GUIDE TO POLICE CHECKS. for Employees.

Size: px
Start display at page:

Download "GUIDE TO POLICE CHECKS. for Employees."

Transcription

1 GUIDE TO POLICE CHECKS for Employees

2 How Safe is your Organisation? The 2016 PwC Global Economic Crime Survey found that 33% of organisations have experienced economic crime and almost 50% of the incidents of serious economic crime were committed by internal parties within the organisation. This kind of crime can cause serious organisational damage on employee morale, productivity, culture and reputation. As technology and globalisation advances, the need for due diligence across all industries heightens. WHAT YOU WILL LEARN FROM THIS GUIDE Why it s important that your employer conducts a police check What information police checks include When your potential employer should be conducting police checks Your rights when it comes to the conducting of a police check on you The procedure that employers should follow when a police check reveals a criminal history Risks related to privacy, anti-discrimination and human rights legislation Your obligations to your potential employer Your potential employers should appreciate that they have a duty of care in the recruitment process to ensure safe conduct of their business. Your organisation needs to protect its assets and keep its employees and anyone who comes into contact with their business safe and free from harm. In order to prevent corruption and misconduct, it s vital that your potential place of employment continually assesses risk factors and have a system in place that limits opportunity for crime. The first step in a vigorous system is pre-employment screening. 2

3 Pre-Employment Screening All employers should have some form of pre-employment screening in place to conduct due diligence when recruiting candidates. How in-depth the process is can vary depending on legislation, industry standards, company policies and other factors. However, judicious employers will conduct a variety of checks including references, qualifications, credit and police checks. Hiring the wrong employee can have serious consequences for a business, ranging from continued recruitment and training costs due to poor fit or performance, to fraud, harm to reputation and even litigation. Verifying a candidate s background helps an organisation to spot potential pitfalls prior to making a job offer and saves time in the long run. Police checks are one of the most pivotal parts of a pre-employment screening and are increasingly seen as a necessary tool for many employers. Previously, police checks were most commonly conducted for roles where potential employees would have responsibility for significant resources, access to sensitive information or contact with vulnerable people. Nowadays, more and more employers are incorporating police checks into their pre-employment screening to ensure a more rigorous process, mitigate higher risks and further guard against corruption and other forms of misconduct. 8 THINGS YOUR POTENTIAL EMPLOYER SHOULD BE DOING IF THEY RE CONDUCTING A POLICE CHECK ON YOU They should define the inherent requirements of your role. They should have a written policy that they ve communicated with you. They should comply with their obligations under antidiscrimination and privacy legislation. They should obtain your consent before conducting a police check. They should disclose the results of your police check before making any decisions. They should give you the opportunity to explain your criminal record, should it exist. They should decide on your case as an individual basis and consider all relevant factors. The should document their decision-making process. 3

4 What is a Police Check? A National Police Check Search involves identifying and releasing any relevant Australian Federal Police (AFP) information subject to relevant spent convictions, non-disclosure legislation and information release policies. A Police Check can only be undertaken with the informed consent of the person being checked. The process involves: searching a central index containing the names of persons of interest to police; referring possible match(es) to the relevant police services for evaluation of their records; and issuing a National Police Certificate WHAT DOES A NATIONAL POLICE CHECK INCLUDE? A Police Check either indicates that no records are held or contains information obtained from police agencies that can be disclosed. A National Police Check provides a summary of a person s police history information in Australia and usually includes: court appearances court convictions, including any penalty or sentence findings of guilt with no conviction good behaviour bonds or other court orders charges matters awaiting a court hearing WHAT DOES A NATIONAL POLICE CHECK NOT INCLUDE? National Police Checks do not contain information about spent convictions. A spent conviction is a criminal conviction that has been removed from a person s criminal record because it has lapsed after a period. Whether a conviction is spent will vary on state and federal legislation, but generally a spent finding is a criminal offence older than 5 years if convicted as a child, or an offence older than 10 years in any other case. 4

5 Why Should an Organisation Conduct Police Checks? Police Checks serve to protect an organisation s employees, productivity, performance, resources, clients, culture and reputation. By carrying out Police Checks, an Organisation is showing due diligence and care. It exemplifies that the company values their reputation, team culture and clients. Here are the top reasons why employers conduct Police Checks. Attract and Retain Top Employees In order to build a high-performance culture, companies need to attract and retain the right people with top talent. Having a thorough screening process in place shows that your organisation takes recruiting seriously. Almost 50% of economic crime against a company is committed by internal parties PwC Global Crime Survey Protect company reputation 32% of respondents in the PwC survey cited reputational damage as one of the gravest consequences of economic crime. It only takes one person to tarnish the reputation of an organisation. Once that black mark appears, it can be tough to get rid of. 5

6 Protect Company Culture Corporate respondents in the 2016 PwC Global Economic Crime Survey stated the greatest organisational damage they experienced as a result of economic crime was damage to employee morale. Companies with a highperformance culture will understand that people are the most valuable asset and employee engagement and morale are the driving force behind a successful business. Talent is hard to find; building and maintaining a healthy work culture is even harder to find so it s important that a company looks after it! Save on unneccesary costs Recruiting and training employees is a costly and timely task. Therefore, ensuring that companies have the right candidate for the role is important not only from a cultural perspective but an economic one. Many studies have found that the costs relating to replacing and training an employee can range from tens of thousands of dollars to up to two times the employee s annual salary. This shows how pivotal it is that your potential company conducts a pre-screening, as it means that they won t later end up investing a lot more than they should have if they had been due diligent. Protect data and assets In the age of information technology, data is one of the most valuable assets for many companies. According to the PwC Survey, cybercrime is now the second most reported economic crime, affecting 32% of organisations. Protection of company data and assets is vitally important, as included in this is information about the company, employees and clients. Including a Police Check in pre-employment screenings means that you can feel assured that safety is a top priority in your potential workplace. Play this out in a real-life work scenario and this could mean that you ll be able to comfortably leave your personal belongings on your desk without stressing about them being stolen or not having to worry about being bullied by certain colleagues. Your potential company is giving you the ability to walk into your place of work and be yourself whilst feeling protected. 6

