Disclosure and Barring Service. The Provider must have policies and procedures which acknowledge and provide for ongoing monitoring of the Staff, including undertaking further DBS disclosures every three years or as required by the relevant law statutory or non-statutory guidance to the Authorities policy all amended from time to time
Disclosure and Barring Service the non-departmental public body established pursuant to the Protection of Freedoms Act 2012; a Change in Law, the terms of which apply expressly to:
Disclosure and Barring Service. (DBS) checks If applicable to the post, satisfactory clearance from the Disclosure and Barring Service (DBS) will be required. If a post is ‘exempt’ from the Rehabilitation of Offenders Act 1974, employees are obliged to declare any criminal convictions, caution, reprimand or final warning issued by the police during the course of their employment with the Council. A criminal conviction, caution, reprimand or final warning from the police that has relevance to the post in terms of interaction with children or vulnerable adults, may lead to dismissal. 38 Disclosure of Salary information The Local Government Transparency Code 2014 and Accounts and Audit Regulations 2015 require the Council to publish information about employees whose annual remuneration is at least £50,000. This includes the number of employees whose remuneration in that year was at least £50,000, details of remuneration and job title, a list of responsibilities undertaken and details of bonuses and ‘benefits in kind’. 39 Other Policies & Procedures Other policies and procedures not covered within these terms and conditions of employment will default to the Council’s general policies on the relevant subject. 40 Collective Agreement Your employment is governed by a Collective Agreement between the Council and UNISON, Unite and GMB which is incorporated into your contract and may be amended from time to time. Any amendments to terms and conditions will be automatically incorporated into your contract of employment. A copy of the collective agreement is available on the HR intranet. 40 Changes to Terms & Conditions The Council reserves the right to vary these terms and conditions of employment at its discretion in circumstances where such variation is in the interests of improving the efficiency of the organisation's business. Any changes to the terms and conditions of employment will be subject to consultation with recognised trade unions. 41 Note 1 Status of these Terms and Conditions of Employment These Terms & Conditions of Employment supersede all other terms and conditions, collective agreements, custom and practice or historical agreements made between the Council and individual employees or representatives.
Disclosure and Barring Service. All adults working and volunteering in school have a DBS check. Volunteers should bring their original DBS certificate to school, together with ID, before the start of their placement. We can process DBS checks for Volunteers; we ask for a £10 contribution to the cost of this. Parents accompanying class trips, school-age children on work experience placements, and students working alongside school staff may not need DBS checks; in these cases there will be a Risk Assessment in place.
Disclosure and Barring Service. Entrust shall comply with all relevant laws and regulations applicable in England including but not limited to safeguarding and health and safety. As applicable, Entrust shall comply with requirements relating to DBS disclosure (or equivalent) and the provisions of Entrust’s safeguarding policy shall apply to this Agreement. Subject to the provisions of the DBS (or equivalent) Entrust reserves the right under this Agreement to refuse to admit to, or to withdraw permission to remain on, any premises occupied by or on behalf of Entrust. All adults attending any of the Entrust outdoor education centres in a supervisory capacity should be appropriately DBS cleared by the establishment of which they are employees or volunteer. It is not practicable for Entrust to check that everyone attending has a valid check certificate/number, however, as good practice Entrust OEC will ask for confirmation that adults/employees/volunteers are checked with visit leaders accompanying groups.
Disclosure and Barring Service. C10.1 The Provider must have policies and procedures which acknowledge and provide for ongoing monitoring of the Staff, including undertaking further DBS disclosures every three years.
C10.2 The Provider must keep and must procure that the Authority is kept advised at all times of any Staff who, subsequent to their commencement of employment, receives a relevant conviction, caution, reprimand or warning or whose previous relevant convictions, cautions, reprimands or warnings become known to the Provider (or any employee of a Sub-Contractor involved in the provision of the Services).
Disclosure and Barring Service. (if applicable)
Disclosure and Barring Service. 1. The Provider must have policies and procedures in place which acknowledge and provide for on-going monitoring of Staff, including compliance with any legal requirements.
Disclosure and Barring Service. 2.1 Fusion may, in its absolute discretion, decide that a Hirer is required to produce Disclosure and Barring Service checks to Fusion in respect of the Hirer, any Hirer’s Attendees or any staff, contractor or employee of the Hirer to Fusion as a condition of confirming a booking. Failure to comply with such requirement or if such check reveals a conviction that is of concern to Fusion, Fusion may terminate the booking forthwith by notice in writing.
2.2 The Disclosure and Barring Service (DBS), replaces the Criminal Records Bureau (CRB) and the Independent Safeguarding Authority (ISA), which have now combined. DBS checks can be applied for by anyone employing staff or recruiting volunteers for work with children, young people or vulnerable adults. Enhanced checks are advised for anyone working regularly with children, young people or vulnerable adults. However, for those individuals who are in regulated activity with children, young people or vulnerable adults, an additional check on the barred lists must also be carried out through the DBS.
2.3 For more information on what is viewed as regulated activity and which check is required for your employees or volunteers, please visit: xxx.xxx.xx/xxxxxxxxxx/xxxxxxxxxxxx/xxx- regulated-activity or contact East Riding Voluntary Action Services (01482) 871077 email: xxxxxx@xxxxx.xxx.xx
2.4 There is now an update service available for all volunteers and employees to use, as well as that organisation who need to DBS check their workers. The aim is to reduce the number of times people have to do DBS checks and make it easier to share DBS results across agencies. The service is free for volunteers. However, everyone wishing to register on it, must do so within 14 days of receiving their DBS check. For more information about the DBS update service, please visit: xxx.xxx.xx/xxx-xxxxxx-xxxxxxx
2.5 Self-Employed: Please note that self-employed people must go through an organisation which is willing to carry out a DBS check on them and are not able to process a check on themselves directly with the DBS.
Disclosure and Barring Service. 32.1 The Provider has a responsibility to refer appropriate staff to the DBS, (Disclosure and Barring Service). Failure to ensure that Workers are referred will automatically result in a Default Notice being served on the Provider.
32.2 All Workers who have been suspended, dismissed or transferred to a non-care role because they are thought to have harmed, or placed at risk of harm, a vulnerable person, must be referred to the Disclosure and Barring Service. This also includes those workers who would have been dismissed but who have left the employment of the Provider prior to any disciplinary action being taken.
