Company Policies

Terms and Conditions

1. Introduction
These Website Standard Terms and Conditions written on this webpage shall manage your use of this website. These Terms will be applied fully and affect to your use of this Website. By using this Website, you agreed to accept all terms and conditions written in here. You must not use this Website if you disagree with any of these Website Standard Terms and Conditions. Minors or people below 16 years old are not allowed to use this Website.

2. Intellectual Property Rights
Other than the content you own, under these Terms, Wild Food in the UK Ltd. and/or its licensors own all the intellectual property rights and materials contained in this Website. You are granted limited license only for purposes of viewing the material contained on this Website.

3. Restrictions
You are specifically restricted from all of the following
• publishing any Website material in any other media;
• selling, sublicensing and/or otherwise commercialising any Website material;
• publicly performing and/or showing any Website material;
• using this Website in any way that is or may be damaging to this Website;
• using this Website in any way that impacts user access to this Website;
• using this Website contrary to applicable laws and regulations, or in any way may cause harm to the Website, or to any person or business entity;
• engaging in any data mining, data harvesting, data extracting or any other similar activity in relation to this Website;
• using this Website to engage in any advertising or marketing.

Certain areas of this Website are restricted from being accessed by you and Wild Food in the UK Ltd. trading as may further restrict access by you to any areas of this Website, at any time, in absolute discretion. Any user ID and password you may have for this Website are confidential and you must maintain confidentiality as well.

4. Your Content
In these Website Standard Terms and Conditions, “Your Content” shall mean any audio, video text, images or other material you choose to display on this Website. By displaying Your Content, you grant Wild Food in the UK Ltd. a non-exclusive, worldwide irrevocable, sub licensable license to use, reproduce, adapt, publish, translate and distribute it in any and all media. Your Content must be your own and must not be invading any third-party’s rights. Wild Food in the UK Ltd. reserves the right to remove any of Your Content from this Website at any time without notice.

5. No warranties
This Website is provided “as is,” with all faults, and Wild Food in the UK Ltd. express no representations or warranties, of any kind related to this Website or the materials contained on this Website. Also, nothing contained on this Website shall be interpreted as advising you.

6. Limitation of liability
In no event shall Wild Food in the UK Ltd., nor any of its officers, directors and employees, be held liable for anything arising out of or in any way connected with your use of this Website whether such liability is under contract. Wild Food in the UK Ltd., including its officers, directors and employees shall not be held liable for any indirect, consequential or special liability arising out of or in any way related to your use of this Website.

7. Indemnification
You hereby indemnify to the fullest extent Wild Food in the UK Ltd. from and against any and/or all liabilities, costs, demands, causes of action, damages and expenses arising in any way related to your breach of any of the provisions of these Terms.

8. Severability
If any provision of these Terms is found to be invalid under any applicable law, such provisions shall be deleted without affecting the remaining provisions herein.

9. Variation of Terms
Wild Food in the UK Ltd. is permitted to revise these Terms at any time as it sees fit, and by using this Website you are expected to review these Terms on a regular basis.

10. Assignment
Wild Food in the UK Ltd. is allowed to assign, transfer, and subcontract its rights and/or obligations under these Terms without any notification. However, you are not allowed to assign, transfer, or subcontract any of your rights and/or obligations under these Terms.

11. Entire Agreement
These Terms constitute the entire agreement between Wild Food in the UK Ltd. and you in relation to your use of this Website, and supersede all prior agreements and understandings.

12. Governing Law & Jurisdiction
These Terms will be governed by and interpreted in accordance with the laws of England, and you submit to the non-exclusive jurisdiction of the state and federal courts located in Leeds for the resolution of any disputes.

