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ALLSTAFF EMPLOYMENT - "CODE OF ETHICS"
1. We will ensure that they and our staff comply with the provisions of the 1973 Employment Agencies Act as amended, the Conduct of Employment Agencies and Employment Businesses Regulations 1976 and any future amendments, other relevant legislation, statutory codes and official guidance including the relating to equal opportunities and equal pay, taxation, health and safety, data protection, trade union membership, immigration, rehabilitation of offenders, telecommunications privacy and working time. We will ensure that any revisions or updates or relevant legislation and codes communicated to staff and adhered to accordingly.
2. We will ensure that work seekers and hirers are made aware of the standards of practice required by this Code and any specialist codes that apply
3. We will ensure that our staff are informed and trained to carry out their duties effectively, and that they seek to improve continually the performance of our staff by continuing development of their knowledge and skills
4. We will make every effort to avail ourselves of appropriate training and development opportunities
5. We will deal with and represent ourselves to work seekers, hirers and others fairly, openly, honestly and courteously at all times, and will safeguard against actions deemed to bring the recruitment industry into distribute.
6. We will ensure that the temporary and contract workers supplied to clients are eligible to work in the UK. When introducing candidates for permanent or fixed term positions to be directly employed by the client, we will ensure that candidates and clients are aware of any eligibility criteria that may apply.
7. We will document accurately, contemporaneously and appropriately all stages of the recruitment process, including the results of interviews, tests and references.
8. We will establish and operate in accordance with our own internal written complaints procedure which should aim to effect swift and appropriate resolution to companies. This procedure should be clearly communicated to all staff, work seekers and hirers and must be followed when dealing with complaints brought against us.
9. All advertisements must be accurate. All descriptions, claims and comparisons must be capable of substantiation.
10. All specific vacancies advertised, including those displayed on a website, must have been already registered with the agency by the client and must be available at the time of going to press, or being put on display. Filled vacancies must be removed from display as soon as reasonably practicable.
11. The express agreement of work seekers must be obtained before a CV or any personal details which might identify the candidate, are displayed on any website.
12. No personal details or details which might identify the work seeker, such as name of their current employment or information which might identify the current employer should be displayed in any website.
13. On initial contact with a hirer we will provide clear and accurate information about the services we may provide, including, but not limited to, clear written terms of business, policies regarding checking of references, qualifications and obtaining Criminal Records Bureau checks where relevant. We should confirm how our terms of business will be transmitted eg whether by post, fax or email, and should maintain a record of how such information has been transmitted to each hirer.
14. We will submit or transmit details of work seekers to hirers only in respect of registered vacancies or fields of potential interest.
15. We will endeavour to take up references as appropriate on temporary or contract workers before providing them on assignment to hirers. If for exceptional reasons, referees have not been contacted, the hirer must be informed.
16. We will only submit to a hirer details of candidates who have agreed that their details may be passed on to that hirer. We will reach a clear understanding with the hirer on the procedure to be adopted for submitting a work seekers details, including advising hirers of the steps to be taken should the hirer receive the same work seekers details from more than one agency.
17. We will inform the hirer where the member has not carried out a face to face interview prior to the hirer interviewing the work seeker.
18. Where we have previously received a fee for placing a work seeker with their current employer, we will not approach the work seeker to offer work seeking services with a view to placing the work seeker elsewhere, unless the current employer agrees to that approach.
19. If we have received a fee for placing a work seeker and the worker approaches the member during the rebate period to ask for alternative employment, then the following will apply: a) if the work seeker is offered alternative employment by us and accepts it within the rebate period then rebate is payable from the date of accepting the new offer of employment; b) if the work seeker has requested alternative employment during the rebate period, but none is found during the rebate and the work seeker remains in the original employment, then no rebate is payable.
20. We must at all times observe the duty of confidentially. Disclosure of information or data identifying a client either explicitly or implicitly must be restricted to those involved in or an integral part of the recruitment process.
21. We will treat information from clients confidentially. Disclosure of information or data identifying a client either explicitly or implicitly must be restricted to those involved in or an integral part of the recruitment process.
22. Upon registration of a work seeker, we will provide clear and accurate information about the services they may provide, including but not limited to clear and accurate written terms of engagement for temporary and contract workers, which state unequivocally the type of contract on which the temporary worker is engaged (that is on a contract for services or of service (ie employment)), and any services provided for which payment may be charged.
23. We will pay temporary workers promptly and efficiently and in accordance with our contract with temporary workers. In the event of any unavoidable delay in payment, the temporary workers should inform immediately of the reason for the delay, steps to be taken to resolve late payment, and likely timescale for resolution of the reason for late payment. We may not penalise temporary workers, for example for having been late or failed to attend part or all of an assignment or for poor performance, by making deductions from pay due for time that they have actually worked.
24. We will agree with work seekers the procedure for submitting their details to hirers, we will not disclose a work seekers identity and/or identifiable employment details to a hirer without first obtaining the work seeker's express permission unless the work seeker has agreed in advance that the member may do otherwise.
25. We will treat information about work seekers confidentially. Disclosure of information or data identifying a work seeker either explicitly or implicitly must be restricted to those involved in the recruitment process. Hirers will be encouraged to treat information to wor
26. Where possible, we will keep registered work seekers informed of their progress in seeking to find work for them and of any application for work being pursued on their behalf. We must agree wit work seekers the procedure for keeping them so informed, including whether it will be the work seeker or the agency that should initiate contact with the other
27. We must agree timescales within which they will return hirers' and registered work seeks' telephone calls, emails and other correspondence.
28. We must state clearly to work seekers at what stage references will be taken up and how they will be used. Only referees provided by the work seeker should be contacted, unless express permission from the work seeker is obtained.
29. We must make clear to work seekers that we will not approach a current employer without the work seeker's written permission. Where a work seeker's current or most recent employer is not named as referee, members must obtain express permission before contacting the employer for a reference. Information obtained through a reference must be treated as confidential to the recruitment process.
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