Star Employment Services is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice.
The code of practice published under section 122 of the Police Act 1997 advises that it is a requirement that all registered bodies must treat DBS applicants who have a criminal record fairly and not discriminate automatically because of a conviction or other information revealed.
Star Employment Services as an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), Star Employment Services complies fully with the code of practice and undertakes to treat all applicants for positions fairly.
Star Employment Services undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.
Star Employment Services can only ask an individual to provide details of convictions and cautions that Star Employment Services are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended).
Star Employment Services can only ask an individual about convictions and cautions that are not protected.
Star Employment Services is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependents, age, physical/mental disability or offending background
Star Employment Services has a written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the start of the recruitment process
Star Employment Services actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records
Star Employment Services select all candidates for interview based on their skills, qualifications and experience
An application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms, job adverts and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position
Star Employment Services ensures that all those in Star Employment Services who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences
Star Employment Services also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974
At interview, or in a separate discussion, Star Employment Services ensures that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment
Star Employment Services makes every subject of a criminal record check submitted to DBS aware of the existence of the code of practice and makes a copy available on request
Star Employment Services undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.