Evidence of Identity & Proof of the right to work in the UK
All new employees are expected to provide evidence of their identity, either before their employment commences or on their first day of employment. You will be asked to provide certain documentation to prove your eligibility to work in the UK and also to support your application to obtain a Basic Criminal Record Check.
If you are unable to provide evidence of your identity on or before your first day, you will be sent home to collect the documents and will not be allowed to return to work or be paid until you have done so. Please do not be offended by this, it is to ensure that we comply with Home Office legislation.
Criminal Record Checks (CRC’s)
We will ask you to complete forms in order for us to carry out checks on your background, including past criminal convictions. When we do this we will offer you the opportunity to tell us of any possible issues we may come across.
Any offer of employment with Lowri Beck is subject to satisfactory clearance of a basic criminal record check (CRC). This will provide the company with details of any unspent convictions. If an adverse result is returned then we will have to consider the effect this may have on you carrying out your new role and whether any of our supplier contracts could be negatively affected. This assessment may result in the termination of your employment.
Background checks may happen both on commencement and during your employment. The completion of a background check is not optional and any delay in providing information for the check may result in disciplinary action being taken against you. You will be asked to provide your consent before any check is undertaken.
We will also complete driver checks (if applicable to your role). This will include a check to ensure that you have a valid Drivers Licence, the correct type of insurance and whether you have any penalty points or endorsements on your licence. We do not recruit anyone who has over 3 penalty points on their drivers licence and employees already employed are allowed a maximum of 6 penalty points.
Random drug and alcohol tests
As part of our Drugs and Alcohol Policy, up to 10% of the workforce will be selected at random each year and asked to provide samples for testing.
A complete work history with an explanation for any gaps
It is company policy that we obtain references from your previous two employers before an identification pass is issued. We also ask for your full work history and also an explanation of where and why there may be any gaps. This will be required and undertaken for all successful applicants.
All formal offers of employment are dependent on reference checks being successfully obtained. Obtaining references can sometimes be a lengthy process, and therefore, where possible, all applicants are asked to assist in following up reference requests.
We also advise successful candidates to contact referees to notify them that we will be in contact shortly for the purpose of providing a reference. This can also help speed up the process.
It is company policy not to apply for references until an offer of employment has been made.