Staff Handbook - Policies and Procedures

4.13. Chris Sedgeman Scaffolding Limited makes every subject of a criminal record check submitted to DBS aware of the existence of the Code of Practice: https://www.gov.uk/government/publications/dbs-code-of-practice and makes a copy available on request. 4.14. Chris Sedgeman Scaffolding Limited undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment. 4.15. Chris Sedgeman Scaffolding Limited may be told, either voluntarily or as the result of a DBS check, that an employee (or applicant) has a criminal record. The weight which will be attached to a person’s criminal record history will depend on the circumstances. We will carry out a risk assessment which is relevant to the sector, position and situation. 4.16. If Chris Sedgeman Scaffolding Limited learns that a current employee has a criminal record, dismissal may be considered. However, dismissal will not be a ‘knee-jerk’ reaction – we will consider the particular circumstances and what bearing, if any, the offence(s) has/have on the role, having regard to the factors outlined in the paragraph 4.15.

Signed

Mr C J Sedgeman Managing Director

POLICY ON RECRUITMENT OF EX-OFFENDERS : 24-06-24

Registered Office: Unit 2A Longrock Industrial Estate, Penzance, Cornwall. TR20 8HX Company Reg. No. 04124350 VAT Reg. No. 684598666 UTR No. 24386 095413