Dismissals after Vetting refusal

R Wilce made this Rhyddid Gwybodaeth request to Devon and Cornwall Police Authority

This request has been closed to new correspondence from the public body. Contact us if you think it ought be re-opened.

Mae'r cais hwn wedi cael ei dynnu'n ôl gan y sawl a'i wnaeth. Efallai y bydd esboniad yn yr ohebiaeth isod.

Dear Devon & Cornwall Police Authority,

In the last 2 years, how many employees (or potential employees) have been refused employment having failed vetting and whom have not been treated in accordance with the Information Commissioner's Employment Practice Code, in particular:

1.1.3 On receiving identifiable particulars of applicants from an agency ensure, as soon as you can, that the applicants are aware of the name of the organisation holding their information.

1.6.1 Only use vetting where there are particular and significant risks involved to the employer, clients, customers or others, and where there is no less intrusive and reasonably practicable alternative.

Wherever practicable obtain relevant information directly from the applicant and, if necessary, verify it rather than undertake pre-employment vetting.

1.6.4 Only use vetting as a means of obtaining specific information, not as a means of general intelligence gathering. Ensure that the extent and nature of information sought is justified.

1.6.4 Only use vetting as a means of obtaining specific information, not as a means of general intelligence gathering. Ensure that the extent and nature of information sought is justified.

Key points and possible actions

Ensure that there are clearly stated objectives in any vetting process.

Consider the extent and nature of information that is sought against these objectives.

Eliminate any vetting that consists of general intelligence-gathering. Ensure that it is clearly focussed information that will have a significant bearing on the employment decision.

1.6.5 Only seek information from sources where it is likely that relevant information will be revealed.

Key points and possible actions

Ensure that those who will seek the information are briefed about which sources to use, ensuring that those sources are likely to produce relevant information.

1.6.6 Do not place reliance...... Allow the applicant to make representations regarding information that will affect the decision to finally appoint.

1.6.8 If it is necessary to secure the release of documents or information from a third party, obtain a signed consent from the applicant.

Key points and possible actions

If you are asking a third party, such as a previous employer, to disclose confidential personal information to you the third party will need the applicant’s permission before doing so.

It may be easier for you to obtain this permission from the applicant and pass it on to the third party than for the third party to obtain permission directly.

Yours faithfully,

R Wilce

Dear Devon & Cornwall Police Authority,

Please be aware that this request is now out of time. I am aware that you have forwarded the matter to the Constabulary (no response to date); however, you were the employer, not the Constabulary and as such I consider it incumbent upon you to ensure that the information is supplied in a timely fashion.

Yours faithfully,

R Wilce

Dear Devon & Cornwall Police Authority,

Please be aware that this request is now out of time.

Yours faithfully,

R Wilce

Devon and Cornwall Police Authority

Dear Mr Wilce

We received your permission to forward your request to the organisation holding the information that you requested on Friday 23 July at 17:37. It was forwarded to that organisation (the Devon & Cornwall Constabulary) on Monday 26 July. I have checked with them and they will respond to you by 23 August.

Kind regards,

Eleanor Tanner

dangos adrannau a ddyfynnir

Gadawodd Peter Danby anodiad ()

Just to let you know no UK police constable has a disclosure and barring (CRB) check. All UK police constabularies have in-house check ranging from every 12 months to every 12 years, no continuity at all.... Devon and Cornwall police employed PCSO Peter Bunyan from 2003 till 2013, Devon and Cornwall police apologised for him not having a CRB disclosure, they lied to the journalist" he was later to be convicted as a paedophile. paedophile.https://www.whatdotheyknow.com/request/u...