The Weald Lawn Tennis and Squash Racquets Club is committed to safeguarding children (anyone under 18) and adults at risk. The Club complies with National Safer Recruitment Procedures and relevant legislation to ensure a consistent and thorough recruitment process. This includes conducting Disclosure and Barring Service (DBS) checks for applicable positions.
The aim of this policy is to deter individuals who might abuse children or adults at risk from applying for roles where they will have access to these vulnerable groups. Those involved in recruitment and selection are responsible for familiarising themselves with and complying with this policy.
This policy applies consistently to all staff regardless of age, disability, gender reassignment, marital or civil partnership status, pregnancy or maternity status, race, religion or belief, sex, or sexual orientation.
Recruitment Process
If a role involves working with children or adults at risk, the requirements will be reviewed to determine if a DBS check is necessary.
We will advertise any vacant positions, and advertisements or job descriptions will specify the requirement for the appropriate DBS check.
All applicants must complete a standard application process to ensure they have all necessary information about the organisation and the advertised role, allowing us to assess their suitability. This process collects essential information such as employment history (paid or voluntary), educational background, and qualifications.
During the application process, applicants are asked to confidentially self-disclose any unspent criminal offences or child protection investigations. For roles requiring an enhanced DBS check, we will also ask applicants to disclose any unprotected spent offences. If this information raises safeguarding concerns, it will be shared with the LTA Safeguarding Team.
We will take reasonable steps to confirm applicants’ suitability for the role, including verifying qualifications and professional memberships, assessing skills and relevant experience, and asking for explanations of significant gaps or changes in employment history. Interview questions may also be designed to assess the attitudes and values needed for working with children.
Applicants will provide contact details for referees during the application process. References are typically sought after a conditional offer of employment has been made, though we may sometimes ask for consent to contact a referee before an offer.
All conditional offers of employment are subject to satisfactory completion of all vetting processes, including references.
DBS Checks
Any individual intending to work in Regulated Activity with children, young people, or adults is required to complete an Enhanced DBS check and Barred List check before starting employment and at least every three years thereafter.
Regulated activity is defined in the Safeguarding Vulnerable Groups Act 2006 (SVGA) and amended by the Protection of Freedoms Act 2012 (PoFA).
For roles that involve work with children or adults at risk but are not defined as Regulated Activity, an Enhanced DBS check is still required before employment and every three years during engagement. WLTSRC will regularly review the nature of roles to determine their classification as Regulated Activity.
All conditional offers of employment are subject to receipt of a satisfactory DBS check conducted through the LTA, and an Overseas Criminal Record check if applicable.
To minimise risk, if a role requiring an Enhanced DBS check is delayed, the Chair may authorise an individual to begin work in a supervised capacity, provided this does not apply to Regulated Activity roles.
If we are dissatisfied with the results of any checks (DBS or Overseas Criminal Record), we may withdraw a conditional offer of employment if an applicant fails to cooperate or if the process is not completed within a reasonable timeframe.
Staff beginning new duties that involve Regulated Activity will be required to complete a new Enhanced DBS and Barred List check.
All agency workers and contractors engaged by the Club must comply with Enhanced DBS and Barred List Check requirements. If new or adverse information arises, the Club will require the agency to withdraw the temporary worker immediately. Additionally, the Club will consider the implications of these policy requirements on service agreements for contractors involved in Regulated Activity.
DBS Checks Revealing Content
A DBS check will disclose any spent convictions, cautions, or reprimands that are not protected and have been subject to filtering. DBS checks may also reveal other relevant information based on the position applied for.
The LTA will receive notification if a DBS check reveals content (i.e an offence) but will not know the details. When the LTA receives such notification, the applicant will be asked to provide the original DBS check for review. The LTA will then assess the information to determine if further action is needed.
If the DBS check is not provided for review, the Club may withdraw any conditional offer of employment and take appropriate steps to prevent the individual from working with children and adults at risk.