Refund Policy
A processing fee of £ 5 will be charged for cancellations made 14 days or more before the class.
There will be no refunds for cancellations made within 14 days of the class, although substitutions may be permitted. Refunds will not be provided for registrants who do not attend the class. Notice of cancellation must be made via e-mail to [email protected].
A cancellation acknowledgement will be sent within 3 working days and fees refunded within 10 working days, subject to this Refund Policy.
Note that circumstances beyond the control of the class organisers may necessitate substitutions, alterations or cancellations of the trainers and/or class. Therefore, Wild Food in the UK Ltd. reserves the right to alter or modify the advertised trainers and/or class including dates, times and venues if necessary. Any substitutions or alterations will be updated on the Wild Food UK web site as soon as possible.
Where, Wild Food in the UK Ltd. offers non-tangible irrevocable services we do not issue refunds once the service is accomplished.
As a customer you are responsible for understanding this refund policy upon purchasing any product or services at our web site. However, we realize that exceptional circumstance can take place with regard to the character of the services we provide.

Accepted Requests for Refunds
Please note that Wild Food in the UK Ltd. aim to be as flexible as possible and honour refund requests based on the following;
• Non-delivery of the service: such as, for example, course cancellation by Wild Food in the UK Ltd. for any reason;
• Product or services not-as-described: a request based on this reason is satisfied on a case by case basis with Wild Food in the UK Ltd. reserving full discretion to make the determination whether a refund is appropriate.

Contacting Us
Please note that Wild Food in the UK Ltd. is ready to provide you with timely and efficient professional assistance. We will attempt to find the best convenient solution for your query. Give us 12-24 hours for us to get back to you on the problem.
Requests for a refund are accepted within the period of 14 days after the order is placed. You should accompany this request with detailed and grounded reasons why you are applying for a refund. Please make sure your request does not contradict our Terms and Conditions and Refund Policy. You may request assistance by sending an email to [email protected].

Payment Policy
Registration is not complete until full payment has been received. Payments not received before the course commencement will result in no admittance of the person(s) to the course. Registration typically closes at 11am (one hour) prior to course commencement at 12 noon.
Payment may be made online via PayPal or Bank Transfer.
Substitutions for registered attendees may be made at any time by contacting us at [email protected].

Reasonable Adjustment Policy

This policy is primarily aimed at employees who are delivering/registered on or have taken a Wild Food in the UK Ltd qualification or unit. It is also for use by our staff to ensure they deal with all reasonable adjustment and special consideration requests in a consistent manner and in accordance with the relevant awarding organisation requirements.

Centre Responsibility
To ensure the following:
• ▸ Every employee is given the opportunity to achieve the qualification/unit without changing the assessment criteria or achievements
• ▸ Identification of employees who require reasonable adjustments prior to the delivery of a course
• ▸ Where identification of an employee who requires, reasonable adjustments, Wild Food in the UK Ltd. will apply to the relevant awarding organisation for approval if required, see individual guidance provided by different awarding organisations
• ▸ Where reasonable adjustment is approved, make necessary provision, however ensuring that assessment demand is not lowered
• ▸ Inform Internal Quality Assurer of learners on a qualification that is completing the assessment using a particular reasonable adjustment method
• ▸ Maintain accurate records of employees with reasonable adjustments as this will be monitored through the External Quality Assurance system
• ▸ Supply information to the relevant awarding organisation on the use of reasonable adjustments with employees as requested

Review Arrangements
We will review the policy annually as part of our self-evaluation arrangements and revise it as and when necessary in response to customer and learner feedback, changes in our practices, actions from the regulatory authorities or external agencies or changes in legislation.

Privacy Policy
Wild Food in the UK Ltd. operates the website, which provides the SERVICE. This page is used to inform website visitors regarding our policies with the collection, use, and disclosure of Personal Information if anyone decided to use our Service.
If you choose to use our Service, then you agree to the collection and use of information in relation with this policy. The Personal Information that we collect is used for providing the Service. We will not use or share your information with anyone except as described in this Privacy Policy.
The terms used in this Privacy Policy have the same meanings as in our Terms and Conditions, which is accessible at, unless otherwise defined in this Privacy Policy.

Information Collection and Use
For a better experience while using our Service, we may require you to provide us with certain personally identifiable information, including but not limited to your name, phone number, and postal address. The information that we collect will be used to contact or identify you.

Log Data
We want to inform you that whenever you visit our Service, we collect information that your browser sends to us that is called Log Data. This Log Data may include information such as your computer’s Internet Protocol (“IP”) address, browser version, pages of our Service that you visit, the time and date of your visit, the time spent on those pages, and other statistics.