7 How Does an Organisation Conduct Police Checks as Part of Pre-Employment Screening? 1. Identify Inherent Requirements of the Job If a potential employer is required to perform police checks on their employees under legislation, they must follow the guidelines of that legislation. If the organisation is not required to perform police checks, they must first determine the inherent requirements of each position that they would like to perform police checks for. WHAT ARE INHERENT REQUIREMENTS? An inherent requirement is something that is essential to the job and not something peripheral; it could include access to highly sensitive information, interaction with vulnerable clients, control over financial resources or assets and many other things. An organisation shouldn t apply the same standards to all jobs because that could be discriminatory, as job requirements will vary. 32% of respondents cited reputational damage as one of the gravest consequences of economic crime PwC Global Crime Survey If the organisation is not obligated to perform police checks, it is important that they identify the inherent requirements of a job so that they can determine how a criminal record could impact your (the candidate s) ability to fulfil the requirements of the job. The employer must decide what the inherent requirements for the job are and be able to justify it objectively. When an employer determines the inherent requirements of a job, they will only be allowed to take relevant criminal offences into account during the procurement process. However, this will also help potential candidates determine whether to apply for the job or not. 7

8 HOW DOES AN ORGANISATION DETERMINE INHERENT REQUIREMENTS? Before a company can advertise for a position, they must first determine the inherent requirements, as this will impact how the job is advertised and how the recruitment process will unfold. Determining this early on is important as it helps avoid any misunderstandings during recruitment and demonstrates that they company have carefully and objectively considered how a criminal record may impact someone s ability to perform in the role before meeting with specific candidates. Determining these requirements helps a company to ensure that they are not making unwarranted presumptions that a person s criminal record determines their character. Case law states that the mere existence of a criminal record does not determine a person s character. Some key factors that an organisation will consider when determining the inherent requirements of a job are: The key tasks the employee will be performing The circumstance in which the employee will be carrying out key tasks Organisational requirements of the job 69% of respondents had experienced theft, the most common type of economic crime PwC Global Crime Survey Considerations could include: If a criminal record is a barrier to a job where obtaining a license or registration is required. If the job involves one-on-one contact with children or vulnerable individuals. If the job involves any direct responsibility for finance or significant assets. It can be an inherent requirement of a job that an employee be trustworthy and of good character. These are common requirements in public sector employment, industries with specific regulation such as racing or gaming, and in the licensing and registration of specific occupations such as nursing. However, this should be decided on a role by role and case by case basis. An employer should never assume that a criminal record automatically means a person is lacking these characteristics. 8

9 2. Communicate the inherent 3. Obtain consent requirements of the job Once an organisation has determined the inherent requirements of a role, they need to include them in any selection criteria and job information for you, the job applicant. They must be clear about which criteria are essential as opposed to desirable and make sure that any essential elements are set out clearly for you. To allow for a transparent process and avoid any misunderstandings, employers may wish to specify that: The preferred applicant will be asked to consent to a police check. People with criminal records are not automatically barred from applying for the job (unless there is a requirement under the law to do so). Each application will be considered on its merits. The applicant can contact the potential employer to find out information. By doing the above, a company is helping you decide whether or not to apply for the position. For most jobs, a company will only request short-listed applicants complete a police check. This minimises: Excessive and time-consuming administration involved with collecting consent and ordering multiple checks. The expense of ordering multiple checks. The risk of infringing on privacy when information is collected but not required. It is mandatory that an organisation obtains consent from you before conducting a police check in order to comply with Australian Privacy legislation. Australia implemented changes to privacy laws in March 2014 which require an individual about whom information is being collected to be informed of certain things, including the fact that the information is being collected and who is collecting the information. Potential employers should warn you that your employment is dependent on an assessment of the results of your criminal record check. This should be clearly stated on the job application form and explained carefully in the interview. The organisation s police check provider should have a consent form incorporated into their process to ensure you have signed their consent to the check. 9

10 4. Order the Police Check Once you have given consent for a police check to be performed, your potential employer will order a police check through their ACIC accredited provider. The provider will lodge the application form and satisfy your identity by using the 100 points of verification. Your details will be submitted to the National Police Checking Service for processing. This personal information is checked against a central index of names to determine whether there is a match. If there is a match, whether there is any criminal history information that can be released will be checked. It is up to the employer who pays for the police check, however it could be considered best practice that the employer pays to ensure authenticity and consistency. THE CHECKING PROCESS SUBMIT CHECK AUTOMATED SEARCH NO POTENTIAL MATCH? YES 5. Wait for results Ideally, a company shouldn t make a final job offer before the results of a police check are returned. If you begin employment and training, and a criminal record later reveals a relevant conviction, it can have a serious impact on employees in addition to company s wasting resources. Depending on how complex a police check is, it may sometimes take a few days, or even weeks to return. If this happens, it may be because the application has been flagged for further review if it has been matched against somebody on the database with a similar name, gender and/or date of birth. When this occurs, there is a review process that is undertaken where each of Australia s police agencies are consulted to resolve the match. If an employer offers you a position prior to the criminal record check, they should clearly inform you that your employment is conditional on the results of the police check. INITAL CLEAR RELEASED AS NDCO CHECK CLOSED VETTING WITHIN EACH STATE FINAL VETTING RELEASED AS NDCO OR DCO RESULTS RELEASED NDCO No disclosable court outcomes DCO Disclosable court outcomes Adapted from the Australian Human Rights Commission s On the record guidelines. 10

11 6. Consider the Results of a Police Check When a Police Check is being conducted, there are two possible outcomes that will be released. These outcomes are: No Criminal Record - This result indicates that there is either no police history information against you, or no information that can be released. Criminal Record - This result indicates that there is police history information held against you that can be released. It s important to note that if you have a criminal record, you will not be automatically barred from employment. According to the Australian Human Rights Commission Act 1986, unless inherent requirements of a job can t be met, all persons have the right to equal opportunity. If your Police Check is returned with a Criminal Record, there are measures that you can take to ensure equal opportunity in the workplace. PROVIDE MORE INFORMATION If your potential employer believes that your criminal record is relevant, they should give you the opportunity to address it and provide them with further information regarding the circumstances surrounding the conviction. CONTACT THE AUSTRALIAN HUMAN RIGHTS COMMISION If you have been rejected for a position based on the results of your police record and its relevance to the role and you believe that the organisation did not comply with the Australian Human Rights Commission Act 1986, contact the Australian Human Rights Commission and they can advise your best action. FACTORS TO BE CONSIDERED Each case should be decided in its individual context in relation to the position, the organisations policies and any applicable antidiscrimination guidelines. Factors that your potential employer should consider include: Your age at the time of conviction. How recently the crime occurred. Whether there is a pattern of re-offence. The seriousness of the offence and its relation to the specific job. Whether in relation to the offence there was a finding of guilt but without conviction, which indicates a less serious view of the offence by the court. The circumstances in which the offence took place (e.g., did the offence take place in a work, domestic or personal context). Whether your circumstances have changed since the offence was committed (e.g., past drug use). Whether the offence has been decriminalised by Parliament. Your attitude regarding the previous offending behaviour. References from people who knew about the offending history. The sentence imposed by the courts. Evidence of rehabilitation including subsequent work experience and character references. 11

