We recognise that it is the right of every employee to work in an environment that provides equal opportunities for all, and is free from any kind of harassment or intimidation. We will make every effort to ensure that such an environment is created and maintained.

All employees and job applicants will receive fair and equal treatment, regardless age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; and sexual orientation. There will be no direct or indirect discrimination against anyone on these grounds.

Discrimination and harassment are unfair, and damage morale and efficiency. Obscene or abusive language is unacceptable. Any employee who discriminates against or harasses another employee, or job applicant will be subject to the disciplinary procedure. This may include dismissal.

Harassment consists of unwanted physical, verbal or non-verbal conduct which is damaging or upsetting to the other person.

  • This includes behaviour likely to annoy or distress such as:
    • Bullying, either verbal or physical.

    • Sexual, obscene or offensive language innuendo.

    • being excluded or made to feel unwelcome.

    • Sending salacious, offensive or abusive messages or pictures via internal or external mail or via facsimile or email.

    • Leering, whistling or making sexually suggestive or insulting gestures; Uninvited and unwelcome physical contact.

    • Verbal and written harassment through jokes, offensive language, gossip and slander.

This list is intended as a guide and is not exhaustive.

Harassment on grounds of sex, race or ethnic origin, religion, age, sexual orientation or disability is unlawful.

On any grounds, including political convictions, social class or other personal attributes, it is unacceptable.

If you believe that you have been the subject of harassment, you should, wherever possible, make it clear informally to the other person that such behaviour is unwelcome. If this is not appropriate, or the harassment continues, the situation should be reported to HR.

The manager concerned will make sure that the complaint is investigated as quickly as possible and in a confidential and sensitive manner. Everyone will be given a fair and impartial hearing, and notes will be kept of all discussions. If the investigations show that there are grounds for the complaint, the appropriate disciplinary action will be taken. You, and any member of staff who helps with the investigation, will not be victimised as a result. Any retaliation or intimidation resulting from your complaint will be regarded as a disciplinary offence.

  • Statement of principle
    • There are a number of issues associated with the use of computers, the e-mail system and the Internet. Misuse can result in legal liability for both you and for London School of Wealth Management. For example, downloading and distributing pornographic materials may be a criminal offence. The laws against defamation, harassment, and breach of copyright cover material sent electronically, as well as paper documents. You may also enter into a binding contract by e-mail without intending it.

    • As well as the legal risks, downloading unlicensed software may introduce viruses into the system, which could be disastrous. Significant amounts of personal e-mail and Internet surfing can badly affect the efficiency and speed of our systems.

  • Scope of Policy
    • This policy applies to all users of the London School of Wealth Management technology and telecommunications systems. This includes employees, consultants, contractors and temporary staff. All users must comply with this policy when using London School of Wealth Management IT and telecommunications systems both while working for the company and after termination of their employment or engagement. It applies whether you are on company premises or accessing systems at home or elsewhere. It covers transportable computers such as laptops and tablets and other storage media.

    • Breaches of this policy may lead to disciplinary action being taken against you, including, in serious cases, summary dismissal.

  • Monitoring
    • London School of Wealth Management may monitor the use of the company’s technology and telecommunications systems from time to time. While we do not routinely monitor our technology systems, we reserve the right to do so. This monitoring may include the interception of communications transmitted to or from our technology and telecommunications systems.

    • We do not provide users with a guarantee or right to privacy or confidentiality in the use of our technology and telecommunications systems and you should have no expectation of privacy. If you use the company’s technology and telecommunications systems this constitutes consent to the company monitoring, retrieving, copying, distributing, retaining or publishing any information contained in such systems. It may occasionally be necessary for the London School of Wealth Management to override passwords, although this will only happen in exceptional circumstances.

  • Personal Use

    Our IT and telephone systems are mainly intended to support the conduct of our business. However, limited personal use of facilities is allowed, although you are asked to restrict this. Costs relating to excessive personal use of our IT or telephone systems may be charged to you and deducted from your salary at our discretion.

    Any personal information you store, process or communicate using London School of Wealth Management systems may be subject to audit and removal without notice.