Cookies are files with a small amount of data that is commonly used an anonymous unique identifier. These are sent to your browser from the website that you visit and are stored on your computer’s hard drive. Our website uses these “cookies” to collection information and to improve our Service. You have the option to either accept or refuse these cookies, and know when a cookie is being sent to your computer. If you choose to refuse our cookies, you may not be able to use some portions of our Service.

Service Providers
We may employ third-party companies and individuals due to the following reasons:
• To facilitate our Service;
• To provide the Service on our behalf;
• To perform Service-related services; or
• To assist us in analyzing how our Service is used.

We want to inform our Service users that these third parties have access to your Personal Information. The reason is to perform the tasks assigned to them on our behalf. However, they are obligated not to disclose or use the information for any other purpose.

We value your trust in providing us your Personal Information, thus we are striving to use commercially acceptable means of protecting it. But remember that no method of transmission over the internet, or method of electronic storage is 100% secure and reliable, and we cannot guarantee its absolute security.

Links to Other Sites
Our Service may contain links to other sites. If you click on a third-party link, you will be directed to that site. Note that these external sites are not operated by us. Therefore, we strongly advise you to review the Privacy Policy of these websites. We have no control over, and assume no responsibility for the content, privacy policies, or practices of any third-party sites or services.

Children’s Privacy
Our Services do not address anyone under the age of 13. We do not knowingly collect personal identifiable information from children under 13. In the case we discover that a child under 13 has provided us with personal information, we immediately delete this from our servers. If you are a parent or guardian and you are aware that your child has provided us with personal information, please contact us so that we will be able to do necessary actions.

Changes to This Privacy Policy
We may update our Privacy Policy from time to time. Thus, we advise you to review this page periodically for any changes. We will notify you of any changes by posting the new Privacy Policy on this page. These changes are effective immediately, after they are posted on this page.

Contact Us
If you have any questions or suggestions about our Privacy Policy, do not hesitate to contact us.

Health and Safety Policy

Wild Food in the UK Ltd. is committed to pursuing excellence in everything it does and this includes the management of health and safety.

General Principles
Wild Food in the UK Ltd. is committed to achieving high standards of health, safety and environmental practice.
Wild Food in the UK Ltd. expects staff, learners, clients, contractors and other employers to share this commitment by complying with Wild Food in the UK Ltd. policies, procedures and to understand that they too have legal and moral obligations to themselves and to one another.
Wild Food in the UK Ltd. intend to ensure the health and safety of all persons who may be affected by our activities by:
• ▸ Consulting with and involving our staff and learners in matters relating to their own health and safety.
• ▸ Providing, and assessing our workplaces and the grounds and areas that we utilise so that they are, as far as reasonably practicable, safe and that risks to health are controlled.
• ▸ Providing adequate and appropriate facilities and arrangements for the welfare of staff and learners.
• ▸ Providing, managing and maintaining equipment so that it is, so far as reasonably practicable, safe and that risks to health are controlled.
• ▸ Identifying hazards and conducting formal risk assessments when appropriate in order to minimise the risk for all activities undertaken by Wild Food in the UK Ltd.
• ▸ Ensuring that emergency procedures are in place, effective, properly used, monitored and maintained.
• ▸ Implementing systems of work that are safe and where risks to health are controlled.
• ▸ Providing the information, instruction and training as necessary to ensure that staff and learners are competent to undertake their activities and are aware of any related hazards and the measures to be taken to protect against them.
• ▸ Keeping up to date with best practice in relation to health and safety and complying with all relevant legislation and authoritative guidance.

Wild Food in the UK Ltd. will promote a positive health and safety culture. Information on health and safety legislation and standards applicable to a particular course will be included on request.
We undertake to continually review and develop our safety management systems, with the overarching aim of conducting our activities in a manner which does not affect the health and safety of any staff, learners, contractors or clients, or adversely affect the environment.