12 Where Should I Get a Police Check From? 58% of HR professionals have dealt with employees who they later discovered lied about their qualifications InfoTrack HR Police Check Survey Your employer may complete the check on your behalf. If not, you should consider the following when ordering a Police Check yourself. Turnaround Times Turnaround times for police check results can vary depending on your provider and the outcome of the check. The ACIC s National Police Check Service aims to process 95% of police checks in 10 business days, noting that: Around 70% of police checks are completed in real-time and the results are returned to the organisation that requested the check within minutes. Around 30% of police checks are referred to one or more police agencies due to similarities in the name of an individual. Sometimes this process takes longer than 10 business days due to the complexity of the check. Your potential employer should ensure that their provider returns checks as soon as they receive them from the NPCS without delay. A slow return time can be the difference between getting top talent or not. 12

13 User Experience Most providers will operate within the standard turnaround time frames, but there can be difference in the process from a user experience point of view. Your potential employer will want a provider that will give them the most streamlined and simple process to order and receive their police checks as efficiently as possible. ACIC Accreditation The Australian Criminal Intelligence Commission (ACIC) partners with Australian police agencies to provide the National Police Check Service to facilitate controlled access to disclosable police history information of an individual from all Australian police jurisdictions. The ACIC has a list of accredited brokers who can provide the NPCS directly. Your potential employer should ensure that they partner with one of these accredited brokers so that both you and them can have full confidence in the integrity of the results. 40% of HR professionals consider attracting and retaining the best employees to be the greatest benefit of preemployment screening InfoTrack HR Police Check Survey Broker Reputation Your potential employer should ensure that the broker they have selected is a reputable organisation. They ll do their research so as to determine whether they are a business that they can rely upon. They ll look into what industries they serve, who their customers are and what their track record is including testimonials and rewards. Customer Service Since police checks make up such a vital part of the recruitment process, organisations will want to make sure that their selected provider has top notch customer service. If they come across any issues or concerns, they want to know that they can access support easily and count on the fast resolution of any problems. 13

14 Steps that Employers Use to Find the Best Practice Police Check Program 1. Find an ACIC accredited partner. 2. Identify the inherent requirements of the role they will conduct police checks for. 3. Have a written police check policy written for their organisation that complies with relevant anti-discrimination and privacy legislation. 4. Communicate the inherent requirements in job advertisements and to any existing employees. 5. Obtain consent from potential employees to conduct a police check. 6. Review the results of the police check: a. If there is no criminal record, proceed with usual recruitment process. b. If there is a criminal record, determine if it is relevant to the role in question (if not, proceed with usual recruitment process). 7. If there is a criminal record that is relevant to the role: a. Disclose the results of the police check to the candidate/employee. b. Give the candidate an opportunity to dispute or address the record. c. Consider factors specific to the case, including how recent the offence is, rehabilitation, circumstances etc. d. Ensure they re abiding by all relevant anti-discrimination legislation. e. Consult a legal consultant before making any decisions. f. Document the decision-making process. ADDITIONAL RESOURCES In May 2017, InfoTrack and Lawyers Weekly conducted a survey and roundtable to gain insight into current pre-employment screening practices. The opinions expressed in both the survey and roundtable point towards the critical need for wider implementation of police and reference checks across both the legal community and the corporate world. Recruiting the right people should always be in the front of business owner s minds. The staff businesses hire are the sole determiners of their company culture, revenue and reputation. CLICK TO LISTEN 14

15 About My Police Check My Police Check is powered by InfoTrack, an Australian Criminal Intelligence Commission (ACIC) accredited police check provider. InfoTrack is also an industry-leading technology provider for corporates. By providing an easy-to-use system that can be accessed on your mobile, tablet or computer, you can submit your police check and have your certificate ed to you. We understand the need for fast turn around times. That s why 70% of our police checks are returned within an hour. If you have any questions, please don t hesitate to get in touch. enquiries@mypolicecheck.com.au 15

Safeguard your staff Protect your culture Preserve your reputation. Guide to police checks for employers

Safeguard your staff Protect your culture Preserve your reputation. Guide to police checks for employers Safeguard your staff Protect your culture Preserve your reputation Guide to police checks for employers 3 CONTENTS Almost 50% of economic crime against a company is committed by internal parties. - 2016

More information

SCREENING PROCESSES AND INTERNAL CRIME IN THE AUSTRALIAN LEGAL INDUSTRY

SCREENING PROCESSES AND INTERNAL CRIME IN THE AUSTRALIAN LEGAL INDUSTRY 01 SCREENING PROCESSES AND INTERNAL CRIME IN THE AUSTRALIAN LEGAL INDUSTRY 02 INTRODUCTION Internal crime has the potential to have serious consequences for legal firms. To understand the perceived impact

More information

Discipline Policy and Procedure. Adopted by the Trust Board on 6 December 2016

Discipline Policy and Procedure. Adopted by the Trust Board on 6 December 2016 Discipline Policy and Procedure Adopted by the Trust Board on 6 December 2016 1 P a g e Whole Trust Discipline Policy and Procedure Contents 1. Purpose... 2 2. General Principles... 2 3. Acceptable Behaviour

More information

Applicants will receive a job description and person specification for the role applied for.

