SAFE RECRUITMENT Sample Clauses

SAFE RECRUITMENT. LA SCHOOL/GOVERNING BODY • In accordance with safe recruitment protocols – undertake pre-appointment checks including DBS, references and Medical checks for all school staff. • Follow adopted policies, procedures and practices when dealing with safe recruitment matters. It is the school’s decision on how it manages its staffing complement, however; there are risks in using supply agencies that are not on the framework as they are not required to follow strict rules associated with safeguarding, fair pay of teaching staff, insurance cover etc. It also means that the school would have to make the following checks each time it uses a supply worker from an agency that is not on the framework: - check for evidence of the Agency’s recognition by the Recruitment & Employment Confederation (REC) xxxxx://xxx.xxx.xx.xxx/membership/member-directory - check that the terms and conditions of the contract with the Supply Agency states that liability insurance rests with the Agency and not with the School - check the identity of the individual by means of an appropriate, original photo ID - check the original DBS certificate - check the individual’s right to work in the UK (contact HR if you require assistance in relation to verifying documentation) - check that appropriate references have been collected and verified by the agency - check that the agency has carried out a full employment history - check that the agency has carried out a health check - check that the agency has verified all certificates - check that the individual has registered with EWC Supporting Documentation DBS Safe Recruitment Policy Guidance for headteachers and Governors Keeping Learners Safe
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SAFE RECRUITMENT. Some people who work with children and young people in a paid or voluntary capacity can pose a risk to this vulnerable group. Effective measures help to minimise the risk and to prevent abuse of children and young people by putting safeguarding standards in place. These standards include: Pharmacists are to provide details of their GPhC number. Effective review and scrutiny of all applications, references and relevant registration documentation for staff applying for post working with children. Adhere to the principles contained in the Bristol City Council Employment Check Standards. Ways you can demonstrate evidence for the criteria for this standard are: A copy of your recruitment policy.
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SAFE RECRUITMENT. 3.1 Your organisation has a recruitment policy and staff undertaking recruitment understand their responsibilities in relation to safeguarding children
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Related to SAFE RECRUITMENT

  • Recruitment When advertising for employees, the contractor will include in all advertisements for employees the notation: "An Equal Opportunity Employer." All such advertisements will be placed in publications having a large circulation among minorities and women in the area from which the project work force would normally be derived.

  • Periodic Recruitment The State reserves the right to add new Contractors during the term of the Centralized Contract via periodic recruitment. OGS will formally announce when the periodic recruitment Solicitation is issued. It is at the discretion of OGS when a future periodic recruitment shall commence. A periodic recruitment will be publicly announced through all standard means including, but not limited to: the NYS Contract Reporter; and OGS website. All OGS Centralized Contracts awarded under the Periodic Recruitment will commence upon OGS approval. All Contracts will co-terminate on the then current end date of the Centralized Contract or at the end of any approved extension or renewal period.

  • Hiring Customer agrees not to solicit, offer to employ, or enter into consultant relationships with any HP employee involved in the performance of services under this Agreement for 1 year after the date he or she ceases to perform such services. However, Customer may hire any such employee who responds to a general hiring program conducted in the ordinary course of business, and not specifically directed to HP employees.

  • Recruitment and Retention Avenal, Ironwood, Calipatria, and Chuckawalla Valley Prisons

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

  • Employee Access to Personnel File An employee shall have the right to read and review his/her personnel file on reasonable notice and by written request to the Human Resources Manager. An employee may request and shall receive a copy of any record or document contained in the employee’s personnel file.

  • Removal of Employees City may request Contractor immediately remove from assignment to the City any employee found unfit to perform duties at the City. Contractor shall comply with all such requests.

  • Replacement of Key Personnel The Engineer must notify the State in writing as soon as possible, but no later than three business days after a project manager or other key personnel is removed from association with this contract, giving the reason for removal.

  • Employee's Personnel File A copy of formal discipline report to be entered on an employee's file will be given to the employee. The employee will be required to sign management's copy. Such signature will indicate receipt of formal reprimand only. Subject to giving the Employer advance notice, employees shall have access to their personnel file.

  • New Employee Orientations The County shall provide the Union written notice of County-wide new employee orientations, whether in person or online, at least ten (10) business days prior to the orientation. The notice shall include time, date, and location of the orientation. Representatives of the Union shall be permitted to meet with the new employees for up to thirty (30) minutes during a portion of the orientation for which attendance is mandatory. The Union shall provide the County at least five (5) business days prior to the orientation any materials it would like the County to distribute to new employees at the orientation. If the Union staff are unavailable, the County shall grant release time for one (1) union xxxxxxx to attend the orientation pursuant to Section 6.2.1 The County shall make best efforts to provide the Union with the name, job title, department, work location, work, home and personal cellular telephone numbers, personal email addresses, and home addresses of all employees in the bargaining unit every 90 days, but no less than once every 120 days.

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