Equal Opportunities Policy

Wild Food in the UK Ltd. recognises that promoting equality and diversity is essential to deliver quality, culturally appropriate training and support services to all sections of the community for which we serve. We are committed to practices that offer equality of opportunity to all employees.
It is Wild Food in the UK Ltd. policy that no applicant, learner, employee or service user, receive less favourable treatment on the grounds of their:
• ▸ Race, Colour, Ethnicity or Origin
• ▸ Ability or Disability
• ▸ Gender, Gender Re-assignment Status
• ▸ Sexual Orientation
• ▸ Marital Status
• ▸ Religion
• ▸ Age
• ▸ Beliefs, Non Beliefs

Wild Food in the UK Ltd. embraces the diversity of its employees and endeavours to support the individual needs wherever possible. We recognise that inequality exists within society and that some sections of society continue to receive less favourable treatment and are limited in access to opportunities based upon their:
• ▸ Ability or Disability
• ▸ Gender, Gender Re-assignment Status
• ▸ Sexual Orientation
• ▸ Marital Status
• ▸ Religion
• ▸ Age
• ▸ Beliefs, Non Beliefs

In some cases the primary causes of inequality are direct discrimination i.e. prejudice, hatred, oppressive practice and lack of awareness is generally a more common contributor. This can lead to institutional barriers whereby the policies, procedures, systems and processes of an organisation systematically restrict or have an adverse effect to people receiving fair and equitable treatment.
Each employee of Wild Food in the UK Ltd. has a right to dignity, respect and fairness. We are committed to improving the working lives of employees and will not tolerate violence, abuse or harassment. We at Wild Food in the UK Ltd. actively encourage employees to report any incident, however trivial it may seem, so it can be investigated and action taken where found to be necessary.
This policy compliments Wild Food in the UK Ltd. values and beliefs and indicates our firm commitment to eradicate discrimination whether direct or indirect and to ensure equality of opportunity for all. Our commitment applies across the full spectrum of the community.
To achieve this Wild Food in the UK Ltd. will ensure that our employees support, understand and are responsive to objectives set out within this policy through appropriate challenge & support, training and development and effective management.

Policy Statement
It is Wild Food in the UK Ltd. policy that we will:
• ▸ Provide a non-discriminatory high standard of service to all our employees and operate within legislation without compromise.
• ▸ Consult, develop, plan and deliver services that are accessible to all our employees with reasonable adjustment, be responsive to their needs and preferences.
• ▸ Use influence to promote equality through all the services and practices and ensure that all forms of harassment and discrimination are challenged.
• ▸ Make informed and fair decisions in relation to recruitment, promotion and training. The decisions are made in according to core competencies.
• ▸ Foster a culture where equality and human rights are valued and the skills and talents of our employees, service users and members are used appropriately to the benefits of the community.

Legal Framework
• ▸ Equality Act 2010
• ▸ European Communities Act 1972
• ▸ Gender Re-Assignment Regulations 1999
• ▸ Gender Reconstruction Act 2004
• ▸ Gender Equality Duty 2007
• ▸ Religion/ Belief Employment Regulations 2003
• ▸ Disabled Persons (Employment) Act 1944 and 1958
• ▸ Rehabilitation Of Offenders Act 1974
• ▸ Human Rights Act 1998
• ▸ Public Interest Disclosure Act 1998
• ▸ General Procedures
• ▸ Leadership

Wild Food in the UK Ltd. has the responsibility for the development of strategies, resources and structure to deliver the Equal Opportunities Policy through the leadership of Wild Food in the UK Ltd. All decisions and proposed changes to services will consider the potential for adverse impact on Wild Food in the UK Ltd. and employees.
Wild Food in the UK Ltd. will review the views of employees and will take these into account in shaping and developing future services. This includes the provision of reasonable adjustment and communications.
Wild Food in the UK Ltd. has the responsibility for implementing and monitoring of Wild Food in the UK Ltd. policies within the scope of their role. Equality and diversity is an organisational function and employees are responsible for ensuring the pro-active delivery and progress of equalities and diversity through communication and networking.
Wild Food in the UK Ltd. is responsible in addition to their individual responsibilities for ensuring:
• ▸ All employees are aware of and comply with the standards expected within this policy.
• ▸ The measures of awareness, understanding and delivery of Wild Food in the UK Ltd. equalities commitment.
• ▸ Dignity and respect for all employees.
• ▸ That they confront and take appropriate action against incidents or behaviour that does not meet the standards of Wild Food in the UK Ltd. policies.

