Rehabilitation of offenders and disclosure of criminal records
On the 29 May 2013 new regulations came into force limiting what criminal records need to be disclosed to prospective employers. Guidance on what criminal history you will now need to disclose to us can be found at https://www.gov.uk/government/organisations/disclosure-and-barring-service.
Catch22 recognises the contribution ex-offenders can make as employees. All applications from ex-offenders will be treated on their own merits and any special criteria relating to the post (eg the need to visit prisons or work with young people where particular sorts of previous convictions may debar some people).
The application form contains a section on Rehabilitation of Offenders, where the post being applied for is exempt from the provisions of the Rehabilitation of Offenders Act (1974). When responding to these questions, the applicant must disclose any ‘unprotected’ criminal convictions relating to them even when they may be considered ‘spent’ for other purposes. (Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975). Guidance on which convictions you must disclose to us, together with those which are ‘protected’ (and do not need to be disclosed) can be found on the Disclosure and Barring Service website.
Applicants will also be required to complete an online Disclosure form from the Criminal Records Bureau. Enhanced disclosure will be required when the post involves working with vulnerable children and young people, where substantial unsupervised contact with them is part of the post.
A person’s criminal record, in itself, will not debar that person from being appointed to a post with Catch22 unless the Protection of Children Act 1999, the Criminal Justice and Court Services Act 2000 and/or the Care Standards Act 2000 applies. Discretion will also be exercised where it is felt that a recent and/or serious conviction might mean that a person might re-offend or cause harm.
Each case will be considered on its merits and in consultation with the applicant concerned. The appointing manager will discuss how to proceed with their line manager.
Discrimination either in favour of or against those persons currently in the employment of Catch22 who have a criminal record is not permissible, and such information should be strictly confidential.