecessary requirements which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements for a role.

LabMedExpert Limited will ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications and ability to perform the relevant tasks expected of them.

DISCRIMINATION
Under the Act unlawful discrimination occurs in the following circumstances:
Direct discrimination
Direct discrimination occurs when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them badly in comparison to others that do not have that protected characteristic.

It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected characteristic:

• in the terms on which the recruitment consultancy offers to provide any of its services;
• by refusing or deliberately omitting to provide any of its services;
• in the way it provides any of its services.

Direct discrimination can take place even if the individual does not have the protected characteristic but is treated less favourably because it is assumed he or she has the protected characteristic or is associated with someone that has the protected characteristic.

Indirect discrimination
Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied but this results in people who share a protected characteristic being placed at a disadvantage in comparison to those who do not have the protected characteristic. If the PCP can be objectively justified it will not amount to discrimination.

Harassment
Under the Act, harassment is defined as unwanted conduct that relates to a protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. This includes unwanted conduct of a sexual nature.

LabMedExpert Limited is committed to providing an environment free from unlawful harassment. LabMedExpert Limited will ensure that the trainers do not harass any trainees.

Examples of prohibited harassment are:

1. verbal or written conduct containing derogatory jokes or comments;
2. slurs or unwanted sexual advances;
3. visual conduct such as derogatory or sexually orientated posters;
4. photographs, cartoons, drawings or gestures which some may find offensive;
5. physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected characteristic basis;
6. threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours;
7. retaliation for having reported or threatened to report harassment.

If an individual believes that they have been unlawfully harassed, they should make an immediate report to their Training Officer followed by a written complaint as soon as possible after the incident. The details of the complaint should include:

• Details of the incident
• Name(s) of the individual(s) involved
• Name(s) of any witness(es)

LabMedExpert Limited will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken.

All trainees will be expected to comply with LabMedExpert Limited’s policy on harassment. Any breach of such a policy will lead to the appropriate disciplinary action.

Any individual who LabMedExpert Limited finds to be responsible for harassment will be subject to the disciplinary procedure and the sanction may include termination of their training.

Victimisation
Under the Act victimisation occurs when an individual is treated unfavourably because he/she has done a ‘protected act’ which is bringing a claim for unlawful discrimination or raising a grievance about discrimination or giving evidence in respect of a complaint about discrimination.

LabMedExpert Limited will ensure that the Training Officers do not victimise any individual.

DISABLED PERSONS
Discrimination occurs when a person is treated unfavourably as a result of their disability.During training, there may be a requirement to make reasonable adjustments. For example, if a trainee has slight hearing difficulties, Training Officers will move closer to them when speaking, if a trainee is in a wheelchair, a lower bench will be made available for them.

With testing and assessment methods and procedures, tests can only be justified if they are directly related to the skills and competencies required for the trainees to pass the course. Even then, it might be appropriate to have different levels of acceptable test results, depending on the disability. For example, an applicant with a learning disability might need more time to complete a test.

Wherever possible LabMedExpert Limited will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled trainees. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances.

AGE DISCRIMINATION
Under the Act, it is unlawful to directly or indirectly discriminate against or to harass or victimise a person because of age. Age discrimination does not just provide protection for people who are older or younger. People of all ages are protected.

A reference to age is a reference to a person’s age group. People who share the protected characteristic of age are people who are in the same age group.

Age group can have various references:

• Under 21s
• People in their 40s
• Adults

LabMedExpert Limited will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age.

GENDER REASSIGNMENT POLICY
LabMedExpert Limited recognises that any trainee may wish to change their gender or may be undergoing gender reassignment during the course of their training.

LabMedExpert Limited will make every effort to try to protect a trainee who has undergone, is undergoing or intends to undergo gender reassignment, from discrimination or harassment within our premises.

COMPLAINTS AND MONITORING PROCEDURES
LabMedExpert Limited has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. These are available from the Line Mangers and will be made available immediately upon request. Any discrimination complaint will be investigated fully

11. SAFEGUARDING POLICY

INTRODUCTION

• (the Organisation) LABMEDEXPERT LIMITED (the Company) is a company run for the following purpose: LabMedExpert provides hands-on-skills training to participants who are keen to gain experience within the pathology laboratory.
• The Company is based at: PD202/209 University of Wolverhampton Science Park, Glaisher Drive, Wolverhampton, WV10 9RU. Company Number: 10759327
• The Company has adopted this safeguarding children policy and expects every adult working or helping at LABMEDEXPERT LIMITED to support it and comply with it. Consequently, this policy shall apply to all staff, managers, trustees, directors, volunteers, students or anyone working on behalf of Company.

