Policy on Employment of Ex-offenders

 

Where employers require a Disclosure they must have a written policy on the employment of ex-offenders.  This basically lays out the rules that employers will apply to judge if a candidate with offences is suitable for a specific role.  Candidates must be provided with a copy of this policy at the earliest opportunity.
All individuals or organisations using the DBS Disclosure service to help assess the suitability of applicants for positions of trust and who are recipients of Disclosure information must comply fully with the DBS Code of Practice.  Amongst other things, this requires them to treat all applicants for positions who have a criminal record fairly and not to discriminate unfairly against the subject of a Disclosure on the basis of conviction or other information revealed.  It also obliges them to have a written policy on the recruitment of such individuals, which can be given to all applicants for positions where a Disclosure is requested and to ensure that a body or individual at whose request applications are countersigned has such a written policy.  To assist individuals/organisations to meet this requirement the DBS has produced a [sample] policy statement, which can be used or adapted for this purpose. Adherence to this policy will ensure compliance with the DBS Code of Practice in this respect.
This policy complies with the Disclosure and Barring Service (DBS) requirement. 

Policy statement on the recruitment of ex-offenders

As an organisation using the Criminal Records Bureau (DBS) Disclosure service to assess applicants’ suitability for positions of trust, the Northern College of Acupuncture complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.
The Northern College of Acupuncture is committed to the fair treatment of its staff, potential staff, students, potential students or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependents, age, physical/mental disability or offending background.
This written policy on the recruitment of ex-offenders is made available to all Disclosure applicants at the outset of the recruitment process.
We actively promote equality of opportunity for all with the right mix of talent, skills, and potential and welcome applications from a wide range of candidates, including those with criminal records.  We select all candidates for interview based on their skills, qualifications, and experience.
A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned.  For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.
Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process.  We request that this information is sent under separate, confidential, cover to a designated person within The Northern College of Acupuncture and we guarantee that this information is only be seen by those who need to see it as part of the recruitment process.
Unless the nature of the position allows The Northern College of Acupuncture to ask questions about your entire criminal record we only ask about "unspent" convictions as defined in the Rehabilitation of Offenders Act 1974.
We ensure that all those in The Northern College of Acupuncture who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences.  We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position.  Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment
We make every subject of a DBS Disclosure aware of the existence of the DBS Code of Practice and make a copy available on request.
We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.
Having a criminal record will not necessarily bar you from working or studying with us.  This will depend on the nature of the position and the circumstances and background of your offences.

Policy updated: April 2014     Next review: April 2018