References
Two references must be obtained in relation to the employment of external applicants
(excluding medical and dental staff). One reference should be from the most recent
employer (which is usually the applicant’s current line manager) and their relationship
to the applicant should be identified. If the applicant is in their final year of full-time
education/study, a lecturer is acceptable
Employment check must be obtained in relation to the employment of internal
applicants (excluding medical and dental staff). This is obtained using ESR with
confirmation of any disciplinary issues given by the HR Employee Relations team.
Please refer to reference policy for more detail.
For medical and dental staff, three references must be obtained. One reference must
be from the most recent employer. References must also be provided from the
relevant specialty, where appropriate, and should be relevant to the preceding 12
months.
An employment history of 3 years in total must be covered by the referees.
Health Declarations
Any candidate offered a post will have to declare if they have a health condition or
disability which might impair their ability to undertake effectively the duties of the
position which they have been offered. If this is the case, they will be referred to
Suffolk Occupational Health for a formal health assessment which will be carried out
and determined, fairly, objectively and in accordance with equal opportunities
Registered Document 1943 Page 5 of 8
Employment Checks and Clearances for Applicants and Employees Policy v7.0 Implementation Date 01 February 2017
legislation and good occupational health practice and in accordance with current
Department of Health guidance Applicants for some posts (e.g. medical staff) as
identified by Occupational Health, must also have a medical laboratory report of the
immunisations and tests they have received, along with the results and dates. This
must be completed before appointment.
Applicants are expected to comply with all reasonable requests from Occupational
Health. Failure to do so will result in any conditional offer being withdrawn.
If after a formal health assessment has been undertaken which has deemed an
applicant is fit to work, but before commencing employment, the applicant’s health
situation changes, or new information is presented, the original assessment will be
declared invalid and another formal health assessment will be necessary. If the
applicant is then deemed not fit for the post then the offer of employment will be
withdrawn
Criminal Convictions
Before appointment, applicants must provide a statement of any criminal convictions
or cautions (previously received or pending) using the Trust’s self-declaration form.
Under the Rehabilitation of Offenders Act 1974 (exceptions Order) 1975, applicants
for certain posts are not entitled to withhold information about convictions which for
other purposes are 'spent’.
These include all professional clinical posts, any posts
where the post holder has access to patients in the normal course of their duties and
financial services posts.
Pre- employment checks under the Disclosure and Barring Service Disclosure system
will be made where considered appropriate by the Trust in accordance with the DBS
Code of Practice.
An employee must disclose any offence or charge, including being arrested,
cautioned, reprimanded, receiving a final warning, being under current police or any
other Investigatory Body investigation or being convicted (by a Court or Court Martial)
within the United Kingdom or in any other country, during the period that they work for
the Trust, even if this does not result in a formal prosecution. Any situation must be
reported to their line manager who at that time will discuss this with the appropriate
Human Resources Business Partner. Failure to do so may result in disciplinary
action.
The Secure Storage, Handling, Use, Retention and Disposal of Disclosures and
Disclosure Information Policy is available for further information.