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► Code of Practice - Agency Style
This code of good practice is intended to establish and maintain recognised standards for practitioners, students, and employers using Student Employment Services.
Service will ensure that all staff are aware of and comply with the provisions of the 1973 Employment Agencies Act as amended, the Conduct of Employment Agencies and Employment Business Regulations 1976 and any future amendments, other relevant legislation, statutory codes and official guidance including that relating to equal opportunities and equal pay, taxation, health and safety, data protection, trade union membership, immigration, rehabilitation of offenders, telecommunications privacy and working time.
Service managers will ensure that staff are informed and trained to carry out their duties effectively and that they seek to improve continually the performance of their staff by continuing development of their knowledge and skills.
Services will deal and represent themselves to candidates, temporary workers and clients, fairly, openly, honestly and courteously at all times.
Services will establish and operate in accordance with their own internal written complaints procedure whcih should aim to effect swift and appropriate resolution of complaints. This procedure should be clearly communicated to all staff and must be followed when dealing with complaints brought against the service.
Services will advise clients of any potential conflicts of interest before attempting to fill a vacancy.
Services will develop a positive policy towards and take neccesary steps to promote equal opportunities in employment. In particular they will comply with the requirements of the REC Best Practice code on equal opportunities.
Any selection tests used, including psychometric and personality questionnaires should be relevant properly validated and where appropriate, conducted by trained or licenced personnel.
SES's will submit or trasmit details of candidates, temporary or contract workers only in respect of registered vacancies or fields of potential interest.
The express agreement of clients must be obtained before a vacancy is displayed on any website.
The express agreement of candidates or temporary or contract workers must be obtained before a CV or any personal details which might identify the candidate, are displayed on any website.
No personal details or details which might identify the candidate, such as name of current employer or information which might identify the current employer should be displayed in any open website. Such information may be displayed in password protected parts of the site, provided candidates are advised that clients will have access to such information. If current employers might have such access the candidate must be warned.
Clear agreement should be reached with candidates or temporary and contract workers and clients about any expenses payable for attending interview or for any other purpose. Information on any expenses payable should be given in writing before the interview or commencement of an assignment, where possible.
Advertisements
Services advertisements must be accurate. All descriptions, claims and comparisions must be capable of substantiation.
All specific vacancies advertised must be available at the time of going to press, or being put on display. Filled vacancies must be removed from display as soon as reasonably practicable.
Providing Temporary or Contract Service Staff
On initial contact with a client SES's will provide clear and accurate information about the service they may provide.
SES's will provide clear and fair written terms of business to the client as soon as possible after receipt of a request to supply a temporary worker to a client.
SES's will document accurately, contemporaneously and appropriately all stages of the recruitment process, including the results of interviews, tests and references.
SES's will endeavour to take up references as appropriate on temporary or contract workers before providing them on assignment to clients. If for exceptional reasons, referees have not been contacted, the client must be informed.
SES's will treat information about candidates and temporary workers confidentially. Disclosure of information or data identifying a candidate either explicitly or implicitly must be restricted to those involved in the recruitment process. Clients will be encouraged to treat information on candidates confidentially at all times.
SES Duties to Temporary and Contract Staff
On initial contact with a potential temporary or contract worker, SESs will provide clear and accurate information about the service they may provide.
SES's will transmit to temporary or contract workers as accurately and promptly as possible all relevant information provided to them by clients, including information relating to health and safety matters.
SES's will pay temporary staff promptly and efficiently and as specified in the contract with temporary or contract workers. In the event of any unavoidable delay in payment, the temporary or contract worker should be informed immediately of the reasons for the delay, steps to be taken to resolve late payment, and likely timescale for resolution of the reason for late payment.
SES's will inform temporary or contract workers that if the client engages them directly during or within an agreed period after the end of the assignment, the client may either be charged a fee or the period of the assignment may be extended before the temporary or contract worker can take up work direct without charge to the client.
SES's will provide the information requested for references for individual temporary workers unless they can objectively justify their decision for refusing to give such information in any particular case.
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