    Your responsibilities

    To safeguard the Company’s information systems and maintain individual accountability you must:

    • Avoid leaving your workstation logged-on and unattended; shut down at the end of the working day;

    • Keep your access passwords for systems confidential and never disclose them to others;

    • Change your access passwords at least every 30 days or immediately if you suspect they may have been detected by someone else;

    • Advise IT Manager (Yongmin Jiang), immediately if you suspect someone else is using your personal password or that they have discovered your password;

    • Never leave laptops, notebooks, tablets and other storage media containing confidential information unattended at any time unless the information has been properly protected. Generally avoid holding such information on mobile devices;

    • You must not remove Company information and technology equipment from the office without your Line Manager’s prior agreement. Before leaving the office with equipment you must let Yongmin Jiang and Iris Jiang (HR) know what you are taking and for how long, so that a proper inventory can be made. You are responsible for the safekeeping of such information and equipment whilst they are off-site. They should be kept secure at all times.

    To safeguard our information when you use electronic mail you must use the London School of Wealth Management’s e-mail system to communicate company-related business or information. No other e-mail system should be used unless authorised. Copies of e-mails should be archived where they are needed for future reference;

    The use of USB drives, sticks or other removable data storage is strictly forbidden, either to enter material on our computers or to remove material from them. We reserve the right to check any such drives in your possession for unauthorised company data.

    You must not deliberately corrupt or destroy any data, software or hardware that are part of our information and technology systems. This includes the spreading of viruses or other similar computer programs.

  • Internet Use

    You must not use the Company’s IT and telecommunications systems to:

    • Create, copy, store, transmit, view, display or download messages or material that may put London School of Wealth Management at risk of legal action, embarrassment or loss of reputation;

    • Download or circulate in any way any material which is obscene, discriminatory, or abusive. If you receive such material, you must not distribute it, print it or display it and you must notify Yongmin Jiang. If you know the sender, you must tell him or her not to send such material to you again. However, under no circumstances should you click on requests to be removed from mailing lists, as this confirms to the sender that the address is valid;

    • Participate in discussion groups or bulletin boards without authorisation;

    • Disclose our confidential and/or sensitive information without authorisation;

    • Engage in private or freelance business;

    • Offer, provide, or buy in goods or services (except where you are expressly authorised to do so as part of your job by your direct manager);

    • Download and/or install programs from outside London School of Wealth Management without prior approval from IT (Yongmin Jiang). These may spread viruses;

    • Download, copy, store or transmit material that may violate copyright, trademark, trade secret or other license restrictions. This includes documents, images, models and projections;

    • Transmit an opinion which is expressed as being the company’s opinion or which could be interpreted as such without specific authorisation;

    • Use the company's facilities to propagate deliberately any virus, worm or similar code intended to disrupt the activities of others, or knowingly download or distribute pirated software;

    • Deliberately attempt to circumvent or negate the company's security systems. Any such attempt will be treated as a serious disciplinary matter.

  • Emails

    Think about the recipient list carefully before you send any emails. It is easy to mail many people at once, and this may waste their time and annoy them.

    • Always reread your e-mails before sending them. Do not write anything in an e-mail that you would not be happy to write on Company notepaper.

    • Emails are discoverable in court - meaning that they must be produced - in the same way as any other document. Assume that everything you write may become public. E-mails and other on-line communications, internal and external, are more permanent than you might think.

    • Information in our computer systems is archived or backed up, so that even after you think that you have deleted a message it can still be accessed. In disputes even deleted e-mails may be subject to disclosure. You should therefore regard all such communications as permanent documents.

    • Do not forward chain mails, as this may slow down the system.

    • Do not send a London School of Wealth Management business e-mail other than from your officially provided e-mail address, unless authorised.

    • E-mails should be regularly deleted and the Company reserves the right to remove stored e-mails from the system.

