General conditions of enrollment to IP Formación Profesional, S.L.

BCNLIP Group Coexistence Rules

The BCNLIP Group’s coexistence rules aim to foster respectful dialogue in a diverse and multicultural environment. They establish the framework for relationships within the educational institution while setting clear and necessary limits for its proper functioning. Rules that improve the school community’s life serve as a point of reference and clarification in cases of doubt, confusion, or conflicts that may arise in any heterogeneous human group. The school is no exception. Understanding the coexistence rules, implementing them in the classroom, and sharing their importance with students is a responsibility shared by all and sustains our daily work.

Course Profile and Organization

Respect for cultural, sexual, gender, social, and economic diversity. Both the teaching-learning process and all school activities are framed within mutual respect among all members of the BCNLIP Group (BCNLIP Language School, BCNLIP Foundation, and IBP Vocational Training). Our differences—an expression of diversity and multiculturalism—define the school’s profile, and the recognition of dignity and integration of others underpins our educational principles and values.

No conduct, verbal expressions, or gestures that violate the dignity of any individual—be they students, teachers, administrative staff, or other institution members—will be allowed or accepted.

Physical violence inside the school premises, at the entrance, or in surrounding areas will not be tolerated. Any student who engages in such acts, whether individually or in a group, spontaneously or premeditatedly, will be sanctioned and, depending on the severity of the case, may be immediately expelled from the institution at the discretion of the Administration following an evaluation of the case.

Requests for a change of teacher will not be accepted. The school organizes courses, assigns teachers, and merges groups according to its pedagogical criteria and institutional needs.

Only in exceptional and serious cases will the administration evaluate and decide on the need for a course or teacher change.

Punctuality

Students must enter the classroom at the scheduled time. In case of delays or exceptional circumstances, the corresponding teacher must be notified in advance. Entry into the classroom will not be permitted between 15 and 30 minutes after the start of the class.

Use of Mobile Phones

Mobile phones may not be used in class unless required by the teacher for a didactic activity with exclusively pedagogical purposes. Recording classmates or teachers during or outside the class within school premises without their consent is also prohibited.

WhatsApp groups serve strictly pedagogical and didactic functions. Their use is regulated under current regulations. Using them to extract personal information (phone numbers, profiles, personal data) or contacting teachers outside of working hours will not be allowed.

The classroom and all school facilities are private spaces. Any student who violates these rules will be immediately sanctioned according to the criteria established by the institution, applying provisions from Article 197 of the Penal Code and Data Protection and Digital Rights Guarantee laws.

Use of Zoom Camera

Students attending class remotely via Zoom must keep their cameras on and remain visible to the teacher and classmates throughout the class or workshop. A turned-off camera or absence from the screen will be marked as “absent.”

If technical issues prevent proper connection, the student must notify the teacher immediately. If the issue originates from the educational institution’s system, the necessary steps will be taken to resolve it.

Zoom classes may be recorded for educational purposes within the school by authorized personnel, with prior notice and consent from students.

Attendance at Courses

To obtain a final Certificate of Achievement for a course, students must take into account the following:

• Certificates will be issued based on attendance, classroom participation, and the final exam, all of which will be evaluated using a credit system.
• Course attendance records may be consulted by the Immigration Department and the Police for administrative, penal, or background check purposes. It is assumed that students must attend at least 80% of their classes.
• Special attendance flexibility will be considered for students with newborns or young children under their care. They may attend classes remotely via Zoom when necessary.
• Bringing children into classrooms or school facilities during class hours is not permitted. The school will not be responsible for unaccompanied minors under any circumstances.
• Any identity fraud related to school attendance, exams, or academic documentation falsification will result in immediate expulsion.

Language of Use

During courses and workshops, the language of instruction will be used. The school’s methodology, based on communication, task-oriented learning, and immersion, must be respected. The goal is to support students’ adaptation and integration into the Catalan community and culture.

Continuous Assessment and Final Exams

• Self-assessment and weekly skill evaluations will help both students and teachers track progress.
• Final exams are mandatory, conducted in person, and administered via a technological platform.
• The teacher’s evaluation and grading are final and non-negotiable.
• The use of translation tools or technological support for plagiarism or automated text generation will not be allowed. Any detected attempt at cheating will result in immediate exam cancellation.

Eating in Class

Eating during regular class sessions or workshops is prohibited, except in activities explicitly planned and organized by the school and teaching staff.

Respect and Care for Educational Spaces

Students must take care of the school’s facilities, furniture, and educational materials. Any intentional damage or theft will be sanctioned immediately.

Bringing pets is only allowed if the group and teacher consent. Since different people may have various reactions to animals, new classmates must also be consulted before bringing a pet into the classroom.

Bringing dangerous objects or substances that could harm the school community is strictly prohibited.