Applicants will receive a job description and person specification for the role applied for. Recruitment, selection and disclosure policy and procedure 1 Introduction The Bedford Charity (The Harpur Trust) is committed to providing the best possible care and education to its pupils and to safeguarding

More information

RECRUITMENT AND SELECTION POLICY

RECRUITMENT AND SELECTION POLICY RECRUITMENT AND SELECTION POLICY Approved by Board of Directors 2 nd July 2018 To be reviewed by Board of Directors July 2021 1 Contents 1. Introduction.....3 2. Scope and Purpose... 3 3. Safer Recruitment...

More information

Disciplinary Policy and Procedure. Chair of Governors. Executive Headteacher

Disciplinary Policy and Procedure. Chair of Governors. Executive Headteacher Disciplinary Policy and Procedure Signature: Name:.. Chair of Governors Signature: Name:.. Executive Headteacher Date: Date:. Reviewed October 2014 Reviewed November 2015 Reviewed and Amended October 2016

More information

Recruiting ex offenders policy

Recruiting ex offenders policy Recruiting Ex-Offenders Policy February 2014 Reviewed May 2016 Recruiting ex offenders policy Created, reviewed & updated by: Jo Lake, HR Adviser Date approved by the Board of Trustees: February 2014 Next

More information

EQUITAS ACADEMIES TRUST

EQUITAS ACADEMIES TRUST Equitas Academies Trust EQUITAS ACADEMIES TRUST RECRUITMENT AND SELECTION POLICY Review Date: December 2016 To be Reviewed: December 2017 Agreed: F & GP Board 1 Policy Lead: Teresa Burr RECRUITMENT AND

More information

Safeguarding Children through Safer Recruitment Policy and Procedure

Safeguarding Children through Safer Recruitment Policy and Procedure Chavey Down Pre-School Safeguarding Children through Safer Recruitment Policy and Procedure Statement of intent Chavey Down Pre-school is committed to safeguarding the welfare of children, and expects

More information

OCL Safer Recruitment - Specific Guidance. Last Updated: 01/09/2016 Version 2.0

OCL Safer Recruitment - Specific Guidance. Last Updated: 01/09/2016 Version 2.0 OCL Last Updated: 01/09/2016 Version 2.0 Gemma McPhail / Review date: 01/09/2017 Document Control Changes History Version Date Amended by Recipients Purpose 2.0 01/09/2016 Gemma McPhail Head of OCL Recruitment

More information

Queen s Croft High School STAFF DISCIPLINARY POLICY

Queen s Croft High School STAFF DISCIPLINARY POLICY Queen s Croft High School STAFF DISCIPLINARY POLICY Prepared by: Jackie Hesslegrave, Business Manager Checked by: Peter Hawksworth, Headteacher Adopted by Governors: January 2018 Review Date: January 2019

More information

Recruitment of Ex-offenders Policy

Recruitment of Ex-offenders Policy Recruitment of Ex-offenders Policy Document Owner Committee Frequency of Review Date of last review HR Manager Staffing Annual N/A new policy Date approved by Governors 23/01/18 Date of next review Spring

More information

Safer Recruitment Guidelines

Safer Recruitment Guidelines Justine Tordoff on behalf of the CHS Alliance INTRODUCTION During a rapid humanitarian surge response, particularly large scale, there is often significant pressure to recruit large numbers of staff as

More information

DATED: 25/05/2018 GDPR PRIVACY NOTICE FOR HOPES & DREAMS LTD FOR EMPLOYEES, CHILDREN ATTENDING A GROUP NURSERY AND THEIR PARENTS

DATED: 25/05/2018 GDPR PRIVACY NOTICE FOR HOPES & DREAMS LTD FOR EMPLOYEES, CHILDREN ATTENDING A GROUP NURSERY AND THEIR PARENTS DATED: 25/05/2018 GDPR PRIVACY NOTICE FOR HOPES & DREAMS LTD FOR EMPLOYEES, CHILDREN ATTENDING A GROUP NURSERY AND THEIR PARENTS 1 WHAT IS THE PURPOSE OF THIS DOCUMENT? Hopes & Dreams Ltd ( the Nursery

More information

Disclosure & Barring Service (DBS) Check Policy

Disclosure & Barring Service (DBS) Check Policy Disclosure & Barring Service (DBS) Check Policy Version: Final Author: HR Manager Date Issued: December 16 Date Approved by SMT: January 17 Impact Assessment Completed Yes Date of Next Review: January

More information

Safer Recruitment Policy Jan All policies, procedures and guidance apply to all staff, governors and volunteers working in school.

Safer Recruitment Policy Jan All policies, procedures and guidance apply to all staff, governors and volunteers working in school. Safer Recruitment Policy Jan 2017 All policies, procedures and guidance apply to all staff, governors and volunteers working in school. Valence Primary School is committed to safeguarding and promoting

More information

stronger, connected communities through volunteering Volunteering WA Policies

stronger, connected communities through volunteering Volunteering WA Policies stronger, connected communities through volunteering Volunteering WA Policies Version 1.0 December 2014 1. Introduction & Definitions The Volunteering WA Policy and Procedures Compendium This document

More information

GDPR Policy of Lovedaycare Nursery

GDPR Policy of Lovedaycare Nursery GDPR Policy of Lovedaycare Nursery WHAT IS THE PURPOSE OF THIS DOCUMENT? DATED 24 May 2018 GDPR PRIVACY NOTICE FOR EMPLOYEES, CHILDREN ATTENDING LOVEDAYCARE LTD AND THEIR PARENTS Lovedaycare Ltd is a company

More information

STAFF CODE OF CONDUCT

STAFF CODE OF CONDUCT STAFF CODE OF CONDUCT 1. INTRODUCTION Our College will only succeed in achieving our objectives where we have the respect of our stakeholders, (including our students, parents and colleagues) and the communities

More information

SARH: Disciplinary Policy

SARH: Disciplinary Policy SARH: Date: December 2015 Author of the Strategy/Policy: Steve Tolley Due date for review: December 2018 1 Contents No. Details Page 1 Introduction 2 2 Principles 2-3 3 Confidentiality 3 4 The right to

More information

An Employer's Introduction to Background Checks

An Employer's Introduction to Background Checks An Employer's Introduction to Background Checks Table of Contents Chapter 1 Background Checks 101 Chapter 2 Legal Compliance Chapter 3 Types of Searches Chapter 4 Implementing Background Checks Background