PURPOSE OF THE POLICY

• I. This policy is intended to protect children and young people who receive any service from us, including those who are the children of adults who may receive services from us.
• II. The Company believes that no child or young person should experience abuse or harm and are committed to the protection of children and young people and this policy is intended to provide guidance and overarching principles to those who represent us as volunteers or staff, to guide our approach to child protection and safeguarding.

THE RISK TO CHILDREN
Nearly every child grows up in a safe and happy environment and it is important not to exaggerate or overestimate the dangers. Nevertheless, there are situations where children need protection including but not limited to:

• Sexual abuse;
• Grooming;
• Physical and emotional abuse and neglect;
• Domestic violence;
• Inappropriate supervision by staff or volunteers;
• Bullying, cyberbullying, acts of violence and aggression within our schools and campuses;
• Victimisation;
• Self-harm;
• Unsafe environments and activities;
• Crime;
• Exploitation

UNIVERSALITY AND PROTECTION
The Company recognises that:

• The welfare of the child is paramount;
• All children regardless of race, gender, religious belief, disability, age, sexual orientation or identity have a right to equal protection from harm;
• some children are more vulnerable to harm as a result of their circumstances, prior experiences, communication needs or level of dependency;
• Working with children, young people, their parents and/or guardians, carers or other agencies is essential to protecting their wellbeing.

SAFEGUARDING CHILDREN AT EVENTS/ACTIVITIES
I. There are three kinds of events/activities:

• those open to adults and children of allages;
• those for children accompanied by a 'parent’
• those for unaccompanied children, which are sometimes run alongside other events/activities.

II. At events and activities open to all ages, children under 16 must be accompanied throughout by an adult over the age of 18 who not only brings the child but also takes the child home again afterwards. Young people aged 16 or 17 may attend unaccompanied if they bring the written consent and mobile telephone number of one of their parents.
At events and activities for children accompanied by a 'parent', children under 16 must be supervised throughout the event by an adult over the age of 18 who not only brings the child to the event but also takes the child home again afterwards. If a lone adult brings more than one child, then the children will have to stay together, so that the one adult can supervise them. Young people aged 16 or 17 may attend unaccompanied if they bring the written consent and mobile telephone number of one of their parents.

III. At events and activities for unaccompanied children, children under the age of 16 must be enrolled by a responsible adult before being left with the event leader. The enrolment must record the child's name, age and address and the names and addresses of the child's parents, plus the parents' mobile telephone numbers. Young people aged 16 or 17 may attend unaccompanied if they bring the written consent and mobile telephone number of one of their parents.

IV. Both events and activities are to be defined broadly to include any occasions where the Company will be providing a service

DISCOSURE AND BARRING
I. The Company offers the following activities for children:

• Training
• Visiting the laboratory by Secondary school students

II. Some of our activities may therefore require adult participants or adult leaders to undergo DBS and/or police checks under the Safeguarding Vulnerable Groups Act 2006. The required level of checking (if any) will broadly reflect the degree and frequency of unsupervised access given to other people's children.

III. The Company will take very seriously any allegation of impropriety on the part of any member of the Company. A member of the Company who discovers anything amiss should get in touch immediately with the following: MR. OLUKUNLE A. AKANBI

IV. Allegations will be appropriately reviewed and the likely risk to children and, if appropriate, will consider banning the member from future events or revoking his or her membership or both, but only in full accordance with the rules and procedures of the Company.

HEALTH AND SAFETY ASPECTS OF SAFEGUARDING CHILDREN
I. Before starting any event for unaccompanied children, the Team will carry out a risk assessment and then take steps to minimise all risks to health and safety. Parents and children will be made aware of any particular risks and of the steps to be taken to minimise those risks. The Team will keep a record of all risk assessments.

II. Sufficient adults must be present at any event for unaccompanied children to enable one adult to deal with any emergency while another adult supervises the children not directly affected by the emergency.

