Recruitment of Ex-Offenders

Introduction

As an organisation which uses Background Checks to assess applicant’s suitability for positions of trust, we undertake not to discriminate unfairly against any subject of a Background Check on the basis of a conviction or other information revealed.

LAL is committed to the fair treatment of its current and potential staff, regardless of race, color, religion, sex (including pregnancy), national origin, age, disability or certain classifications based on genetic information, or any other characteristic protected by federal, state, or local laws, regulations or ordinances.

We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience.

A Background Check is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Background Check is required, the application form and recruitment documentation will state that a Background Check is required in the event of the individual being offered the position.

At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matters that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

We undertake to discuss any matter revealed in a Background Check with the person seeking the position before withdrawing a conditional offer of employment.

Assessing the Relevance of Criminal Records

Where the Background Check discloses a criminal record, an assessment to decide the relevance of the criminal record and the suitability of the individual to carry out the duties of the post will be made. To reach a fair and balanced decision this assessment will involve an evaluation of the associated risks. Protection of the applicant’s rights and interests must be weighed against the rights and interests of young learners, including LAL’s duties and responsibilities towards the same.

The Recruiting Manager in discussion with the HR Manager and General Manager will consider each case on its individual merits but will take into account the following factors as a minimum:

  • the relevance of the offence to the duties and responsibilities of the post,
  • the nature and level of contact with children,
  • the freedom of action in the post and the level and nature of available supervision,
  • what level of contact the post has with the public,
  • the seriousness of the offence and its relevance to the safety of other people and resources,
  • the length of time since the offence was committed,
  • details of the circumstances that led to the offence (domestic or financial problems),
  • changes to the individual’s circumstances that make re-offending less likely,
  • whether the individual has a history of re-offending,
  • the country in which the offence was committed

Before a final recruitment decision is made the applicant will have the opportunity to discuss the disclosure information with the Recruiting Manager. This will provide the applicant with the opportunity to explain, question and promote her or his own views.

Once a decision has been made, the Recruiting Manager will contact the applicant to explain the decision reached and will confirm the decision in writing.