More information

Safer Recruitment Policy. Chair of Governors, Sue Nelson. Signed

Safer Recruitment Policy. Chair of Governors, Sue Nelson. Signed Safer Recruitment Policy Chair of Governors, Sue Nelson Signed East Preston Infant School is a Rights Respecting School. All pupils, staff and visitors have the right to be healthy, safe, educated, listened

More information

Employment of Ex-Offenders. Rosy Lord, Head of HR

Employment of Ex-Offenders. Rosy Lord, Head of HR Policy Author Employment of Ex-Offenders Rosy Lord, Head of HR Date of Approval November 2014 Approved by Performance Management & HR Committee Review date November 2017 1. Background The Rehabilitation

More information

FIRST NAME: TELEPHONE: POSTCODE: A social enterprise working with young people since 1859

FIRST NAME: TELEPHONE:   POSTCODE: A social enterprise working with young people since 1859 APPLICATION FORM FOR THE POST OF: JOB REFERENCE: As it may be necessary to photocopy this form, if you are completing it by hand please use BLOCK CAPITALS and black or blue ink. A curriculum vitae (CV)

More information

THE PORTSMOUTH GRAMMAR SCHOOL

THE PORTSMOUTH GRAMMAR SCHOOL THE PORTSMOUTH GRAMMAR SCHOOL STAFF PRIVACY NOTICE In the course of your employment, engagement or other basis of work undertaken for the school, we will collect, use and hold ( process ) personal data

More information

Job Applicant Privacy Notice

Job Applicant Privacy Notice Job Applicant Privacy Notice We Take Your Privacy Seriously Rest assured - at GAP we re 100% committed to protecting your privacy and security. We ve been in the business for well over two decades - and

More information

Protecting Vulnerable Groups (PVG) Scheme & Disclosure Information Policy

Protecting Vulnerable Groups (PVG) Scheme & Disclosure Information Policy Protecting Vulnerable Groups (PVG) Scheme & Disclosure Information Policy Human Resources Version 2 Version 1 Approved at NLL Board 7/12/16 Version 2 Updated January 2018 CONTENTS 1. Introduction 2. Scope

More information

DBS and Safer Recruitment Policy 2016

DBS and Safer Recruitment Policy 2016 DBS and Safer Recruitment Policy 2016 North Warwickshire and South Leicestershire College Group Director Human Resources Approval Date: October 2016 Next Approval: October 2019 Contents Disclosure and

More information

Application for Employment

Application for Employment Application for Employment Please complete in black ink or type and upload by clicking here. Please complete this form in full reading the attached guidance notes prior to completion. Post Details Job

More information

DATED. 14 th MAY 2018 GDPR PRIVACY NOTICE FOR TRUSTEES, EMPLOYEES, VISITORS, STUDENTS, CHILDREN ATTENDING

DATED. 14 th MAY 2018 GDPR PRIVACY NOTICE FOR TRUSTEES, EMPLOYEES, VISITORS, STUDENTS, CHILDREN ATTENDING DATED 14 th MAY 2018 GDPR PRIVACY NOTICE FOR TRUSTEES, EMPLOYEES, VISITORS, STUDENTS, CHILDREN ATTENDING UNIVERSITY NURSERY PARENTS ASSOCIATION (UNPA) AND THEIR PARENTS. Compiled by For NDNA 1 st Floor

More information

Leading provider of pre-employment screening and background checks

Leading provider of pre-employment screening and background checks Leading provider of pre-employment screening and background checks Speed Cost Effective Accurate Reliable Vetting Solutions Limited t: +44 (0) 1276 415818 e: info@vetting-solutions.com w: www.vetting-solutions.com

More information

Depending on the circumstances, we may collect, store, and use the following categories of personal information about you:

Depending on the circumstances, we may collect, store, and use the following categories of personal information about you: Ignata Group Data Protection / Privacy Notice What is the purpose of this document? Ignata is committed to protecting the privacy and security of your personal information. This privacy notice describes

More information

POLICY EQUAL OPPORTUNITY, DISCRIMINATION, HARASSMENT & WORKPLACE BULLYING

POLICY EQUAL OPPORTUNITY, DISCRIMINATION, HARASSMENT & WORKPLACE BULLYING Responsible Department Human Resources POLICY Original Adoption Date 15.09.16 Current Adoption Date 27.09.17 Audit Committee Review Date Date of Review 15.09.18 TITLE POLICY - EQUAL OPPORTUNITY, Latest

More information

Recruitment policy. The Chapter of York s recruitment practices follow the Church of England s Safer Recruitment Practice Guidance.

Recruitment policy. The Chapter of York s recruitment practices follow the Church of England s Safer Recruitment Practice Guidance. Recruitment policy This policy is for existing and prospective employees and volunteers and for the selection of contractors for contracts for services. Use this policy to Understand the Chapter of York

More information

Recruiting Ex-Offenders Policy

Recruiting Ex-Offenders Policy Recruiting Ex-Offenders Policy Ref: ELCCG_HR25 Version: Version 3 Supersedes: Version 2 Author (inc Job Title): Ratified by: (Name of responsible Committee) LCSU HR Remuneration Committee Date ratified:

More information

Restaurant Operators. 4 legal pitfalls that could be costly for your business. Answers not options

Restaurant Operators. 4 legal pitfalls that could be costly for your business. Answers not options Restaurant Operators 4 legal pitfalls that could be costly for your business A guide to regulations and legal developments which could impact on your bottom line, with practical points for your business

More information

DIGITGAIN LTD. Rectory Road, Padworth Common, West Berkshire, RG7 4JD Tel: DATED GDPR PRIVACY POLICY FOR EMPLOYEES,

DIGITGAIN LTD. Rectory Road, Padworth Common, West Berkshire, RG7 4JD Tel: DATED GDPR PRIVACY POLICY FOR EMPLOYEES, DIGITGAIN LTD Rectory Road, Padworth Common, West Berkshire, RG7 4JD Tel: 0118 971 3840 DATED GDPR PRIVACY POLICY FOR EMPLOYEES, CHILDREN ATTENDING JUBILEE AND THEIR PARENTS Guidance from - Compiled by

More information

Making the most of your application for a job at the GMC Guidance notes

Making the most of your application for a job at the GMC Guidance notes Making the most of your application for a job at the GMC Guidance notes Your application is important. Our decision about whether to call you in for an interview is based solely on the information in your

