BS 7858:2006 pdf download

BS 7858:2006 pdf download.Security screening ofindividuals employed in asecurity environment-Code of practice.
4.3 Provision of information
All individuals applyrng for relevant employment and all existing employees transferred to relevant employment from other duties should be required to sign the application form declaration (see Annex B, Form 5) and to provide the following.
a) Proof of identity and address of residence; the documents that should be presented are listed on the SIA website (http://www.the-sia.org.uk/) and conform to the SIA requirements for licensing. The presentation of a valid and current SIA licence satisfies this recommendation, and copies of the documents should be retained in the screening file.
b) Details of their education, employment, periods of self-employment, unemployment and gaps in employment throughout the security screening period.
c) The names of two individuals with personal knowledge of the individual being security screened, from whom a written character reference can be requested. Each character reference should confirm that nothing is known about the individual being security screened which would reflect adversely upon their suitability for the employment concerned.
The individuals providing character references should be asked to confirm the nature of their relationships with the individual subject to the security screening and that. they have known the applicant for a minimum of 2 years within the past 5 years.
Character references should not be obtained from relatives of and/or persons residing at the same address as the individual being security screened.
d) Details of all cautions or convictions for criminal offences, including motoring offences and pending actions, su1ject to the provisions of the Rehabilitation of Offenders Act 1974 111 (see Annex A).
e) Details of all bankruptcy proceedings and court judgments.
f) An acknowledgement that misrepresentation, or failure to disclose material facts, either during application or throughout employment may constitute grounds for immediate dismissal and/or legal action.
g) A statement authorizing an approach to current and former employers, government departments, individuals providing character references, etc. for verification of a continuous record of their career and history.
h) Assistance fri obtaining a continuous record of evidence in writing confirmmg that there is nothing in their background which would reflect adversely upon their suitability for the l)roposed employment. If I)ermission to contact a current employer is withheld until an offer of provisional employment is made, the individual should be informed that it is a condition of the offer of provisional employment that the offer will be withdrawn if the security screening is not concluded satisfactorily.
NOTE Effective secu. rity screening is dependent upon those ha ‘ing knowledge of the mdiv idna I being security screened supplying iifonnatmn (tud references. It ‘is hoped (Il.(1! individuals and organizations will cooperate in s’uppiyi ny inforinat ion and references when requested to do so, unless there ire good and substantial reasons for not d4J lfl[) SO.
4.4 Continuous record of career and history
For security screening purposes, the organization should establish by direct reference to current and former employers, government departments, educational authorities, etc., with confirmation from them in writing, details of education, employment, periods of self-employment and unemployment of the individual being security screened for the whole of the security screening period with no unverified periods greater than 28 days Isee 4.5e)].
4.5 Verification of information
For security screening purposes, verification of the following should be sought, confirmation obtained in writing and copies retained (see Clause 9).
a) Date of leaving full-time, secondary education; in the case of individuals who state that they ceased full-time secondary education during the security screening period, the written record should confirm the date of leaving. For those who left an educational establishment at the end of a school year (summer term), the period up to 1 November of that year may be considered as part of the school career; for those leaving at other times of year, the period of grace should be limited to two months. If verification is not possible with the educational establishment, the date of leaving should be confirmed by the referees.
Periods and type of employment (e.g. full time, part time, casual or occasional); obtained from previous employers, although reference to a current employer should not be made without tile individual’s prior written permission.
In addition, the organization should enquire:
i) as to the reason for leaving.