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fairness and reasonableness of the findings and any mitigating factors were fully
considered.

ACCOMPANIMENT

At Stages 2 and 3 of this process, you may be accompanied at the hearing by a
fellow employee of your choice, or a trade union official, or someone who is
certified by a trade union to act as a worker’s companion at such hearings. You are
not entitled to be accompanied by any other person. Fellow employees may not
be compelled to attend as a companion.
The companion is there to act as a witness to what was said, to provide moral support
and to assist and advise the employee in presenting his/her case. The companion may
address the hearing (provided the employee wishes this), ask questions on behalf of
the employee and confer with the employee but not answer questions on behalf of
the employee, nor may the companion prevent the company from explaining its
case.

7. DISCLOSURES AND DISCLOSURE POLICY

BACKGROUND

As a company using the Disclosure and
Barring Service (DBS) to help assess the
suitability of candidates for positions of
trust, we are recipients of Disclosure
Information and must comply fully with the
DBS Code of Practice.
Amongst other things, this obliges us to have a written policy on the correct handling
and safekeeping of disclosure Information.

GENERAL PRINCIPLES

As a company using the DBS service to help assess the suitability of candidates
for positions of trust, the company complies fully with the DBS Code of Practice
regarding the correct handling, use, storage, retention and disposal of disclosures and
disclosure information.

The company also complies fully with its obligations under the Data Protection Act
1998 and other relevant legislation pertaining to the safe handling, use, storage,
retention and disposal of disclosure Information.

RECRUITMENT OF EX-OFFENDERS

a. As an organisation using the Disclosure and Barring Service (DBS) to assess
candidates’ suitability for positions of trust, the company complies fully with the
DBS Code of Practice and undertakes to treat all candidates fairly. The company
undertakes not to discriminate unlawfully against any candidate who is required
to provide information through this process. The information provided is known
as a disclosure