Staff Involvement
Wild Food in the UK Ltd. will involve all employees and support them in the development and delivery of equalities and diversity. This may include consultation, email, verbal communication, internet and networking sessions.
All employees have a personal responsibility for ensuring that they work in a positive and non-discriminatory manner with all service users and colleagues. This responsibility is communicated and reinforced through the Equal Opportunity Policy, Discrimination Procedures and Harassment Procedures as well as through consultation, email, verbal communication, the World Wide Web and networking sessions.

Training and Development
Wild Food in the UK Ltd. recognises the value of all employees and will support employees to deliver the values and principles of equality, individuality and diversity. Wild Food in the UK Ltd. will identify the knowledge and skills required to deliver ethnic and culturally sensitive services across all aspects and where necessary provide training to enhance confidence and understanding.
Wild Food in the UK Ltd. employees will receive training in Wild Food in the UK Ltd. policies and procedures and acknowledge their responsibilities under these.

Monitoring and Review Arrangements
Wild Food in the UK Ltd. recognises that continual monitoring of equal opportunities is essential to the continued review of the effectiveness of all policies. To this end Wild Food in the UK Ltd. will collate and monitor all information required by the laws of England and use this information to make decisions.

Harassment Procedures
Wild Food in the UK Ltd. takes all allegations of harassment very seriously and has policies in place for the reporting and managing incidents of harassment, bullying intimidation and discrimination.
It is the right of all employees to be treated with consideration and operate in an environment free from harassment, bullying, intimidation and discrimination. This is made through written policies and respective training.

Data Protection Policy

Wild Food in the UK Ltd. holds and processes information about students, corporate clients, and other data subjects for administrative, approval and commercial purposes. When handling such information, Wild Food in the UK Ltd. and all staff or others who process or use any personal information, must comply with the Data Protection Principles which are set out in the Data Protection Act 1998 (the Act). In summary these state that personal data shall:
• ▸ be processed fairly and lawfully
• ▸ be obtained for a specified and lawful purpose and shall not be processed in any manner incompatible with the purpose
• ▸ be adequate, relevant and not excessive for the purpose
• ▸ be accurate and up-to-date
• ▸ not be kept for longer than necessary for the purpose
• ▸ be processed in accordance with the data subject’s rights
• ▸ be kept safe from unauthorised processing, and accidental loss, damage or destruction
• ▸ not be transferred to a country outside the European Economic Area, unless that country has equivalent levels of protection for personal data, except in specified circumstances.

“Staff”, “learners” and “other data subjects” may include past, present and potential members of those groups including other terms including ‘Learner’, ‘Student’, ‘Delegate’, ‘Trainer’. ‘Assessor’, etc.
“Other data subjects” and “third parties” may include contractors, suppliers, contacts, referees, approving, awarding and monitoring organisations and bodies etc. “Processing” refers to any action involving personal information, including obtaining, viewing, copying, amending, adding, deleting, extracting, storing, disclosing or destroying information.

Notification of Data Held
Wild Food in the UK Ltd. shall notify all staff and learners and other relevant data subjects of the types of data held and processed by Wild Food in the UK Ltd. concerning them, and the reasons for which it is processed. The information which is currently held by the Wild Food in the UK Ltd. and the purposes for which it is processed will be amended when processing for a new or different purpose.

All people in which information is held.
• ▸ ensure that all personal information which they provide to Wild Food in the UK Ltd. is accurate and up-to-date;
• ▸ inform Wild Food in the UK Ltd. of any changes to information, for example, changes of address;
• ▸ check the information which Wild Food in the UK Ltd. shall make available from time to time, in written or automated form, and inform Wild Food in the UK Ltd. of any errors or, where appropriate, follow procedures for up-dating entries on computer forms. Wild Food in the UK Ltd. shall not be held responsible for errors of which it has not been informed.

Staff shall ensure that
• ▸ all personal information is kept securely;
• ▸ personal information is not disclosed either orally or in writing, accidentally or otherwise to any unauthorised third party. Unauthorised disclosure may be a disciplinary matter, and may be considered gross misconduct in some cases.

