Page 38 - PRIVATE & CONFIDENTIAL

b. The company’s policy on the recruitment of ex-offenders will be made available to
all candidates at the outset of the recruitment process

c. The company actively promotes equality of opportunity for all with the right mix
of talent, skills and potential and welcomes applications from a wide range of
candidates, including those with criminal records. The company selects all
candidates for interview on the basis of their skills, qualifications and experience

d. A disclosure is only requested after a thorough risk assessment has indicated that
one is both proportionate and relevant to the position concerned

e. For those positions where such a check is required, all application forms, job
advertisement and recruitment briefs will contain a statement that a disclosure
will be requested in the event of the individual being offered the position

f. Where a disclosure is part of the recruitment process, the company encourages all
candidates called for interview to provide details of any criminal record at an early
state in the application process. The company requests that this information is
sent under separate, confidential cover to a designated person within the
company. The company guarantees that only those who need to see it as part of
the recruitment process will see this information

g. Unless the nature of the position is such that the company may ask questions
about an individual’s entire criminal record, the company will only ask about
“unspent” convictions as defined in the Rehabilitation of Offenders Act 1974

h. The company will ensure that all individuals involved in the recruitment process
receive appropriate guidance and training in the legislation relating to the
employment of ex- offenders, e.g. the Rehabilitation of Offenders Act 1974

i. The company will ensure that it discusses with the candidate the relevance of any
offence to the job in question. A candidate’s failure to reveal information directly
relevant to the job could result in withdrawal of an offer of employment

STORAGE AND ACCESS

Disclosure Information is never kept on a candidate/employee’s file and is always
kept separately and securely, in lockable, non-portable, storage containers with
access strictly controlled and limited to those who are entitled to see it as part of
their duties.

HANDLING

In accordance with section 124 of the Police Act 1997, Disclosure Information is
only passed to those who are authorised to receive it in the course of their
duties. The company maintains a record of all those to whom disclosures
or disclosure information has been revealed and recognises that it is a criminal
offence to pass this information to anyone who is not entitled to receive it.