More information

SAFER RECRUITMENT & SELECTION POLICY

SAFER RECRUITMENT & SELECTION POLICY SAFER RECRUITMENT & SELECTION POLICY This policy refers to both Wellington Senior School and Wellington Prep School Headmaster Henry Price Author HR Manager Date Reviewed 09.06.2017 for implementation

More information

Network Rail internal privacy notice

Network Rail internal privacy notice Network Rail internal privacy notice Introduction This privacy notice describes in detail how Network Rail Infrastructure Limited (NR) and its subsidiaries use your personal information when you become

More information

Recruitment Privacy Notice

Recruitment Privacy Notice Recruitment Privacy Notice Relating to Applicants & Candidates who wish to become members of staff (the Notice ) Effective as at 25 th May 2018 (inclusive) 1. Purpose of this Notice Purpose of this Notice

More information

Applicant Data Privacy Notice

Applicant Data Privacy Notice Applicant Data Privacy Notice Before we begin This notice (Privacy Notice) applies to personal data relating to your application for employment with HSBC Group held by members of the HSBC Group as data

More information

Selection Policy. Schools Safer Recruitment and Selection Policy. Page 1 of 16

Selection Policy. Schools Safer Recruitment and Selection Policy. Page 1 of 16 Selection Policy Schools Safer Recruitment and Selection Policy Page 1 of 16 Contents 1. Introduction... 3 2. Scope... 3 3. Safer recruitment... 4 4. Equality and Diversity... 4 5. Record keeping and data

More information

3. Staff Disciplinary & Grievance Procedures

3. Staff Disciplinary & Grievance Procedures 3. Staff Disciplinary & Grievance Procedures Our Club will maintain a well motivated, highly skilled and professional staff team. However, occasionally action will need to be taken to encourage improvement

More information

Recruiting Ex-Offenders Policy

Recruiting Ex-Offenders Policy Commissioning Support Unit Recruiting Ex-Offenders Policy HR Policy: HR25 Date Issued: 1/4/2013 Date to be reviewed: Periodically or if legislation changes Page 1 of 11 Policy Title: Supersedes: Description

More information

GDPR P4 Privacy Policy Statement & Guidance for Employees and External Providers

GDPR P4 Privacy Policy Statement & Guidance for Employees and External Providers Once we have received notification that you have withdrawn your consent, we will no longer process your information for the purpose or purposes you originally agreed to, unless we have another legitimate

More information

GDPR DATA PROCESSING NOTICE FOR FS1 RECRUITMENT UK LTD FOR APPLICANTS AND WORKERS

GDPR DATA PROCESSING NOTICE FOR FS1 RECRUITMENT UK LTD FOR APPLICANTS AND WORKERS GDPR DATA PROCESSING NOTICE FOR FS1 RECRUITMENT UK LTD FOR APPLICANTS AND WORKERS What is the purpose of this document? FS1 Recruitment UK Ltd is committed to protecting the privacy and security of your

More information

DATA PROTECTION POLICY

DATA PROTECTION POLICY DATA PROTECTION POLICY At Hopes and Dreams Nanny and Babysitting Agency we take privacy and data protection very seriously. We need to gather and use certain information about individuals; these can include

More information

Leweston School Recruitment, Selection and Disclosures Policy and Procedure

Leweston School Recruitment, Selection and Disclosures Policy and Procedure Leweston School Recruitment, Selection and Disclosures Policy and Procedure References ISI Handbook for the Inspection of Schools - The Regulatory Requirements April 2015 DfE Statutory Guidance 'Keeping

More information

LIFE STYLE CARE PLC. Privacy Statement for Employees. August 2018

LIFE STYLE CARE PLC. Privacy Statement for Employees. August 2018 LIFE STYLE CARE PLC Privacy Statement for Employees August 2018 Key points Why we use your personal data: We typically use your personal information for purposes related to your employment relationship

More information

GUIDANCE REGARDING CONDUCTING INVESTIGATIONS FOR SCHOOL BASED STAFF

GUIDANCE REGARDING CONDUCTING INVESTIGATIONS FOR SCHOOL BASED STAFF GUIDANCE REGARDING CONDUCTING INVESTIGATIONS FOR SCHOOL BASED STAFF Name of School: Date by which School have adopted procedure: Date by which the procedure was last reviewed: May 2012 Anticipated review

More information

The City of Marion (Council) believes equal opportunity can deliver advantages to our business, people and workplace.

The City of Marion (Council) believes equal opportunity can deliver advantages to our business, people and workplace. Equal Opportunity, Discrimination, Harassment & Workplace Bullying Policy POLICY STATEMENT The City of Marion (Council) believes equal opportunity can deliver advantages to our business, people and workplace.

More information

Disciplinary Policy & Procedure

Disciplinary Policy & Procedure Policies and Procedures Disciplinary Policy & Procedure Last updated July 2012 1 1. Introduction...3 2. Principles..3 3. Issues that may lead to disciplinary action..4 4. Informal Procedure..4 5. Investigations...5

More information

Recruiting Ex-Offenders Policy

Recruiting Ex-Offenders Policy Recruiting Ex-Offenders Policy April 2014 Author: Responsibility: Sue Hand, Head of HR All Staff Effective Date: April 2014 Review Date: April 2016 Reviewing/Endorsing committees Approved by Governance

More information

APPLICATION FOR A TEACHING POST

APPLICATION FOR A TEACHING POST APPLICATION FOR A TEACHING POST Please complete all sections of the form. applied for Date of application PERSONAL DETAILS Title Forenames Surname Date of Birth Place of birth es: Home Work Phone Mobile

More information

Cartello Ambulance Job Application Form

Cartello Ambulance Job Application Form Post Applied for: Post Number: Cartello Ambulance Job Application Form Closing Date: Interview Date: Complete this form fully using black ink. Personal C.V.s are not accepted. Applications received after

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Warwickshire First Aid Training is a progressive training organisation providing mandatory training to a range of organisations. We provide a range of First Aid, health and

More information

DATA PROTECTION POLICY 2016

DATA PROTECTION POLICY 2016 DATA PROTECTION POLICY 2016 ADOPTED FROM BRADFORD METROPOLITAIN COUNCIL MODEL POLICY AUTUMN 2016 To be agreed by Governors on; 17/10/16 Signed by Chair of Governors: Statutory policy: Yes Frequency of