When staff supervises learners doing work which involves the processing of personal information, they must ensure that those students are aware of the Data Protection Principles, in particular, the requirement to obtain the data subject’s consent where appropriate.

Rights to Access Information
Staff, Learners, Corporate Clients, Approving or Awarding Organisations and other data subjects in Wild Food in the UK Ltd. have the right to access any personal data that is being kept about them either on computer or in structured and accessible manual files. Any person may exercise this right by submitting a request in writing to Wild Food in the UK Ltd.
Wild Food in the UK Ltd. will make a charge of £10 for each official Subject Access Request under the Act.
Wild Food in the UK Ltd. aims to comply with requests for access to personal information from Staff, Learners, Corporate Clients, Approving or Awarding Organisations and other data subjects, as quickly as possible, but will ensure that it is provided within 40 days unless there is good reason for delay. In such cases, the reason for the delay will be explained in writing by the Information Security Officer to the data subject making the request.

Subject Consent
Wild Food in the UK Ltd. may ask for information about particular health needs, such as allergies to particular forms of medication, or conditions such as asthma, arthritis. Wild Food in the UK Ltd. will only use such information to protect the health and safety of the individual, for example, in the event of a medical emergency or in carrying out physical activities.

The Data Controller and the Designated Data Controllers
Wild Food in the UK Ltd. is the data controller under the Act, and is ultimately responsible for implementation.

Retention of Data
Wild Food in the UK Ltd will keep different types of information for differing lengths of time, depending on legal, awarding or approving body and operational requirements.

Compliance with the Act is the responsibility of all learners and members of staff. Any deliberate or reckless breach of this Policy may lead to disciplinary, and where appropriate, legal proceedings.
Any individual, who considers that the policy has not been followed in respect of personal data about him- or herself, should raise the matter with Wild Food in the UK Ltd.

Complaints Poloicy

This document sets out Wild Food in the UK Ltd. complaints policy and is aimed at clients, learners and all interested parties who encounter a direct or indirect service from Wild Food in the UK Ltd. It covers complaints which learners, members of the public or clients may wish to make in relation to the qualifications and associated services offered by Wild Food in the UK Ltd.

Review Arrangements
We will review the policy and its associated procedures annually as part of our self-evaluation arrangements and revise it as and when necessary in response to customer, learner or regulatory feedback.

How Should I Complain?
You should first try to sort out any problem at the earliest opportunity by speaking to the person who dealt with you. If they cannot help or you wish to speak to someone else, you can ask to speak to the Manager.
If this is not possible, or if you are not satisfied with the help provided by the Manager, please send a written complaint. You should complain in writing, normally within one month of the event you are complaining about and address it to us at the contact details outlined at the end of policy.

What Details Do I Give?
When you contact us, please give us your full name, contact details including a daytime telephone number along with:
• ▸ a full description of your complaint (including the subject matter and dates and times if known)
• ▸ the names of any of the people you have dealt with so far
• ▸ any copies you may have of papers or letters/emails to do with the complaint

What Will Happen?
We will acknowledge receipt of your complaint within 5 working days, letting you know who is investigating your complaint.
We aim to investigate the complaint within 30 days. If your complaint is more complex, or involves people who are not available at the time, we may extend this to 60 days. We may contact you within this period to seek further information or clarification (in some instances we may recommend a meeting). At the end of the investigation we shall write/email to inform you of our decision.

What Happens if my Complaint is Upheld?
If any part of your complaint is upheld we will of course apologise and give due consideration to how we can improve our service and arrangements – for example, by reviewing our procedures to assess the impact on our arrangements and assessment process (if relevant) or arranging for staff training. In extreme circumstances, disciplinary procedures may be exercised where the performance or behaviour of our staff is deemed inappropriate.

What if I Disagree?
If you disagree with the decision the first point of call is the Manager. If you are still unhappy with the decision taken by Wild Food in the UK Ltd. in reviewing the complaint you can then take the matter through our Appeal arrangements which are outlined in our Appeals Policy.

Contact Us
If you’ve any queries about the contents of the policy, please contact us on 01981 590604 or via email at [email protected].