PREVEDNTION OF BULLYING
We will not tolerate the bullying of children either by adults or by other children. If any incident of child-on-child bullying should arise at the Company event, those involved will be separated immediately and the parents of the children involved will be asked to deal with the matter. The Team will review all incidents of child-on-child bullying and assess the likely future risk to children. If appropriate, the Team will consider banning a child from future events, but only in full accordance with the rules and procedures of the Company. Allegations of adults bullying children will be dealt with in accordance with this Policy.

PHOTOGRAPHING CHILDREN
No photos will be taken or published of any child attending an event or activity unless prior written permission is sought from a person with parental responsibility. If any person has any concerns regarding any person taking photos at an event or activity, that person should contact the Company immediately.

MANAGING BEHAVIOUR, DISCIPLINE AND ACCEPTABLE RESTRAINT
I. Adults supervising children at the Company events must never use any form of corporal punishment. If physical restraint is absolutely necessary to prevent injury to any person or to prevent serious damage to property, then the minimum necessary restraint may be used—but for that purpose only.

II. Unacceptable behaviour at the Company events for unaccompanied children will generally be stopped by separating the children from each other and from the group. The miscreants will be suitably supervised and will be returned as soon as possible to the care of their parents.

III. The Company may apply a further disciplinary sanction; namely the banning of the child from one or more future events over the following 18 months. Any such sanction would be determined and applied by the following officer: MISS GRACE DANQUAH.

IV. A parent who is aggrieved by this ban may appeal to the Company who will hear the views of all relevant persons. The decision of the Company is then final. Any such appeals should be made to, and will be determined by the following officer: MR. OLUKUNLE A. AKANBI.

LEGAL FRAMEWORK
This policy has been drawn up in accordance with all relevant and applicable legislation and guidance available to the Company in the jurisdictions it operates within in the United Kingdom. Chiefly, this policy operates in accordance with the:

• Children Act 1989.
• United Nations Convention on the Rights of the Child.
• Children Act 2004.
• General Data Protection Regulation.
• Data Protection Act 2018.

12. POLICY TO SUPPORT THE PREVENTION OF EXTREMISM AND RADICALISATION (PREVENT)

INTRODUCTION The current threat from Terrorism and Extremism in the United Kingdom is real and severe and can involve the exploitation of vulnerable people, including children and young people. This policy is designed to provide a clear framework to structure and inform our response to safeguarding concerns for those young people who may be vulnerable to the messages of extremism. In addition, it provides details of the local inter agency process and expectations in identifying appropriate interventions based on the threshold of need and intervention model and the Channel process (see below).

Radicalisation is defined as the process by which people come to support terrorism and extremism and, in some cases, to then participate in terrorist groups.

Extremism is vocal or active opposition to fundamental British values, including democracy, the rule of law, individual liberty and mutual respect and tolerance of different faiths and beliefs. We also include in our definition of extremism calls for the death of members of our armed forces, whether in this country or overseas (HM Government Prevent Strategy, 2011).

EQUALITY, DIVERSION AND COMMUNITY COHERSION
LabMedExpert aims to guide our students to understand others, to promote common values and to value diversity, to promote awareness of human rights and of the responsibility to uphold and defend them, and to develop the skills of participation and responsible action. We take extremely seriously our key role in preparing all our learners for life in modern Britain.

We aim to encourage working towards a society in with a common vision and sense of belonging by all. Communities; a society in which the diversity of people's backgrounds and circumstances is appreciated and valued; a society in which similar life opportunities are available to all; and a society in which strong and positive relationships exist and continue to be developed in the workplace and in the wider community.

NATIONAL GUIDANCE AND STRATEGIES
PREVENT is a key part of the Government's strategy to stop people becoming terrorists or supporting terrorism. Early intervention is at the heart of PREVENT in diverting people away from being drawn into terrorist activity. PREVENT happens before any criminal activity takes place. It is about recognising, supporting and protecting people who might be susceptible to radicalisation. The PREVENT strategy objectives are:

Ideology:	Respond to the ideological challenge of terrorism and the threat we face from those who promote it.
Individuals:	Prevent people from being drawn into terrorism and ensure that they are given appropriate advice and support
Institutions:	Work with sectors and institutions where there are risks of radicalisation which we need to address.

All staff should have an awareness of the PREVENT agenda and the various forms of radicalisation takes in being able to recognise signs and indicators or concern and respond appropriately.

