Several aspects determine the need to perform criminal record checks on workers or hopeful applicants. Certain professions legally need a police check under regulatory or administrative structures for licensing, registering, or hiring purposes. Some of these professions may include teachers, lawyers, the police, community care employees, taxi drivers, correctional staff, bail justices, financial brokers, elderly-care givers, and health practitioners.

These professions need compulsory criminal record checks and one cannot start working unless a current check result is gained and can be produced on inquiry.

Alternatively, more employers choose to do police checks as a way of their risk mitigation policy. This is because it is known as a productive way to protect against possible risks. Other benefits that come with performing police checks include;

  • Protection of property, workers, resources, and company data.
  • Advocacy of a safe operating environment.
  • Minimizing the chances of theft.
  • Maintaining a company’s track record and reputation.
  • Making sure that workers are ethical, trustworthy, and honest.

To determine if a police check is necessary, a proprietor needs to assess a risk-based method based on a complete understanding of the risks every role may be threatened with and the context that it operates within.   For instance, an IT employee has access to client or company sensitive data and is, therefore, a possible risk of mishandling such data. A police check on the employee is critical to ensure that they do not have any theft, fraud, or embezzlement history.

Importance of a Police Check Strategy

As part of your organization’s wider risk management strategy, it is recommended that you develop a resilient police check strategy to avert discrimination and construct a productive work environment that promotes an equitable and legal treatment of workers. Writing down your strategy can enable both prospective applicants and present employees to completely comprehend the company’s goals in performing police checks.

This way, you avoid misconceptions that can disturb the well-being and productivity of employees. A written policy also sets out the company’s legal responsibility under anti-discrimination laws, convince workers that they will not be handled unfairly, inconsiderately, or harshly since they have some kind of criminal record.

Steps Involved in Formulating a Police Check Strategy

By specifying these facts in a written strategy which workers can refer to all through the screening exercise, the employer creates a sense of fairness and assurance. If the employer contemplates these aspects for the first time while responding to the divulgence of one’s criminal history, they may put themselves at risk of discrimination allegations. Typically, a police check strategy should have the following:

  • A statement regarding the company’s commitment to respect the anti-discrimination of spent conviction and laws on privacy, heeding to natural justice and equity.
  • A summary of both the company’s and employee’s civil rights and responsibilities on this matter.
  • A summary of the company’s other legal responsibilities – like compliance with industry-specific laws.
  • Detailed measures for probing the requirements of every role, containing how and when police checks can be requested.
  • People mandated to conduct the different factors of the risk management procedure.