Equal opportunities
Construction Recruitment Specialists (“CRS”) is committed to a policy of equal opportunities for all work seekers and shall adhere to such a policy at all times and will review on an on-going basis on all aspects of recruitment to avoid unlawful or undesirable discrimination. We will treat everyone equally irrespective of gender, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or membership or non-membership of a trade union and we place an obligation upon all staff to respect and act in accordance with the policy.
CRS shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. CRS will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualification and ability to perform the relevant duties required by the particular vacancy.
1. Candidate/ temporary worker and intermediary details
Do you have immigration permission to work in the UK?
In line with Home Office guidance on the prevention of illegal working we will need to verify and take a copy of your original ID documentation as evidence of your right to work in the UK if you are to be engaged by CRS for temporary work.
This section should be completed where the individual is a temporary worker and is engaged via an intermediary such as an umbrella company, a personal services company, a partnership, a CIS intermediary or other or operates as a sole trader.
Intermediary details (i.e. the party receiving payment for the worker’s services)
2. Criminal record disclosure
We are asking you to complete this form in relation to job roles which are not exempt from the Rehabilitation of Offenders Act 1974. For this reason, you are only required to disclose information about unspent convictions. You are not required to disclose spent convictions on this form.
Additionally, you are not required to declare any information about ‘protected’ offences – (offences to which the filtering rules apply). If you are unsure as to whether a conviction is unspent/spent or protected (filtered) you can contact organisations such as NACRO or Unlock for further information
If you wish to be put forward for/if any role is identified which may be suitable for you but which is exempt from the Rehabilitation of Offenders Act 1974, meaning that you are required to disclose spent convictions, we will ask you to complete an additional criminal disclosure form. You are not required complete that additional form if you do not wish to be put forward for that type of work.
If yes, please provide the offence dates, dates of conviction/caution, offence types and sentences below:
(You are not required to provide any information about protected (filtered) offences.)
If you have declared any convictions you are welcome to provide us with any additional information that you think may be relevant and which will help us to determine your suitability to be put forward for roles with our clients. This could include for example information about the circumstances of the offence, any work (paid or voluntary) or training that you have undertaken since, change in your circumstances etc.
We will seek to put forward/supply the best possible candidates to our clients. Having a criminal conviction will not necessarily exclude you from the process.
The information given will be treated in the strictest of confidence and only taken into account where, in our reasonable opinion, the offence is relevant to the post to which you are applying. Failure to declare a conviction may require us to exclude you from our register if the offence is not declared but later comes to light. If you are working in an assignment with a client at the time that we are made aware of a conviction that have not disclosed to us, we may be legally required to inform our client of that information and your assignment may be terminated.
3. Qualifications, authorisations
Please confirm if you have the following – we will take copies of your original cards/documents for our records:
4. Health and Disability
The following questions on health and disability are asked in order to find out your needs in terms of reasonable adjustments to access our recruitment service and to find out your needs in order to perform the job or position sought.
Do you have any health issues or a disability relevant to the role which may make it difficult for you to carry out functions which are essential for the role you seek?
If yes, please specify below:
If you have a disability, what are your needs in terms of reasonable adjustments in order to access this recruitment service and to attend interview, or to take aptitude tests etc.?
5. Emergency Contact
48 HOUR OPT OUT AGREEMENT
1.DEFINITIONS
1.1. In this Agreement the following definitions apply:
“Agency Worker” means [insert name of agency worker];
“Assignment” means the period during which the Agency Worker is supplied to provide services to the Client;
“Client” means the person, firm or corporate body using the services of the Agency Worker;
“Employment Business” means [Construction Recruitment Specialists] [Limited], (registered company number [12553602]) of [insert address]; and
“Working Week” means an average of 48 hours each week calculated over a 17-week reference period.
1.2. References to the singular include the plural and references to the masculine include the feminine and vice versa.
1.3. The headings contained in this Agreement are for convenience only and do not affect their interpretation.
2. RESTRICTION
The Working Time Regulations 1998 (as amended) provide that the Agency Worker shall not work on an Assignment with the Client in excess of the Working Week unless s/he agrees in writing that this limit should not apply.
3. CONSENT
The Agency Worker hereby agrees that the Working Week limit shall not apply to the Assignment.
4. WITHDRAWAL OF CONSENT
4.1. The Agency Worker may end this Agreement by giving the Employment Business [3 months] notice in writing. Select any period up to a maximum of 3 months.
4.2. For the avoidance of doubt, any notice bringing this Agreement to an end shall not be construed as termination by the Agency Worker of an Assignment with a Client.
4.3. Upon the expiry of the notice period set out in clause 4.1 the Working Week limit shall apply with immediate effect.
5. THE LAW
This Agreement is governed by the law of England & Wales and is subject to the exclusive jurisdiction of the Courts of England & Wales
Signature: Signed by the Agency Worker
Data Protection Statement
CRS provides work-finding services to its clients and work-seekers. We must process personal data (including sensitive personal data) so that we can provide these services – in doing so, we act as a data controller. This is why we have asked for your personal data on this form. When we process your personal data we must do so in accordance with data protection laws. Those laws require us to give you a Privacy Statement to explain how we manage your personal data. Please see the Privacy Statement which we will give to you separately.
