(SAMPLE) POLICY ON THE RECRUITMENT OF EXOFFENDERS [Insert Your

(sample) policy on the recruitment of ex-offenders [insert your organisation name and/or logo here] policy statement 1. [insert your or

(SAMPLE) POLICY ON THE RECRUITMENT OF EX-OFFENDERS
[Insert your Organisation Name and/or Logo here]
Policy Statement
1. [Insert your Organisation Name] complies fully with the Code of
Practice, issued by the Department of Justice, in connection with the
use of information provided to registered persons, their nominees and
other recipients of information by AccessNI under Part V of the Police
Act 1997, for the purposes of assessing Applicant’s suitability for
employment purposes, voluntary positions, licensing and other relevant
purposes. We undertake to treat all applicants for positions fairly
and not to discriminate unfairly or unlawfully against the subject of
a Disclosure on the basis of conviction or other information revealed.
2. This policy is made available to all Disclosure applicants at the
outset of the recruitment process.
3. [Name of Organisation] are committed to equality of opportunity
(see separate Equal Opportunities Policy) to following practices, and
to providing a service which is free from unfair and unlawful
discrimination. We ensure that no applicant or member of staff is
subject to less favourable treatment on the grounds of gender, marital
status, race colour, nationality, ethnic or national origins, age,
sexual orientation, responsibilities for dependants, physical or
mental disability political opinion or offending background, or is
disadvantaged by any condition which cannot be shown to be relevant to
performance.
4. [Insert your Organisation Name] 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 selection of candidates for
interview will be based on those who meet the required standard of
skills, qualifications and experience as outlined in the essential and
desirable criteria.
5. We will request an AccessNI Disclosure only where this is
considered proportionate and relevant to the particular position. This
will be based on a thorough risk assessment of that position and
having considered the relevant legislation which determines whether or
not a Standard or Enhanced Disclosure is available to the position in
question. Where an AccessNI Disclosure is deemed necessary for a post
or position, all applicants will be made aware at the initial
recruitment stage that the position will be subject to a Disclosure
and that [insert Organisation Name] will request the individual being
offered the position to undergo an appropriate AccessNI Disclosure
check
6. In line with the Rehabilitation of Offenders (Exceptions)(Northern
Ireland) Order 1979 (as amended in 2014), [insert your Organisation
Name] will only ask about convictions which are defined as “not
protected” for the purposes of obtaining a Standard or Enhanced
disclosure.
7. We undertake to ensure an open and measured and recorded discussion
on the subject of any offences or other matters that might be
considered relevant for the position concerned eg the individual is
applying for a driving job but has a criminal history of driving
offences. Failure to reveal information that is directly relevant to
the position sought could lead to withdrawal of the conditional offer
of employment.
8. [Insert your Organisation Name] may consider discussing any matter
revealed in a Disclosure Certificate.
9. We ensure that all those in [insert your Organisation Name] who are
involved in the recruitment process have been suitably trained to
identify and assess the relevance and circumstances of Disclosure
information. We also ensure that they have received appropriate
guidance and training in the relevant legislation relating to
employment of ex-offenders (e.g. the Rehabilitation of Offenders
(Northern Ireland) Order 1978).
10. We undertake to make every subject of an AccessNI Disclosure aware
of the existence of the Code of Practice, and to make a copy available
on request.
HAVING A CRIMINAL RECORD WILL NOT NECESSARILY DEBAR YOU FROM WORKING
WITH [insert your ORGANISATION NAME]. THIS WILL DEPEND ON THE NATURE
OF THE POSITION, TOGETHER WITH THE CIRCUMSTANCES AND BACKGROUND OF
YOUR OFFENCES OR OTHER INFORMATION CONTAINED ON A DISCLOSURE
CERTIFICATE.