HRR Recruitment Limited follows stringent quality guidelines and takes every reasonable precaution to ensure that all candidates supplied to its Clients maintain the highest standards of professional and personal conduct.
However, despite our stringent quality procedures and the vulnerable position that supply staff can sometimes find themselves in, occasionally difficult or sensitive issues can arise. Both Client and Candidate feedback is essential to us in order to ensure we continually work towards improving our service.
HRR Recruitment Limited has set out the following procedures which must be adopted by staff when dealing with Allegations/Misconduct as well as the responsibilities of HRR Recruitment Limited with regard to Child Protection/Safeguarding issues.
Each candidate has a notes section in their electronic file. Details of any allegation or complaint against a candidate, together with a detailed account of all actions taken in the course of any investigation are recorded here and in their physical file. Copies of statements and all correspondence are also kept, as well as a chronological sequence of events.
Following the receipt of a complaint or report of an incident, we explain that we have certain procedures for handling incidents and that we will be happy to set these in motion if the client wishes.
In determining how far to purse the investigation, we are usually guided by the clients’ attitude to the allegation. If the incident is considered by either the client or a parent serious enough to warrant further investigation, we adopt the following procedures:
After receiving details of the complaint/allegation from the client we will inform the candidate that an allegation has been made and that they will be suspended from working during the investigation process.
We arrange a meeting with candidate concerned, stating that this is not to be regarded as a disciplinary procedure, merely an investigation of a formal allegation which we have received. The details of the allegation are presented at this point (copies are handed out only with prior consent from the client) and the candidate is invited to comment.
The candidate’s comments are noted and read back to them and signed for confirmation that we have noted the response accurately. We inform them that we will report the comments back to the client and that the client may or may not wish to pursue matters and that we will keep them informed of further developments.
We will contact the school informing them of the steps we have taken and ask the school to confirm the stage of their own internal investigation, if required we will arrange a meeting with candidate and the client. We are usually led by the school’s procedures and timescales.
If the candidate accepts responsibility for their actions and expresses regret, we will give advice as to the dangers of laying himself/herself open to allegation. We also draw attention to our Code of Conduct and explain that the future of the candidate as a member of our temporary staff will be dependent on his/her acceptance of and adherence moving forward to the Code. If, however, the candidate denies the charge, we simply note his/her comments and say that we will report these back to the school. We inform them that following this meeting, the school may or may not wish to pursue matters and that we will keep them informed of further developments.
The client is advised that if the matter cannot be resolved and that the seriousness of the allegation warrants further action, to adopt whatever measures would normally come into force to meet legal requirements. During the course of any such proceedings a senior representative of HRR Recruitment Limited will be available to attend, if requested, any meetings to share information and co-operate fully with the Client/Authority pending a final decision. All internal paperwork will also be made available. Following the outcome of any such investigation, we are guided by the Client/Authority’s decision when considering the candidates future as an HRR Recruitment Limited worker.
If HRR Recruitment Limited receives information following registration of a candidate which may be relevant to his/her suitability for a post within a client, we would first assess its severity. If it is apparent that the information is of a serious nature and could be a child protection issue, then we would notify all relevant parties immediately and implement the following procedure:
Managers will immediately make the Director or Designated Safeguarding Officer aware of any candidate having serious allegations made against them.
Any serious acts of misconduct will be dealt with by the Designated Safeguarding Officer.
Any candidate who presents false documentation or has a serious allegation made against them is referred to the relevant body i.e. LADO (the Local Authority Department Officer) or NCTL (the National College for Teaching and Leadership). If appropriate, these bodies can prohibit staff, meaning the person concerned is not allowed to teach in clients i.e. schools, day nurseries, relevant youth accommodation and children’s homes in England.
If an allegation is of a less serious nature and does not require referring to the above department, we will suspend the candidate and require them to attend an interview with HRR Recruitment Limited about the incident as previously described.
It is HRR Recruitment Limited utmost priority that incidents and complaints are dealt with in a fair manner. Our operating system of individual, accountable Consultants for Clients and Candidates means that a Consultant will normally deal with a complaint until its resolution. If at any time a Complainant is not satisfied with the treatment of their Complaint, then HRR Recruitment Limited has a clear line management structure for the complaint to be referred to a more senior level.
Policy Review Date August 2018
Next Review Date August 2019