Recruitment of Ex-Offenders Policy
1.0 – Some roles employed by our business are subject to a satisfactory Basic Disclosure and Barring Service check. As an organisation using the DBS to assess applicants’ suitability, we undertake to treat all applicants for these roles fairly.
2.0 – For those positions where a Disclosure is required, job adverts, application forms (if used in the recruitment process) and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.
3.0 – We encourage all applicants invited for interview for positions where a Disclosure is required to provide details of any unspent convictions at an early stage in the recruitment process.
4.0 – Where an applicant discloses details of an unspent conviction during the application and / or interview process, guidance for the recruiting manager is available from, and shall be sought from, the HR Department, who will assist in assessing the relevance of any offence. Failure by the applicant to reveal information sought could lead to the individual’s application for employment no longer being progressed and/or withdrawal of any job offer made.
5.0 – For those positions where a Disclosure is required, an employment offer will be conditional upon our receipt of a fully satisfactory Basic DBS check. In the event that information is disclosed the DBS check Certificate that we feel is relevant to the position offered, we will seek to discuss the matter revealed with the person to whom the conditional employment offer has been made. If it is concluded that the information on the DBS Certificate is relevant to the position and we deem the person not suitable for employment, then the conditional offer will be withdrawn.
6.0 – We will reimburse the individual the fee for obtaining the Basic DBS check Certificate once receipt of proof of payment is received. This applies whether the person commences employment and also should a conditional offer be withdrawn. As monies will be reimbursed directly to the person’s bank account, details to enable us to make the payment also need to be provided.
7.0 – A copy of this Policy will be made available to any prospective employee that we ask to undertake a Basic DBS check. A DBS Code of Practice is available to review and we will make a copy of this Code available on request (contact the HR Department).
8.0 – The Company reserves the right to vary this Policy from time to time if it appears to the necessary to do so.
