4.1.2 Employers shall consider the following: whether the conviction or other matter revealed is relevant to the position in question; the seriousness of any offence or other matter revealed; the length of time since the offence or other matter occurred; whether the applicant has a pattern of offending behaviour or other relevant matters; whether the applicant’s circumstances have changed the offending behaviour or the relevant matters occurred; and, the circumstances surrounding the offence and the explanation(s) offered by the convicted person, which may need to be verified. 4.1.3 Ultimately, it is the responsibility of the employer to decide whether to the applicant a position. However, recruiters should be fully aware of their duties and responsibilities under the provisions of the Safeguarding Vulnerable Groups (NI) Order 2007 and any other requirements stipulated in law or by regulatory bodies. 4.2 Validity 4.2.1 Disclosures obtained from Access NI carry no absolute guarantee of accuracy. Neither do they carry a pre-determined period of validity; simply because a conviction or other matter could be recorded against the subject of the Disclosure at any time after it is issued. Employers are advised to make recruitment decisions as soon as possible after receiving their copies of Disclosures. 4.2.2 Where a prospective employee or volunteer disputes the information provided in a Disclosure, that dispute will need to be resolved before the employer can reach a recruitment decision. In the final analysis, if it should prove impossible to resolve matters by other means, the ANI dispute procedures will apply. In the event of a dispute about the accuracy of a Disclosure certificate, the applicant may make an application in writing to ANI for a new certificate. If ANI is of the opinion that the information in the certificate is inaccurate, it will issue a new certificate. Registered Bodies, including Umbrella Bodies or applicants, as appropriate, may contact ANI for assistance in this regard. 4.2.3 Where information has been released by the police to an employer in a separate letter, that information must not be discussed with the applicant. 4.3 Handling information 4.3.1 Security 4.3.1.1 Disclosure information must be kept securely and only entitled to see it in the course of their duties should have access.
4.1.2 Employers shall consider the following: whether the conviction or other matter revealed is relevant to the position in question; the seriousness of any offence or other matter revealed; the length of time since the offence or other matter occurred; whether the applicant has a pattern of offending behaviour or other relevant matters; whether the applicant’s circumstances have changed the offending behaviour or the relevant matters occurred; and, the circumstances surrounding the offence and the explanation(s) offered by the convicted person, which may need to be verified. 4.1.3 Ultimately, it is the responsibility of the employer to decide whether to the applicant a position. However, recruiters should be fully aware of their duties and responsibilities under the provisions of the Safeguarding Vulnerable Groups (NI) Order 2007 and any other requirements stipulated in law or by regulatory bodies. 4.2 Validity 4.2.1 Disclosures obtained from Access NI carry no absolute guarantee of accuracy. Neither do they carry a pre-determined period of validity; simply because a conviction or other matter could be recorded against the subject of the Disclosure at any time after it is issued. Employers are advised to make recruitment decisions as soon as possible after receiving their copies of Disclosures. 4.2.2 Where a prospective employee or volunteer disputes the information provided in a Disclosure, that dispute will need to be resolved before the employer can reach a recruitment decision. In the final analysis, if it should prove impossible to resolve matters by other means, the ANI dispute procedures will apply. In the event of a dispute about the accuracy of a Disclosure certificate, the applicant may make an application in writing to ANI for a new certificate. If ANI is of the opinion that the information in the certificate is inaccurate, it will issue a new certificate. Registered Bodies, including Umbrella Bodies or applicants, as appropriate, may contact ANI for assistance in this regard. 4.2.3 Where information has been released by the police to an employer in a separate letter, that information must not be discussed with the applicant. 4.3 Handling information 4.3.1 Security 4.3.1.1 Disclosure information must be kept securely and only entitled to see it in the course of their duties should have access.