National Star takes seriously its responsibility and is committed to safeguarding and promoting the welfare of young adults and children and we require all employees to share this. Below we’ve outlined the adults at risk and the statutory checks we carry out for all new employees.
Disclosure and background checks
Disclosure and Barring Service (DBS)
Due to the nature of the work, the post you are applying for is exempt from the provisions of the Rehabilitation of Offenders Act, 1974. The amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are ‘protected’ and are not subject to disclosure to employers, and cannot be taken into account. Guidance and criteria on the filtering of these cautions and convictions can be found on the Disclosure and Barring Service website.
It is a condition of your employment that you declare any convictions, cautions (including any final warnings or reprimands) which are not ‘protected’ as defined by the Exceptions Order 1975* to the Rehabilitation of Offenders Act 1974. The disclosure of a criminal record will not debar you from a position unless the selection panel considers that the conviction renders you unsuitable for the appointment. In making this decision the panel will discuss the offence with you and take into account the seriousness and nature of the offence, how long ago it occurred, the age at which it was committed and any other relevant factors.
Failure to declare convictions or cautions prior to or during employment may lead to the withdrawal of an offer or the termination of employment.
The level of disclosure to be applied for will be dependent on your job role and will be discussed with you during the recruitment process. Where appropriate, the adult and child barred lists will be checked and the organisation will not employ anyone who appears on either of those registers. These checks will be undertaken at regular intervals during the course of your employment.
If you have subscribed to the DBS update service, we can check your certificate online with your permission.
A full employment history is required. References will be sought from posts held in the last five years (paid or voluntary) and any previous work with adults at risk or children – including work in care or nursing homes, hospitals, childcare and educational settings. Any issues arising from a reference will be followed up.
Overseas police checks
If you have lived or worked abroad (paid or voluntary), we may require you to obtain a police check for each country as appropriate. It will be your responsibility to obtain the relevant check(s) and cover any costs incurred.
Right to work in the UK checks
Changes to the Asylum and Immigration Act 1996, which came into force on 1 May 2004, mean that we are now required to make basic documentation checks to ensure that potential employees are eligible to work in the UK.
If we invite you to an interview, we will ask for proof of your eligibility to work in the UK. This could be an in-date passport or National Identity Card. If you do not have either of these, we will require a document giving you a permanent NI number together with one of the following: a birth certificate issued in the UK, a certificate of registration or naturalisation, or a Home Office document stating eligibility to remain in the UK.
Other pre-employment checks
Occupational health checks are made to ensure you are able to carry out the duties required and so that any support or training you may need can be recommended.
Any offer of employment is subject to the satisfactory outcome of these checks. Providing false information is an offence, and may result in an offer of employment being withdrawn or summary dismissal, and a possible referral to an appropriate agency, including the police.
Get in touch
For more information about employment checks at National Star, get in touch with the HR team by calling 01242 527631 or sending an email to email@example.com.