This policy sets out how Ashford Neath Recruitment Ltd, trading as Ashford Recruitment, protects the people we place, how we handle criminal records checks and what we do if somebody raises a safeguarding concern.
Scope
This policy applies to everyone working for or placed by Ashford Neath Recruitment Ltd, trading as Ashford Recruitment, including our own staff, temporary workers on assignment and candidates going through registration.
Our commitment
We have a duty of care to the people we place. That duty does not end when a worker arrives on site. We are committed to:
- Placing people only into roles that are safe and appropriate for them
- Making sure workers know who to contact if something is wrong
- Taking every safeguarding concern seriously, whoever raises it
- Handling criminal records information lawfully, fairly and confidentially
Disclosure and Barring Service checks
When we request a check
We request a DBS check only where the role is legally eligible for one. Eligibility is set by law, not by preference. Neither we nor a client can request a level of check that a role does not qualify for.
Where a role is eligible, the level of check requested is the level appropriate to that role, whether basic, standard or enhanced, plus where relevant a check of the children’s or adults’ barred list.
How we use disclosure information
- We only ask for a disclosure once a role has been identified as eligible
- A criminal record does not automatically bar somebody from work with us
- Where a disclosure reveals a conviction, we assess its relevance to the specific role, how long ago it was and any circumstances the individual wishes us to take into account
- We discuss the disclosure with the individual before any decision is taken
- Disclosure information is kept securely, separately from the main personnel record. Access is restricted to those who need it
- We do not keep disclosure certificates for longer than is necessary, in line with the DBS Code of Practice
Recruitment of ex-offenders
We comply with the DBS Code of Practice and undertake to treat all applicants fairly. Having a criminal record will not necessarily prevent somebody working through us. We select on the basis of skills, experience and suitability for the role.
We ask about criminal convictions only where the role is eligible. We will not ask about convictions that are legally regarded as spent or that are protected from disclosure under the filtering rules.
Young workers
Where we place anyone under the age of 18 we take additional care. We satisfy ourselves that the work is lawful for their age, that the client has carried out a suitable risk assessment and that the hours and duties comply with the restrictions that apply to young workers. Some industrial environments are not appropriate for under 18s and we will say so.
Vulnerable adults
Some workers we place may be vulnerable for reasons including language, immigration status, financial pressure, disability or previous exploitation. We take particular care that these workers understand their rate of pay, their hours, their right to leave an assignment and how to reach us.
Raising a concern
If you have a concern about the welfare or safety of anyone connected with Ashford Recruitment, tell us. You do not need to be certain and you do not need evidence. It is our job to look into it.
- Call us on 01527 916 555
- Email info@ashfordrecruitment.co.uk
- Speak to your consultant directly, or ask to speak to the Managing Director
Concerns can be raised in confidence. Nobody will be treated less favourably for raising one in good faith.
How we respond
- We record the concern and acknowledge it promptly
- We take immediate steps to make somebody safe where there is any risk
- We look into what has happened, speaking to the people involved
- Where a concern involves a client site, we raise it with the client and, if necessary, withdraw workers
- Where a concern meets the threshold, we report it to the police, the local authority or the relevant regulator
If someone is in immediate danger, call 999 first and tell us afterwards.
Related policies
This policy sits alongside our Privacy Policy, which explains how we handle personal and criminal records information, plus our Modern Slavery Statement.
Review
This policy is reviewed annually and whenever there is a relevant change in law or practice.