DBS
Checks (Disclosures
& Barring Service)
This policy sets out Tivoli’s approach to using Disclosures
& Barring Service (DBS) checks it relates to checks carried out upon
recruitment and during the lifetime of their employment.
The DBS check searches personal details provided by applicants and
employees against criminal records and other sources. The DBS check will either
confirm that the person named either doesn’t have a criminal record, or it will
list any relevant convictions, cautions, reprimands, warnings and, if
applicable, whether they have been barred from working with vulnerable groups.
The police can also include non-conviction information, for example, fixed
penalties, that may be relevant.
A DBS check
uses a range of different information sources, including the records of the
Police National Computer (PNC), and other data sources appropriate to the level
of check requested.
Standard – covering spent and unspent convictions,
reprimands, cautions, and final warnings.
Enhanced – covering all the above plus any
relevant information held by the police
Enhanced with list checks – covering everything in
the enhanced check, plus a check of the DBS barred lists
The company will decide which type of check is to be
carried out based on the job the employee will be carrying out.
Under the Rehabilitation of Offenders Act 1974 a person with a criminal record is not
required to disclose any spent convictions unless the position they are
applying for, or are currently undertaking, is listed as an exception under the
act.
A DBS check will be paid in full by Tivoli, an
instruction document will be given to the employee and will provide a link that
will enable the employee to automatically defer payment to the company.