Ex-Offender Employment Policy

Ex-Offender Employment Policy: Shrewsbury Taxi Limited

1. IntroductionShrewsbury Taxi Limited is committed to the safety and welfare of the public. This policy ensures that all individuals employed by the company in roles that involve booking journeys or having access to passenger information are "fit and proper" persons, in accordance with Shropshire Council's standards.

2. Scope and Legal ComplianceThis policy applies to all staff, including dispatchers and booking clerks. As required by Appendix G, Paragraphs 1.6 to 1.8 of the Council's policy:

1.6 Disclosure Requirements: All individuals employed in a role that involves taking bookings or having access to passenger information must provide a Basic Disclosure and Barring Service (DBS) check before commencing employment.

1.7 Continuous Reporting: Employees are under a continuous duty to disclose any new convictions, cautions, or fixed penalty notices to the company within seven days of the occurrence. Shrewsbury Taxi Limited will, in turn, notify Shropshire Council of any such disclosures that may affect the "fit and proper" status of the operation.

1.8 Register of Staff: The company will maintain a register of all staff who take bookings or dispatch vehicles. This register will include a record of the date the Basic DBS check was seen and by whom. These records will be made available for inspection by authorized Council officers upon request.

3. Suitability AssessmentWhen considering an ex-offender for employment, Shrewsbury Taxi Limited will refer to the Council's guidance on the suitability of applicants (Appendix I). Each case will be decided on its own merits, taking into account:

The nature and relevance of the offence.

The time elapsed since the conviction.

Whether the individual poses any risk to the safety of the public or the integrity of passenger data.

4. Data ProtectionAll criminal record information will be handled confidentially and in compliance with the Data Protection Act and GDPR.