More information

CRIMINAL RECORDS CHECKS PROCEDURE

CRIMINAL RECORDS CHECKS PROCEDURE CRIMINAL RECORDS CHECKS PROCEDURE Criminal Record Checks Procedure Page: Page 1 of 18 Recommended by Approved by Director of Organisational Development Executive Management Team Approval date 20 th April

More information

Umbrella Body Guidance

Umbrella Body Guidance Umbrella Body Guidance 1. Introduction 2. Background 3. Should I become an Umbrella Body? 4. Process 5. Recruitment decisions 6. Liabilities 7. Obligations 8. Service standards 9. Agreements 10. Charges

More information

The Futures Trust. Safer Recruitment Policy

The Futures Trust. Safer Recruitment Policy The Futures Trust Safer Recruitment Policy The Futures Trust is committed to safeguarding and promoting the welfare of children and young people and requires all staff to share this commitment Date of

More information

Employment Application Form

Employment Application Form Please complete every section of this application. Failure to sign and date the form will invalidate the application. Vacancy Details Which position are you applying for How did you hear about this vacancy

More information

Whistle Blowing Policy

Whistle Blowing Policy Whistle Blowing Policy Introduction The Code is intended to help employees in or working with or assisting Schools in Lambeth who have major concerns over any wrong-doing within such Schools relating to

More information

Application for Employment at Sacré Cœur

Application for Employment at Sacré Cœur Application for Employment at Sacré Cœur Application for Employment Sacré Cœur is committed to child safety and is legally required to obtain the following information about a person whom it proposes to

More information

Federation of Safer Recruitment Policy

Federation of Safer Recruitment Policy Federation of Safer Recruitment Policy Reviewed and approved by PPP Committee 16th May 2016 Next review May 2017 INTRODUCTION The Federation is committed to safeguarding and promoting the welfare of children

More information

Privacy Notice For job applicants and our current and former employees/volunteers.

Privacy Notice For job applicants and our current and former employees/volunteers. Privacy Notice For job applicants and our current and former employees/volunteers. What is a privacy notice? Edinburgh Women s Aid ( EWA ) wants to ensure you understand our processing of your personal

More information

Resident at this address since (Date)

Resident at this address since (Date) JOB APPLICATION FORM - SCHOOLS SECTION 1 - POST DETAILS Insert post details Reference Number: Job Title: Teacher of PE Closing Date: 20 th March 2018 Please write in capital letters in black ink or type,

More information

What personal details do we hold

What personal details do we hold UWE Staff Data Privacy Notice Introduction and purpose of this Privacy Notice The University needs to process certain information about its employees, workers and contractors for various employment related

More information

WILLIAM SHREWSBURY PRIMARY SCHOOL

WILLIAM SHREWSBURY PRIMARY SCHOOL WILLIAM SHREWSBURY PRIMARY SCHOOL SAFER RECRUITMENT POLICY Adopted by: William Shrewsbury Primary School Governing Body Date: 21.09.15 Updated October 2016 Date of Review: September 2017 1.0 Introduction

More information

RECRUITMENT & SELECTION POLICY

RECRUITMENT & SELECTION POLICY RECRUITMENT & SELECTION POLICY Policy Owner: CEO Policy Scope: All business units within MYMCA All staff and volunteers Stakeholders: MYMCA staff Responsibility: Managers, Co-ordinators, Team Leaders Policy:

More information

HUMAN RESOURCES POLICY

HUMAN RESOURCES POLICY rth of England Clinical Commissioning Groups rth of England Clinical Commissioning Groups HUMAN RESOURCES POLICY RECRUITING EX-OFFENDERS Policy Number: HR25 Version Number: 3.0 Issued Date: May 2017 Review

More information

APPLICATION FOR EMPLOYMENT. Mentoring Project Worker

APPLICATION FOR EMPLOYMENT. Mentoring Project Worker APPLICATION PROCEDURE APPLICATION FOR EMPLOYMENT Mentoring Project Worker Please return your completed Application Form and Equality and Diversity Monitoring Form by: 12noon on Monday 3 rd December 2018

More information

Safer Recruitment Policy. Recruitment, Selection and Disclosures Policy and Procedure

Safer Recruitment Policy. Recruitment, Selection and Disclosures Policy and Procedure Safer Recruitment Policy Recruitment, Selection and Disclosures Policy and Procedure 1. General St Helen and St Katharine ("the School") is committed to ensuring the best possible environment for the children

More information

CODE OF CONDUCT THE WAY WE WORK HERE

CODE OF CONDUCT THE WAY WE WORK HERE CODE OF CONDUCT THE WAY WE WORK HERE The NZ Transport Agency s Code of conduct is designed to help you navigate your way through situations you may encounter on the job. It defines what the Transport Agency

More information

Recruitment Privacy Notice

Recruitment Privacy Notice Recruitment Privacy Notice About this Notice This Privacy Notice describes the information we collect about you, how we use it and why. Your right to privacy is important to us. When you share your details

More information

APPLICATION FORM BEFORE YOU START. Position Applied for: Address:

APPLICATION FORM BEFORE YOU START. Position Applied for: Address: BEFORE YOU START Please make sure you have the latest version of Adobe Acrobat Reader installed on your computer. Click here to get the latest version. APPLICATION FORM Position Applied for: Surname: First

More information

Computershare Group Code of

Computershare Group Code of Computershare Group Code of Conduct A Message from the President & CEO Underpinning everything we do as a business are our three core values: Certainty: to deliver our services and solutions right first

More information

Privacy Statement - Recruitment

Privacy Statement - Recruitment Privacy Statement - Recruitment Updated: 25 May 2018 INTRODUCTION Walkers is an international law firm and professional services business with offices in a number of countries, including an associated

More information

Message from the Principal

Message from the Principal Message from the Principal I am delighted that you are interested in working at Southport College. You would be joining us at an exciting time as we look to build upon our recent good Ofsted Inspection

More information

2 What personal information are we collecting?

2 What personal information are we collecting? GDPR transparency notice for candidates (contractors and permanents) Electus Recruitment Solutions is the trading name of (we), company number 04636093 and registered office at Richmond House, Richmond

More information

HIV and Recruitment. Advice for job ApplicAnts living with hiv

HIV and Recruitment. Advice for job ApplicAnts living with hiv HIV and Recruitment Advice for job ApplicAnts living with hiv Introduction Most people living with HIV can lead perfectly normal working lives; getting new jobs, making contacts, completing projects and

More information

Please enter your contact details fully and clearly so that we can contact you easily and quickly should you be short-listed.

