POLICE CHECK POLICY - Australian Red Cross

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POLICE CHECK POLICY5. PROCEDURE5.1. A police check can only be requested for the purposes of employment screening,probity checking and personnel security vetting of existing and prospective staff,volunteers, board members, state / territory advisory board members, committeemembers and office bearers and any member who as a volunteer, is involved in orwishes to be involved in providing services to vulnerable people.5.2. All new or existing Red Cross people covered by the scope of this policy are tocomplete a satisfactory police check prior to commencement and / or offer ofemployment or engagement in a volunteer position.5.3. The requirement for a police check will be advised on the Red Cross WebsiteCareers site and at the commencement of an application for employment orengagement with Red Cross.5.4. During the recruitment process of any Red Cross person they must be advised ofthe requirement to undertake a police check.5.5. A police check can only be requested after an informed consent form has beencompleted by the person whose name will be checked and identity has beenestablished using the Austrac 100-point check methodology.5.6. A new informed consent must be completed by the person whose name will bechecked and identity has been established using the Austrac 100-point checkmethodology prior to requesting each and every police check including 3 yearrenewals5.7. Police check applications are processed by authorised users through CrimTracNational Police Checking Service in accordance with contractual obligations.5.8. When a police check is completed, Red Cross will retain as its permanent recordsthe original completed application and consent form and confirmation that apolice check has been conducted and store on the relevant personnel file.5.9. Where a disclosable outcome arises, the AO and AP must assess the applicant’sPHI in accordance with all Privacy laws, Red Cross Privacy Policy and take intoconsideration the Human Rights and Equal Opportunity Commission Act 1986(Cth), Commonwealth Spent Convictions Scheme and the Crimes Act 1914 (Cth).This is an uncontrolled document – please access the intranet for the current versionDocument number: HR ATT 04Authorised by: Chris Steinfort – Director, Human ResourcesDate: 13 March 2013Australian Red Crosspage 4 of 6
POLICE CHECK POLICY5.10. Agency Personnel must not discriminate on the grounds of a criminal record whenmaking a decision. It is not an act of discrimination to find a person unsuitable fora particular role if an applicant’s criminal record means that he or she isunsuitable to perform the inherent or essential requirements of that role.5.11. The AO and AP must maintain complete confidentiality and protect the applicant’sidentity at all times and ensure the information about an applicant’s criminalrecord is always used for the purposes for which it is intended.5.12. A disclosable outcome does not automatically exclude an individual from workingor volunteering at Red Cross. When assessing the relevance of an applicant’sPolice History Information, the Agency Personnel will consider the following:the relevance of the Police History Information to the inherent requirementsof the work they will be required to dothe seriousness of the conviction or offencethe severity of any penalty imposedwhether the offence has been decriminalised or removed from the statuteswhether in relation to the offence there was a finding or guilt but withoutconviction, which may generally indicate a less serious view of the offence bythe courtsthe age of the applicant when the offence occurredthe period of time that has elapsed since the offence took placewhether the applicant had a pattern of offencesthe circumstances in which the offence took place – for example, domesticsituationwhether the applicants circumstances have changed since the offence wascommitted, for example, previous drug usethe attitude of the applicant to their previous offending behaviourThey will also pay particular consideration to the following:murder or sexual assaultany other form of assaultany offence involving harm or exploitation of vulnerable peopleThis is an uncontrolled document – please access the intranet for the current versionDocument number: HR ATT 04Authorised by: Chris Steinfort – Director, Human ResourcesDate: 13 March 2013Australian Red Crosspage 5 of 6
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POLICE CHECK POLICY - Australian Red Cross

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