Recruitment of Ex-Offenders Policy

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), Class People complies fully with the code of practice and undertakes to treat all applicants for positions fairly.

Class People undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed. Class People can only ask an individual to provide details of convictions and cautions that Class People 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). Class People can only ask an individual about convictions and cautions that are not protected.

Class People is committed to equal opportunities and fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background

This policy is made available to all DBS applicants at the start of the recruitment process

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.

Class People ensures that all those in Class People who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences

Class People 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, Class People 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.

Class People undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.