Please enter your contact details fully and clearly so that we can contact you easily and quickly should you be short-listed. Recruitment Guidance Applying For this Job As part of Cambridge City Council s Equal Opportunities Policy we want to ensure that every applicant is treated fairly. The information you provide in your application

More information

Ex-Offenders Policy Agreed: September 2016 Signed: (HT) Signed: (CofG) Review date: September 2018

Ex-Offenders Policy Agreed: September 2016 Signed: (HT) Signed: (CofG) Review date: September 2018 Ex-Offenders Policy Agreed: September 2016 Signed: (HT) Signed: (CofG) Review date: September 2018 Goldthorpe Primary School Ex- Offenders Policy 1. Background The Rehabilitation of Offenders Act (ROA)

More information

Equal Opportunities Policy

Equal Opportunities Policy Equal Opportunities Policy 1. Equal opportunities statement 1.1 Tudor Grange Academies Trust (the MAT) is committed to promoting equal opportunities in employment. All employees or workers and any job

More information

PRIVACY NOTICE FOR JOB APPLICANTS

PRIVACY NOTICE FOR JOB APPLICANTS PRIVACY NOTICE FOR JOB APPLICANTS 1. General Information 1.1 Derby County Football Club are committed to protecting the privacy and security of your personal information. 1.2 Under data protection law,

More information

Recruitment and Selection Policy. Chichester College. 1. Introduction

Recruitment and Selection Policy. Chichester College. 1. Introduction 1. Introduction 1.1 To help achieve the College s aims and objectives, it is essential that people with the relevant skills, attitude, qualifications and experience, are recruited by the College. 1.2 The

More information

HUMAN RESOURCES POLICY

HUMAN RESOURCES POLICY rth of England Clinical Commissioning Groups HUMAN RESOURCES POLICY RECRUITING EX-OFFENDERS Policy Number: HR25 Version Number: 2.0 Issued Date: May 2017 Review Date: May 2020 Sponsoring Director: Prepared

More information

Part Time working 20 hours per week (usually afternoons) Grade 3 currently 16,131-18,549 per annum pro rata

Part Time working 20 hours per week (usually afternoons) Grade 3 currently 16,131-18,549 per annum pro rata Job Description General Details Job title: Faculty/School/Service: Normal Workbase: Tenure: Hours/FTE: Grade/Salary: Early Years Practitioner (Ref SS14/06) Student Office Childcare Services Stoke Campus

More information

DISCIPLINARY RULES FOR EMPLOYEES

DISCIPLINARY RULES FOR EMPLOYEES DISCIPLINARY RULES FOR EMPLOYEES DISCIPLINARY RULES FOR EMPLOYEES Page Introduction... 1 Gross misconduct... 2 Theft and dishonesty... 2 Failure to undertake the requirements of the job... 3 Breach of

More information

Recruitment & Selection Policy

Recruitment & Selection Policy North Halifax Grammar School Recruitment & Selection Policy Approved by: Full Governance Board Date approved: 29 th November 2017 Next review: Autumn Term 2019 Policy owner: Personnel Officer Created April

More information

Acas consultation. on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures

Acas consultation. on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures Acas consultation on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures December 2013 Acas consultation on the revision of paragraphs 15 and 36 of

More information

GDPR transparency notice for candidates (contractors and permanents)

GDPR transparency notice for candidates (contractors and permanents) GDPR transparency notice for candidates (contractors and permanents) Electus Recruitment Solutions is the trading name of Electus Recruitment Solutions Limited (we), company number 04636093 and registered

More information

EQUAL OPPORTUNITIES POLICY

EQUAL OPPORTUNITIES POLICY EQUAL OPPORTUNITIES 1. Introduction POLICY 1.1 This policy applies to all members of the Trust/school community i.e. directors (sometimes referred to as Trustees), governors, employees, casual workers,

More information

Data Protection. Policy

Data Protection. Policy Data Protection Policy Why do we need this policy? What does the policy apply to? Which parts of SQA are affected? SQA is committed to adopting best practice in protecting the personal information of all

More information

Workplace Health & Safety Policy

Workplace Health & Safety Policy Workplace Health & Safety Policy Labour Solutions Australia is one of Australia s leading workforce management and labour hire companies. Labour Solutions Australia is committed to providing a safe work

More information

Non-Teaching (Non - Regulated Activity) Application Pack

Non-Teaching (Non - Regulated Activity) Application Pack n-teaching (n - Regulated Activity) Application Pack The documents that follow are: n-teaching (n - Regulated Activity) Application Form Equality Monitoring Form Declaration of Criminal Offences Form Additional

More information

application. Failure to do so may result in the rejection of your application. Job Reference number and post for which you are applying are completed

application. Failure to do so may result in the rejection of your application. Job Reference number and post for which you are applying are completed application. Failure to do so may result in the rejection of your application. Job Reference number and post for which you are applying are completed 4 signatures will NOT be accepted. The application

More information

Filling in the application form Ensure your responses directly relate to the requirements of the post (as outlined in the job description).

Filling in the application form Ensure your responses directly relate to the requirements of the post (as outlined in the job description). Your Application Guidance on your application The information you provide on this application form in the personal statement section must show how you meet the requirements of the post (as outlined in

More information

DISCIPLINARY POLICY. Date Signature DA Approved Nov 2015 CC Review Nov 2017 Review Nov 2019 Review Nov 2021 Review Nov 2023

DISCIPLINARY POLICY. Date Signature DA Approved Nov 2015 CC Review Nov 2017 Review Nov 2019 Review Nov 2021 Review Nov 2023 DISCIPLINARY POLICY Date Signature DA Approved Nov 2015 CC Review Nov 2017 Review Nov 2019 Review Nov 2021 Review Nov 2023 1 Disciplinary Policy The purpose of the disciplinary policy is to encourage all

More information

INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified)

INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified) Disciplinary Policy INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified) Consultation Staff Forum August 2014

More information