Why might I be asked to apply for a
Disclosure?
|
| You might
have been asked to apply for a Standard or an Enhanced Disclosure if
you will be working: |
| with
children or vulnerable adults; |
| in an
establishment that is wholly or mainly for children; |
| in
healthcare; or |
| have applied
to be a foster carer, adoptive parent or childminder. |
| A Disclosure
may also be required for a range of other types of job or licences. To
find out more please contact the CRB information line or alternatively
visit our website.
|
Can I refuse to apply for a Disclosure?
|
| Yes.
However, there are some posts for which a Disclosure is required by
law. If you refuse to apply for a Disclosure in this instance, the
organisation would be within their rights not to take your job or
licence application any further |
| If you are
currently working and your employer asks you to apply for a
Disclosure, you may be able to refuse if your contract of employment
does not refer to a criminal record check.
|
I already have a Disclosure, can I use it
again?
|
| If
you are asked to apply for a Disclosure and you already have one for a
previous role; ask if the organisation is willing to accept it.
When making this decision the organisation will take into account the
length of time that has elapsed since that Disclosure was issued; the
level of Disclosure; the nature of the position for which the
Disclosure was issued; and the nature of the position for which you
are now applying. Ultimately, it will be the organisation’s
decision whether to accept it or not.
|
What if I have lived overseas?
|
| If you have
lived overseas for a substantial period of time, it may not be worth
applying for a Disclosure, as the CRB does not generally have access
to overseas criminal records. However, some organisations have a legal
responsibility to check if a person is banned from working with
children or vulnerable adults and can only do this through the
Disclosure service. We can also advise on how to obtain equivalent
information from the overseas authorities, where available. You may
wish to discuss this with your prospective employer.
|
How do I pay for my Disclosure?
|
| The CRB
charge a Disclosure application fee and we add £4.99 to this cost.
Payment can be made by Debit card or Cheque
|
How will I know which level of Disclosure is
required?
|
| The
organisation that has asked you to apply will decide the appropriate
level of Disclosure for the position. |
| CRB agents
like us are unable to offer you any guidelines on this
|
How do I apply for a Disclosure?
|
| Applying for
a Disclosure. You will be asked to: |
| complete a
paper application form handed to you by the person who asked you to
apply. |
| You will be
asked to provide your name, address and date of birth, along with the
Registered Body name and number, and the level of Disclosure. This
will help the person who asked you to apply, confirm your identity.
A guidance booklet on how to complete the form will be provided.
|
Who will receive my Disclosure?
|
| When the
application is processed, the CRB sends out a copy of the Disclosure,
containing any information revealed during its searches, to you and
the person who countersigned your form.
|
How do I know that the information contained
on my Disclosure will remain confidential?
|
| Organisations
using the Disclosure service must comply with the CRB Code of
Practice, which is there to make sure the whole process works fairly
and that any information revealed is treated fairly and securely.
Also, the CRB is committed to compliance with the Data Protection Act.
This means that any personal information that you submit to us will be
protected. |
| Under the
provisions of the Code, sensitive personal information must be handled
and stored appropriately and must be kept for only as long as it is
necessary. The Code is published on the CRB website, or you can
request a copy from the person who asked you to apply for the
Disclosure
|
What if I have a criminal record that may
not be relevant to the position for which I am applying?
|
| Safeguards
and guidelines have been introduced to ensure that conviction
information is not misused and that ex-offenders are not treated
unfairly. Ex-offenders will retain the protection afforded by the
Rehabilitation of Offenders Act 1974. In addition, the CRB and the
Chartered Institute of Personnel and Development (CIPD)
have developed guidance information for employers on this matter.
|
What if things go wrong?
|
| The CRB has
established a comprehensive complaints process and as part of our
commitment to provide a high standard of customer service we will
always: |
| act fairly
and impartially |
| communicate
effectively |
| deal
promptly with all enquiries |
| endeavour to
learn from our mistakes
|
For how long will Disclosures be valid?
|
| Each
Disclosure will show the date on which it was printed.
Disclosures do not carry a pre-determined period of validity because a
conviction or other matter could be recorded against the subject of
the Disclosure at any time after it is issued.
|
Further Information
|
| If you would
like more information about CRB or its Disclosure service why not
visit our website http://www.crb.gov.uk/
or call us on 0870 90 90 811. |
| (Telephone
calls are charged at national rate. Calls will be recorded for
security and may be monitored for training purposes.) |
| A
volunteer can be defined as a person who is engaged in any activity
which involves spending time, unpaid (except for travelling and other
approved out-of-pocket expenses), doing something which aims to
benefit some third party other than or in addition to a close relative |