Environmental Awareness

BCNLIP is committed to promoting respect for the environment and responsible consumption. The school’s immediate environmental objectives include:

• Implementing energy efficiency and savings measures.
• Raising awareness about responsible water consumption within school facilities.
• Encouraging responsible consumption of goods and services within the school and its surroundings, including cafeteria use, plant and tree care, and smoking away from the school entrance.
• Implementing a waste management system based on minimization, reuse, and recycling.
• Identifying and minimizing other significant environmental impacts related to educational activities.

Violations and Sanctions

Sanctions will be educational and restorative in nature, ensuring respect for students and their rights while seeking mutual understanding whenever possible. Their fundamental goal is to repair the damage caused and teach students about the consequences of their actions, providing opportunities for learning and growth.

The BCNLIP Group Administration will apply sanctions according to various factors to ensure a fair and proportional response.

Minor Violations

• Repeated and unjustified tardiness or absences.
• Behaviors that disrupt normal class activities.
• Consistent refusal to participate in academic activities.
• Disrespectful treatment of members of the educational community.
• Minor damage to facilities, furniture, educational materials, or personal belongings of others.

Applicable Sanctions for Minor Violations:

• Oral or written warning.
• Meeting with the Academic Director; if necessary, referral to a Mediator.
• Assigned tasks to contribute to improving school activities or repairing damage caused.
• Suspension from extracurricular or complementary school activities.

Serious Violations

• Acts of indiscipline, insults, or serious offenses against members of the educational community.
• Repeated behaviors that violate school coexistence rules within the same academic year.
• Physical, emotional, or moral aggression towards community members or third parties.
• Discriminatory actions based on race, culture, gender, appearance, disability, political views, or religion.
• Identity fraud in school matters or falsification/theft of academic documents.
• Deliberate misuse of electronic devices to disrupt the academic environment.
• Unauthorized recording, sharing, or dissemination of humiliating or aggressive content related to students or staff.
• Use or possession of hazardous objects or substances.

Applicable Sanctions for Serious Violations:

• Assigned tasks to improve school activities or repair damages.
• Suspension from extracurricular activities for up to three months.
• Transfer to a different group or school location.
• Expulsion from certain classes for two weeks to one month.
• Suspension from school for up to one month.
• Permanent expulsion without reimbursement.

Protocol Against Sexual Harassment and Gender-Based Harassment

1- Introduction and Rationale on the Issue of Sexual Harassment and Gender-Based Harassment. Importance of Protocol Implementation

Sexual harassment and/or gender-based harassment in academic settings are forms of violence that violate fundamental rights and have a devastating impact on the physical, psychological, and moral integrity of individuals, particularly women.

The prevention and management of sexual and gender-based harassment clearly and emphatically reflect the BCNLIP Group’s (BCNLIP Language School, BCNLIP Foundation, and IBP Vocational Training) commitment to eradicating such violence. This commitment applies to both the educational community’s staff—across all sectors and roles—and students. It raises awareness among staff and students and reinforces preventive measures against harassment while ensuring a confidential and swift internal investigation, clarification of facts, protection of the victim, resolution, sanctions, and the elimination of such behaviors.

The BCNLIP Group upholds a zero-tolerance policy for any conduct constituting harassment or intimidation. In situations where inappropriate treatment between members of the educational community occurs, activating this protocol allows for a clear evaluation of the facts and evidence to determine whether harassment has taken place and apply the necessary corrective measures. Failing to take action could result in more severe situations.

This protocol is the most effective tool to provide protection against harassment by enabling both prevention and remediation of harm suffered by victims. Informing and training the entire educational community helps prevent behaviors that constitute harassment, ensures their proper handling, and facilitates their eradication, guaranteeing compliance with current regulations.

Objectives

• Promote a preventive culture against sexual and gender-based harassment.
• Demonstrate the BCNLIP Group’s zero-tolerance stance toward detected cases of harassment.
• Facilitate the identification of behaviors that constitute harassment.
• Establish a simple, fast, and accessible confidential complaint and reporting procedure.
• Conduct swift, thorough, and confidential internal investigations of complaints.
• Apply sanctions against individuals found guilty of sexual and/or gender-based harassment.
• Support victims of harassment, preventing secondary victimization or re-victimization, and, if necessary, facilitate access to psychological and social support services.

The Protocol Will Be Governed by the Following Principles

a. Prevention and Awareness of sexual and gender-based harassment, including information and accessibility to procedures and measures.
b. Confidentiality and Respect for the privacy and dignity of affected individuals.
c. Presumption of Innocence must be respected.
d. Protection Against Retaliation for victims or individuals supporting the complaint.
e. Diligence, Speed, Security, Coordination, and Collaboration throughout the procedure.
f. Guarantee of Labor Rights and Social Protection for victims.
g. Thorough Investigation based on principles of confidentiality, contradiction, and oral testimony.
h. Ensuring Proper Action by adopting necessary measures.
i. Gender and Human Rights Perspective throughout the procedure.