  • Personal Website and Social Networking Guidelines

    Personal Website and Social Networking Guidelines

    However, if you choose to identify yourself as a London School of Wealth Management employee or to discuss matters related to the company’s business on your website or personal profile, please bear in mind that some readers may view you as speaking on behalf of the company. Because of this, we ask that you observe the following guidelines:

    Please make it clear to your readers that the views you express are yours alone and that they do not necessarily reflect the views of the company. Please write in the first person – “I” rather than “we” - to help make this clear. If you write about anything to do with the company, the following notice – or something similar – should be put in a reasonably prominent place on your site :

    The views expressed on this website/profile are mine alone and do not necessarily reflect the views of my employer.

    If you do put a notice on your site, you need not put it on every page, but please try to draw attention to it – if at all possible, from the home page of your site.

    The company’s policy on confidential information applies to your blog or profile. Take care not to disclose any information that is confidential or proprietary to the company or to any customer or other third party that has disclosed information to us.

    You are personally responsible for content you publish into social media tools – be aware that what you publish will be public for many years.

    Please remember that your contract gives the company certain rights to concepts and developments you produce related to the company’s business. Please be sensitive to copyright issues, and consult your Line Manager before publishing such concepts or developments related to the company’s business on your site.

    Since your site is a public place, please treat your colleagues, the company and others (including our customers) with respect. Do not cite colleagues or contacts without their approval. Remember that the laws of libel apply to your blog or profile in the same way as anything else that you may write.

    If you notice any content posted on social media about us (whether complimentary or critical) please report it to IT or HR.

    From time to time the company may ask that you temporarily confine your website, profile or weblog commentary to topics unrelated to the company in order to comply with insider trading regulations or other laws.

    Disciplinary Action

    Any breach of this policy will be taken very seriously, and may make you subject to the disciplinary procedure. In serious cases, such as the downloading or circulation of pornographic material, this may be regarded as gross misconduct, which could lead to summary dismissal without notice.

All contact from media organisations of any sort should be referred to Managing Director or Line Manager for decision.

There are a number of ways in which you could be contacted by the media. It is important to know how to respond rather than being provoked into giving an inappropriate comment. Please note that media includes not just newspapers, magazines and journals, but also radio and TV, press agencies (e.g. Reuters) and other published media such as the internet.

We will only process personal data in accordance with the law, and you should make sure that nothing that you do contravenes the Data Protection Act 1998 and Data Protection (Amendment) Act 2003. This means that you must:

  • Take care in the collection and storage of any sensitive data;

    Follow the eight principles of data quality;

    • To obtain and process information fairly.

    • Keep it only for one or more specified, explicit and lawful purposes.

    • Use and disclose it only in ways compatible with these purposes.

    • Keep it safe and secure.

    • Keep it accurate, complete and up-to-date.

    • Ensure that it is adequate, relevant and not excessive.

    • Retain it for no longer than is necessary for the purpose or purposes.

    • Give a copy of his/her personal data to an individual, on request.

  • Sensitive Data

    We will ask for the written permission of our data subjects (employees or other contacts) if we decide to retain any sensitive personal information. This includes:

    • racial or ethnic origin of data subjects.

    • political opinions .

    • religious beliefs or other beliefs of a similar nature.

    • member of a trade union.

    • physical or mental condition.

    • sex life.

    • commission or alleged commission by them of any offence, or

    • any proceedings for any offence committed alleged to have been committed, disposal of such proceedings or sentence of any court for proceedings.

  • Your responsibilities:

    Everyone has a duty to protect personal data from accidental disclosure.

    • Do not give out passwords to other people.

    • Do not recycle reports that contain personal information.

    • Do not leave data around on laptops or in files out of the office where they can be accessed by other people.

    • Do not give out employee personal details to any third party.

    • Make sure that any paper documents containing personal information are shredded as soon as they are no longer needed.

We will only process personal data in accordance with the law, and you should make sure that nothing that you do contravenes the Data Protection Act 1998 and Data Protection (Amendment) Act 2003. This means that you must:

  • Personal Property
    • The Company does not insure employee’s property and accepts no liability for loss or damage. You are advised to arrange your own insurance.

  • Company Property
    • You are responsible for all Company property which you may handle. This includes money, uniform, and protective clothing provided for your use. We reserve the right to require you to reimburse the Company for any lost or damaged property.

