Who does the BS7858:2019 Screening Standard apply to?
Will you actually contact my previous employers and referees?
Who will see my information and final report?
Why am I uploading my consent for the application?
What if I am unsure about signing my consent form?
What is a Subject Access Request (SAR)?
- What personal data it is being processed.
- The purposes for which the personal data is being processed.
- Who, if anyone, the personal data is disclosed to.
- The extent to which it is using the personal data for the purpose of making automated decisions relating to the data subject and, if so, what logic is being used for that purpose.
Employers are required to respond to an SAR by providing, in an intelligible form, copies of the personal data and any information about the sources of the data. There is currently a 30 calendar day time limit to respond to the request.
How long will you keep my data?
What is the GDPR?
What is Staffvetting doing regarding GDPR?
- we have updated all of our electronic systems increasing data integrity, confidentiality and availability.
- a new Data Processing Agreement which we and you agree to undertake from May 25, 2018 onwards.
- reviewing Staffvetting’s functionality to make Staffvetting more efficient for users who are subject to the GDPR.
- making all our consents clearer and understandible.
What information does the GDPR apply to?
What data will you keep relating to me?
Why carry out BS7858 Screening?
Is there a requirement for periodic re-screening?
Can a Candidate pass their probation period pending the full screening being completed?
What happens if our Candidate leaves our employment and then returns to us again?
Can our Organisation use a signed Acceptance of Risk as a way of accepting unverified periods in a Candidate’s history where they are unable to provide documentary evidence?
- The applicant is an active Director of another Company
- The applicant has County Court Judgement(s) to the value of over £10,000.00
- The applicant has a Bankruptcy Order
- Extending the allowed screening period by a maximum of a further 4 weeks to allow further information to be gathered
The standard of screening we carry out (BS7858:2019) identifies the above as potential ‘risks’ to Employers, and encourages further investigation prior to the offer of conditional employment, with an expectation that the applicant must make representation about the concern. If an Organisation is satisfied that the applicant’s financial history does not constitute a risk, then an executive of the employing Organisation, having reviewed the documentation, signs to accept the risk.
The reasoning behind the Acceptance of Risk in cases of an active Directorship is to ensure there will be no conflict of interests prior to offer of employment.
With regards to the County Court Judgement found following the Consumer Information Search Staffvetting are made not aware of the circumstances for the CCJ being issued, only the amount of the CCJ and the date of issue.