CRB (Criminal Records Bureau) or DBS (Disclosure and Barring Service) checks are now a widely accepted part of the employment service. There are very few job roles which don’t involve a degree of trust. It may be that your potential employee will be working with or close by children or vulnerable adults, in hospitals, schools, handling money, or being responsible for security.
Nasty incidents do occur unfortunately and in addition to the obvious importance of not letting these things happen in the first place, it is also important for companies to show that they are responsible in their choice of employees as well as putting in place all the procedures that are possible in the hope that nothing happens. This sort of bad publicity can be very damaging to businesses.
CRB or DBS Checks
The CRB or DBS checks are designed to thoroughly check people´s backgrounds against whether they have been convicted, cautioned, reprimanded or warned about certain incidents. Having seen a certificate showing this, companies can deem someone suitable or not for a job.
There are three different CRB or DBS levels - basic, standard and then enhanced.
The Enhanced Disclosure CRB check is the most in-depth check that is available. It involves checks into:
Convictions
Cautions
Reprimands
Warnings
Relevant convictions in Scotland and Northern Ireland
Local police records
Adult and child barring registers
Who should be getting an Enhanced CRB Check?
This is the most thorough check and also usually the most time consuming and expensive, so it is recommended that you check that it is the Enhanced check that you need.
Those who will need an Enhanced CRB check to carry out their work include:
CRB check to carry out their work include:
1. Those who work with vulnerable adults once a week or more, or 4 days in any 30 day period, or overnight, whilst teaching or training or providing guidance or advice - whether you are a worker, or volunteer.
2. Those who work once a week or more 4 days in any 30 day period or overnight in an adult care home or and adult detention centre.
3. Armed security guards working for a Government department or to work for National Security service.
4. Members of peer support groups - such as Alcoholics Anonymous.
Nasty incidents do occur unfortunately and in addition to the obvious importance of not letting these things happen in the first place, it is also important for companies to show that they are responsible in their choice of employees as well as putting in place all the procedures that are possible in the hope that nothing happens. This sort of bad publicity can be very damaging to businesses.
CRB or DBS Checks
The CRB or DBS checks are designed to thoroughly check people´s backgrounds against whether they have been convicted, cautioned, reprimanded or warned about certain incidents. Having seen a certificate showing this, companies can deem someone suitable or not for a job.
There are three different CRB or DBS levels - basic, standard and then enhanced.
The Enhanced Disclosure CRB check is the most in-depth check that is available. It involves checks into:
Convictions
Cautions
Reprimands
Warnings
Relevant convictions in Scotland and Northern Ireland
Local police records
Adult and child barring registers
Who should be getting an Enhanced CRB Check?
This is the most thorough check and also usually the most time consuming and expensive, so it is recommended that you check that it is the Enhanced check that you need.
Those who will need an Enhanced CRB check to carry out their work include:
CRB check to carry out their work include:
1. Those who work with vulnerable adults once a week or more, or 4 days in any 30 day period, or overnight, whilst teaching or training or providing guidance or advice - whether you are a worker, or volunteer.
2. Those who work once a week or more 4 days in any 30 day period or overnight in an adult care home or and adult detention centre.
3. Armed security guards working for a Government department or to work for National Security service.
4. Members of peer support groups - such as Alcoholics Anonymous.