2- Definition of Sexual Harassment

According to Article 7.1 of Organic Law 3/2007, March 22, on effective equality between women and men, and without prejudice to what is established in the Penal Code, sexual harassment is defined, for the purposes of this protocol, as any verbal or physical behavior of a sexual nature that aims to or results in an attack on the dignity of a person, particularly when it creates an intimidating, degrading, or offensive environment.

Behaviors Constituting Sexual Harassment

Verbal Conduct

Examples of verbal sexual harassment include, but are not limited to:

• Sexual innuendos, propositions, or pressure for sexual activity.
• Offensive flirting or suggestive comments.
• Obscene jokes, indirect remarks, or derogatory sexual comments.
• Unwanted phone calls or social media contact with inappropriate private content.
• Remarks or jokes about someone’s sexual appearance.

Non-Verbal Conduct

• Displaying sexually suggestive or pornographic images, objects, or writings.
• Lewd looks, gestures, or offensive written messages via emails or social media.

Physical Conduct

• Unwanted deliberate physical contact, such as touching, hugging, or kissing.
• Excessive and unnecessary physical closeness.

Quid Pro Quo Sexual Harassment (Sexual Blackmail)

This type of sexual harassment involves coercing a victim to choose between complying with sexual demands or facing negative consequences such as:

• Losing access to professional training.
• Losing employment continuity or promotion opportunities.
• Facing salary reductions or other adverse workplace decisions.

Since it constitutes an abuse of authority, the perpetrator is typically someone with the power to grant or withdraw professional benefits.

Environmental Sexual Harassment

This type of harassment occurs when a perpetrator creates an intimidating, hostile, degrading, humiliating, or offensive environment for the victim due to unwanted sexual behaviors.

• It can be perpetrated by anyone within the organization, regardless of position or status.
• It may also be committed by external third parties interacting with the workplace environment.

2.1- Gender-Based Harassment

According to Article 7.2 of Organic Law 3/2007, gender-based harassment refers to any behavior directed at a person due to their gender with the intent or effect of attacking their dignity and creating an intimidating, degrading, or offensive environment.

All gender-based harassment is considered discriminatory and includes the following common elements:

• Harassment, defined as intimidating, degrading, humiliating, or offensive conduct perceived as such by the victim.
• Objective attack on the victim’s dignity, acknowledged both objectively and subjectively.
• Multiple rights violations, as gender-based harassment may infringe upon other fundamental rights.
• A pattern of behavior, meaning it is not an isolated incident.

Gender-based harassment primarily targets women, as social discrimination has historically assigned them reproductive and caregiving roles. However, men can also be victims when they engage in tasks traditionally attributed to women.

While isolated incidents may not constitute gender-based harassment, the school must take swift action to prevent recurring hostile behaviors.

5- Preventive, Proactive/Procedural, and Reactive/Corrective Measures

The BCNLIP Group is committed to implementing the following measures:

• Preventive measures, including a statement of principles, definitions of sexual harassment and gender-based harassment, and identification of behaviors that may constitute such harassment.
• Proactive or procedural measures to address harassment, facilitating the handling of complaints and reports, as well as implementing precautionary and/or corrective actions.
• Reactive measures, including disciplinary actions where necessary.

Through this protocol, BCNLIP Group declares its zero tolerance for any form of sexual or gender-based harassment within the organization.

By adopting this protocol, BCNLIP Group reaffirms its commitment to the prevention and response to harassment in all its forms. It ensures that all personnel—whether employees, external service providers, trainees, interns, or volunteers—are informed about and subject to this protocol.

Scope of Application

The protocol applies to cases of sexual or gender-based harassment that occur during work, in relation to work, or as a result of work, including:

• a. BCNLIP educational community and foundation staff, including management, teachers, administrative staff, commercial personnel, external service providers, transport, maintenance, and cleaning staff.
• b. Students, families, and/or host tutors.
• c. All premises of the BCNLIP Group, including break areas, dining spaces, and restrooms.
• d. Public and private spaces that constitute an extension of the workplace, including surrounding areas.
• e. Travel, events, or social, cultural, and educational activities related to work or the institution.
• f. Communication channels related to work, including electronic communications and online interactions (virtual or cyber harassment).
• g. Student accommodation, student housing, or host family residences owned or managed by BCNLIP Group.
• h. Commuting between home and the workplace.

Proactive Approach

The BCNLIP Group will take a proactive approach by:

• Raising awareness and informing about unacceptable behaviors.
• Promoting best practices.
• Implementing appropriate measures to handle and resolve complaints and reports.

This protocol complies with the requirements set forth in Spanish labor and equality laws, including:

• Articles 46.2 and 48 of Organic Law 3/2007 (March 22, 2007) on effective equality between women and men.
• Royal Decree 901/2020 (October 13, 2020) on equality plans and their registration.
• Royal Decree 713/2010 (May 28, 2010) on the registration and deposit of collective agreements.
• Article 14 of Law 31/1995 (November 8, 1995) on occupational risk prevention.