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This document outlines the procedures and policies for assessing students and prospective students with criminal records related to their suitability for admission and participation in university
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How to fill out PROCEDURES FOR CONSIDERATION OF DISCLOSED CRIMINAL RECORDS

01
Review the guidelines provided for the procedures.
02
Gather all necessary documentation related to the disclosed criminal records.
03
Complete any required forms and ensure all information is accurate.
04
Submit the forms and documentation to the designated authority.
05
Follow up to confirm the receipt of your submission.
06
Attend any scheduled meetings or hearings, if applicable.
07
Await the decision or feedback regarding the consideration of the disclosed records.

Who needs PROCEDURES FOR CONSIDERATION OF DISCLOSED CRIMINAL RECORDS?

01
Individuals applying for jobs that require background checks.
02
Employers conducting background checks on potential hires.
03
Organizations with policies regarding the assessment of criminal history.
04
Legal entities representing individuals with disclosed criminal records.
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They can be criminal records, falsification of work or educational history, poor credit (for finance jobs), or inconsistency of the information provided. For some employees, even slight inconsistency or outdated information will lead to a failed check, especially for highly regulated fields like security or healthcare.
A criminal record can include: details of any offence you have admitted doing, and. any offence you have been found guilty of.
What is the difference between a CRB and DBS Check? There really is no difference between the CRB and DBS. The only difference is the ISA and CRB merged to create the DBS, Disclosure and Barring Service.
Your employer gives you a DBS check application form. You complete the DBS check form and return it to your employer, with documents to prove your identity. Your employer submits the form to the DBS. The DBS does your check.
The Commissioner found that in general, there is no obligation on an employee to disclose anything in his or her past which might prejudice him or her, however, in certain circumstances there may be a duty on an employee to disclose previous misconduct especially when it is of such a nature that it disqualifies him or

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PROCEDURES FOR CONSIDERATION OF DISCLOSED CRIMINAL RECORDS is a set of guidelines designed to manage how disclosed criminal records are to be evaluated in different contexts, ensuring fair consideration of individuals with such records.
Individuals or organizations that conduct background checks or who are involved in hiring processes where criminal records may be relevant are typically required to file these procedures.
To fill out the procedures, one must provide necessary details about the criminal record in question, including the nature of the offenses, dates, and outcomes, as well as the context in which the record is being evaluated.
The purpose is to ensure transparency and fairness in the evaluation of disclosed criminal records, allowing for rehabilitation and considering the relevance of the record to the position or situation.
The information that must be reported includes specific details about the criminal record such as the type of offense, conviction details, any rehabilitation efforts, and the relevance of the record to the matter at hand.
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Relevant keywords

criminal records DBS check university admissions safeguarding criminal convictions student policies risk assessment educational policies professional conduct confidentiality

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