Company insisting on CRB and Credit checks

GingerBob_3

tomtontom wrote: »

And how do they know she has not committed a crime in the past ten years, or is up to her eyes in debt? Better to proactively check these things than investigate after something has gone wrong.

If she's working in admin this, to me, seems way over the top. The whole issue of disclosure could get out of hand. For the vast majority of jobs it's not necessary, but if it isn't nipped in the bud it will become standard for everything.


Oh, and be very wary of people and organisations who use the term "best practice".

agrinnall

GingerBob wrote: »

If she's working in admin this, to me, seems way over the top.

But as the company is doing it for all employees perhaps it is so that there can be no issue of fairness in choosing who does get it and who doesn't. As long as they are paying for it I can't see any issue in the check being done.

GingerBob_3

agrinnall wrote: »

But as the company is doing it for all employees perhaps it is so that there can be no issue of fairness in choosing who does get it and who doesn't. As long as they are paying for it I can't see any issue in the check being done.

It's an invasion of privacy, and an unnecessary one at that.

SeduLOUs

GingerBob wrote: »

It's an invasion of privacy, and an unnecessary one at that.

Exactly. There's no 'harm' in my employer seeing a list of what I've ordered from Tesco last week, or knowing how much my partner earns. But it's entirely unnecessary, and the 'need to know' line has to be drawn somewhere.

polgara

We run 3 yearly DBS checks for specific roles in our organisation - This linke might make it clearer. At least the employer seems to be paying for the check as we don't. In addition, our contract requires disclosure of cautions/convictions.

GingerBob_3

polgara wrote: »

We run 3 yearly DBS checks for specific roles in our organisation - This linke might make it clearer. At least the employer seems to be paying for the check as we don't. In addition, our contract requires disclosure of cautions/convictions.

Provided they are not spent?

polgara

On recruitment it depends on the role as per Rehabilitation of Offenders Act. During employment they should inform us of any convictions as they occur, plus a number of the regulatory bodies require this.

We have a significant number of ex-offenders in one of my services (due to the type of service it is) - we risk assess based on the type of offence, how long ago it happened and the circumstances of the individual at that time.

Undervalued

GingerBob wrote: »

Provided they are not spent?

Well they won't be spent if the contract requires immediate disclosure from existing employees!

GingerBob_3

Undervalued wrote: »

Well they won't be spent if the contract requires immediate disclosure from existing employees!

The poster didn't say that. I took it to mean if you applied for a job.

Harrietxxx

So we had a meeting with someone from HR today and it's basically comply or be sacked, it is a 'condition of our continued employment'