VULNERABILITY/RISK INDICATORS
The following lists are not exhaustive and all or none may be present in individual cases of concern. Nor does it mean that vulnerable young people experiencing these factors are automatically at risk of exploitation for the purposes of extremism. The accepted view is that a complex relationship between the various aspects of an individual's identity determines their vulnerability to extremism.

There is no such thing as a 'typical extremist' and those involved in extremism come from a range of backgrounds and experiences. The following indicators may help to identify factors that suggest a leaner or their family may be vulnerable or involved with extremism:

Vulnerability

Identity crisis:	Distance from cultural/religious heritage and uncomfortable with their place in the society around them.
Personal crisis:	Family tensions; sense of isolation; adolescence; low self-esteem; disassociating from existing friendship group and becoming involved with a new and different group of friends; searching for answers to questions about identity, faith and belonging.
Personal circumstances:	Migration; local community tensions; events affecting country or region of origin; alienation from UK values; having a sense of grievance that is triggered by personal experience of racism or discrimination or aspects of Government policy.
Unmet aspirations:	Perceptions of injustice; feeling of failure; rejection of civic life.
Criminality:	Experiences of imprisonment; poor resettlement/reintegration, previous involvement with criminal groups.

Access to extremist influences

• Reason to believe that the learner associates with those known to be involved in extremism
• Possession or distribution of extremist literature/other media material likely to incite racial/religious hatred or acts of violence
• Use of closed network groups via electronic media for the purpose of extremist activity

Experiences, behaviours and influences

• Experience of peer, social, family or faith group rejection
• International events in areas of conflict and civil unrest had a personal impact on the learner resulting in a noticeable change in behaviour
• Verbal or written support of terrorist attacks
• First-hand experience of racial or religious hate crime
• Extended periods of travel to international locations known to be associated with extremism
• Evidence of fraudulent identity/use of documents to support this
• Experience of disadvantage, discrimination or social exclusion
• History of criminal activity
• Pending a decision on their immigration/national status

More critical risk factors include:

• Being in contact with extremist recruiters
• Articulating support for extremist causes or leaders
• Accessing extremist websites, especially those with a social networking element
• Possessing extremist literature
• Justifying the use of violence to solve societal issues
• Joining extremist organisations
• Significant changes to appearance/behaviour

REFERRAL AND INTERVENTION PROCESS
Any identified concerns as the result of observed behaviour or reports of conversations to suggest that the young person supports terrorism and/or extremism, must be reported to the named designated safeguarding professional immediately and no later than the end of the working day.

Child Protection/ Vulnerable Adult Officer
LabMedExpert Child Protection/ Vulnerable Adult Officer is Kunle Akanbi. Where a young person is thought to be at risk of significant harm, and/or where investigations need to be carried out (even though parental consent may be withheld), a referral should be made in line with the LabMedExpert Vulnerable Adult Policy. However, it should be recognised that concerns of this nature, in relation to violent extremism, are most likely to require a police investigation (as part of the Channel process). As part of the referral process, the designated professional will also raise an electronic referral to Channel,(safer@wolverhampton.gov.uk).

Channel referral process
Some concerns which are identified may have a security dimension to them. For this reason, it is important that liaison with the police forms an early part of all investigations. The police will carry out an initial assessment and, if appropriate, set up a multiagency meeting to agree actions for supporting the individual. If it is deemed that there are no concerns around radicalisation, appropriate and targeted support will be considered for the leaner.

13. LEARNING GUIDELINES

LabMedExpert Limited provides training on histological and microbiology techniques depending on which training is chosen.

The Intensive Histology Training will enable our candidates to perform acquire skills on the following techniques: Specimen reception, Embedding, Microtomy, Histological Staining and Quality Control.

The Intensive Microbiology Training will enable our candidates to perform acquire skills on the following: Specimen reception, Sample Culturing, Different types of Staining, Plate Streaking, Organism Identification and Sensitivity.
In addition, the theoretical aspect of these techniques will also be learnt during the training.

Training duration
Candidates who are interested in our CPD Accredited training will be able to do their training within the specified period that has been set for their training (5 weeks or 6 weeks depending on the cohort)

Standards required
Our training candidates must be able to achieve certificate of competences in all the aspect that will be covered during their training.
This will be assessed through a theoretical and practical exam at the end of their training.