Personnel Procedure Manual
A.3. Criminal Records Checks and Recuitment of Ex -Offenders
POLICY ON DISCLOSURE
It is People in Action policy to apply for Disclosures for all staff who will work for People in Action
It is also a legal requirement to gain Disclosure information: for all those working with vulnerable adults (under the Care Standards Act 2000).
Disclosure information is extremely sensitive and must not be passed on to persons not authorised to receive it. Only the manager who administers the Disclosure, and anyone advising that manager, should be aware of the content of the Disclosure. Under Section 124 of the Police Act 1997, unauthorised disclosure is an offence.
A Disclosure provides information to be taken into account when deciding whether to employ someone. The fact that someone has a criminal record does not mean that they can be automatically ruled out. Managers should refer to People In Action policy on the employment of ex-offenders .
However, if someone is included on one of the lists of individuals considered unsuitable to work with vunerable adults it is an OFFENCE to knowingly employ that person.
Employees may commence work after a stisfactory P O V A check but must receive additional supervision until the outcome of the Disclosure is known and a decision made.
Managers must stipulate, to
all agencies which supply them workers, that the agencies should carry
out Enhanced Disclosures on any worker sent to People in Action
