Access NI Policies

Access NI Policies

Policy on the recruitment of ex-offenders

  1. Clanrye Group complies fully with the Code of Practice, issued by the Department of
    Justice, in connection with the use of information provided to registered persons,
    their nominees and other recipients of information by AccessNI under Part V of the
    Police Act 1997, for the purposes of assessing Applicant’s suitability for employment
    purposes, voluntary positions, licensing and other relevant purposes. We undertake
    to treat all applicants for positions fairly and not to discriminate unfairly or
    unlawfully against the subject of a Disclosure on the basis of conviction or other
    information revealed.

  2. This policy is made available to all Disclosure applicants at the outset of the
    recruitment process.

  3. Clanrye Group are committed to equality of opportunity (see separate Equal
    Opportunities Policy), to following practices, and to providing a service which is free
    from unfair and unlawful discrimination*. We ensure that no applicant or member of
    staff is subject to less favourable treatment on the grounds of gender, marital status,
    race, colour, nationality, ethnic or national origins, age, sexual orientation,
    responsibilities for dependants, physical or mental disability, political opinion or
    offending background, or is disadvantaged by any condition which cannot be shown
    to be relevant to performance.

  4. Clanrye Group actively promotes equality of opportunity for all with the right mix of
    talent, skills and potential, and welcomes applications from a wide range of
    candidates, including those with criminal records. The selection of candidates for
    interview will be based on those who meet the required standard of skills,
    qualifications and experience as outlined in the essential and desirable criteria.

  5. We will request for an AccessNI Disclosure only where this is considered
    proportionate and relevant to the particular position. This will be based on a
    thorough risk assessment of that position and having considered the relevant
    legislation which determines whether or not a Standard or Enhanced Disclosure is
    available to the position in question. Where an AccessNI Disclosure is deemed
    necessary for a post or position, all applicants will be made aware at the initial
    recruitment stage that the position will be subject to a Disclosure and that Clanrye
    Group will request the individual being offered the position to undergo an
    appropriate AccessNI Disclosure check.

  6. In line with the Rehabilitation of Offenders (Exceptions)(Northern Ireland) Order
    1979 (as amended in 2014), Clanrye Group will only ask about convictions which are
    defined as “not protected” for the purposes of obtaining a Standard or Enhanced

  7. We undertake to ensure an open and measured and recorded discussion on the
    subject of any offences or other matters that might be considered relevant for the
    position concerned e.g. the individual is applying for a driving job but has a criminal
    history of driving offences. Failure to reveal information that is directly relevant to
    the position sought could lead to withdrawal of the conditional offer of employment.

  8. Clanrye Group may consider discussing any matter revealed in a Disclosure
    Certificate. We are only able to discuss what is contained on a Disclosure Certificate,
    and not what may have been sent under separate cover by the Police, with the
    subject of that Disclosure before considering withdrawing a conditional offer of

  9. We ensure that all those in Clanrye Group who are involved in the recruitment
    process have been suitably trained to identify and assess the relevance and
    circumstances of Disclosure information. We also ensure that they have received
    appropriate guidance and training in the relevant legislation relating to employment
    of ex-offenders (e.g. the Rehabilitation of Offenders (Northern Ireland) Order 1978).

  10. We undertake to make every subject of an AccessNI Disclosure aware of the
    existence of the Code of Practice, and to make a copy available on request.

  11. Having a criminal record will not necessarily debar you from working with Clanrye
    Group. This will depend on the nature of the position, together with the
    circumstances and background of your offences or other information contained on a
    disclosure certificate or provided directly to us by the policy.
    *We are only able to discuss what is contained on a Disclosure Certificate and not
    what may have been sent under separate cover by the Police.