  • Fire

    If the fire alarm sounds, you must react immediately, even if you think it is just a practice or a false alarm. Interns, and work placement staff will automatically look to you for guidance, and if you don’t react, they won’t. So please do not use your assumptions and treat the situation seriously as we cannot afford to go wrong.

    • Leave the building promptly to the fire assembly point.

    • Do not use lifts - take the stairs only.

    • Leave at a REFUGE POINT Sign Posted at the top of the stairs) any injured or wheelchair users - or those with disabilities who cannot use stairs.

    • Take with you only personal possession which are nearby.

    London Office assembly point:

    Red Place, turn left out of the main door, then first left along North Row, Red Place first on right

    Once there, immediately report to your Line Manager so that they can inform the Manager/Director of your presence and accurately determine if any colleagues are missing.

    Please note: Do not leave the assembly point until the all-clear signal has been given by the London Executive Office Fire Marshal or our own Health and Safety Representative or the Manager.

    If you discover a fire, immediately alert everyone by pressing the fire alarm break glass call point. You should do this even if the fire appears small and of little danger. Only attempt to put out the fire if you are absolutely sure it is safe to do so, and you are trained to use the equipment. If you are not sure, alert other members of staff and ensure someone has called the fire services on 999, and evacuate the building following the directions above.

    If you are with a client at the time that a fire alarm sounds, take responsibility for the client by escorting them to the assembly point, staying with them until the situation has been controlled.

  • Smoking Policy
    • Smoking is not allowed in the premises of any company of London School of Wealth Management at any time. Smoking is not permitted within 2 meters of the front door of any company within London School of Wealth Management.

  • Drugs/ Alcohol Policy
    • No employees should be under the influence of alcohol or drugs in the work place. If appearing to be under the influence of drugs or alcohol at work, you may face disciplinary action for gross misconduct, which may result in dismissal.

  • Hygiene Policy
    • We recommend that the employees of London School of Wealth Management maintain a standard level of hygiene during business hours. Basic cleanliness must be implemented to ensure the safety of fellow colleagues and customers alike. It is crucial that employees wash their hands on a regular basis to prevent the spread of germs in the workplace.

  • First Aid
    • Our on-site First Aid persons are: Andy Golding or London Executive Office (LEO) trained staff .

For minor incidents, phone for the LEO first aider on 020 3786 9500.

Please keep note of any accidents or incidents in the office incident report book, (held by Programme Manager) and/or the LEO accident book no matter how small or insignificant they may appear to be at the time.

For anything more serious, alert the office staff immediately, and in an emergency, call an ambulance (999).

  • Confidential information
    • From time to time, employees of London School of Wealth Management may come into contact with confidential information, including but not limited to information about London School of Wealth Management’s members, suppliers, finances and business plans. you are required to keep any such matters that may be disclosed to them or learned by them confidential.

    • Furthermore, any such confidential information, obtained through employment with London School of Wealth Management, must not be used by an employee for personal gain or to further an outside enterprise.

  • Intellectual Property
    • Any intellectual property, such as trademarks, copyrights and patents, and any work created by an employee in the course of employment at LSWM shall be the property of LSWM and the employee is deemed to have waived all rights in favour of [LSWM]. Work, for the purpose of this policy refers to written, creative or media work. All source material used in presentation or written documents must be acknowledged.

  • IT Information Storage and Security
    • Any storage devices (CD’s, USB’s, Drives and Shared drives) used by employees at LSWM, located at 116 Park Street London, devices and their contents are the property of LSWM. Furthermore, it should be understood by employees, that company equipment should be used for company business only during normal working hours. Downloading of personal materials on company equipment can be harmful to said equipment and should not be done.

The London School of Wealth Management: Empowering individuals in the world of finance.

The London School of Wealth Management elevate our students to a strong understanding of Financial Markets, Investing and Trading, to empower them to take control of their own financial future.

Our Academic Team have decades of Banking and Financial Markets experience, whilst our sister company Kylin Prime Capital is active across multiple asset classes, bringing a wealth of knowledge and wisdom.

Our mission is to transform the lives of our students, whatever their backgrounds, by enabling them to be confident and assured in their dealings with the world of finance.