Recruitment and Employment of Ex-Offenders
The aim of this policy is to state the organisation's approach towards employing people who have criminal records. This policy should be read in conjunction with the Policy on the Secure Storage, Handling, Use, Retention & Disposal of Disclosures and Disclosure Information (available on request)
The University is committed to equality of opportunity for all job applicants and aims to select people for employment on the basis of their individual skills, abilities, experience, knowledge and, where appropriate, qualifications and training.
The University will therefore consider ex-offenders for employment on their individual merits. The University's approach towards employing ex-offenders differs, however, depending on whether the job is or is not exempt from the provisions of the Rehabilitation of Offenders Act 1974.
Jobs covered by the Rehabilitation of Offenders Act 1974.
The University will not automatically refuse to employ a particular individual just because he/she has a criminal record.
When applying for a job, the University will ask job applicants to disclose any unspent convictions, but will not ask job applicants questions about spent convictions, nor expect them to disclose any spent convictions.
If an applicant has a conviction that is not spent and if the nature of the offence is relevant to the job for which he/she has applied, the University will review the individual circumstances of the case and may, at its discretion, decline to select the individual for employment.
If an employee is convicted during the course of their employment, it will be the responsibility of the employee to notify the University. If the nature of the offence is relevant to their job, the University will review the individual circumstances of the case and may terminate their employment through the appropriate disciplinary procedure.
Jobs that are exempt from the Rehabilitation of Offenders Act 1974
If the job into which the University is seeking to recruit is one of the excluded jobs listed in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975, the University will require the applicant to disclose all convictions, whether spent or unspent. Even in these circumstances, however, the University will not refuse to employ a particular individual unless the nature of the conviction has some relevance to the job for which the individual has applied.
Furthermore, if the job is exempt, the University will, once it has selected the person to whom it wishes to offer employment, seek documentary evidence about that person's criminal convictions. The University will seek the applicant's agreement to make a joint application to the Criminal Records Bureau (CRB) for an enhanced disclosure. In the event that the person declines to disclose spent convictions or does not wish to participate in an application for an advanced disclosure they will not be further considered in the process. A copy of the CRB Code of Practice is available on request to all those subject to a CRB Disclosure.
The University is committed to ensuring that all information provided about an individual's criminal convictions, including any information released in disclosures, is used fairly and stored and handled appropriately and in accordance with the provisions of the Data Protection Act 1998. Data held on file about an individual's criminal convictions will be held only as long as it is required for employment purposes and will not be disclosed to any unauthorised person.