The information contained on this Site including any salary or on target earnings information are given in good faith and Premier Jobs UK Ltd uses all reasonable efforts to ensure that it is accurate. However, Premier Jobs UK Ltd gives no representation or warranty in respect of such information and all such representations and warranties, whether express or implied, are excluded.
No liability is accepted by Premier Jobs UK Ltd for any loss or damage which may arise out of any person relying on or using any information on this Site. Premier Jobs UK Ltd shall not be liable to any person relying on or using any such information for (a) loss of revenue, loss of actual or anticipated salary; loss of actual or anticipated profits whether arising in the normal course of business or otherwise (including, without limitation, loss of profits on contracts); loss of or damage to employment prospects; loss of opportunity; loss of the use of money; loss of anticipated savings; loss of business; loss of goodwill; loss of or damage to reputation; loss of or corruption to data; loss of management or administration time, legal and other professional fees and expenses; or (b) any indirect or consequential loss or damages however caused (including without limitation by reason of misrepresentation, negligence, other tort, breach of contract or breach of statutory duty) which arise directly or indirectly from the subject matter of this Site.
You agree fully to indemnify us and keep us fully indemnified against all costs, expenses, claims, losses, liabilities or proceedings arising from use or misuse by you of this Site. We do not guarantee that any employer or client will ask for a candidate's information, or will interview or hire a candidate, or that any candidates will be available or will meet the needs of any employer or client. We make no representation or warranty as to the final terms and duration of any appointment obtained through this Site. Whilst we take all reasonable endeavours to ensure it is the case, we do not guarantee that any employer or client will keep confidential any candidate information or data provided to them. They are however, obliged to meet the applicable data protection legislation (including) but not limited to the General Data Protection Regulation (Regulation (EU) 2016/679) (the "GDPR”) as Data Controllers.
If any provision of these terms and conditions is held to be invalid by a court of competent jurisdiction, such invalidlity shall not affect the validity of the remaining provisions, which shall remain in full force and effect.
Your use of the Site and downloads from it, and the operation of these terms and conditions, shall be governed in accordance with the laws of England and Wales. The English courts shall have exclusive jurisdiction over any dispute arising out of the use of this website.
Premierjobsuk.com is the web site for Premier Jobs UK Ltd, a company registered in England and Wales, registered number 06156923 whose head office is Unit 6 Fourbrooks Business Park, Stanier Road, Calne SN11 9PP and registered office is Tally House, Main Road, Christian Malford, Chippenham, Wiltshire SN15 4BT.
In case of any query regarding the information on this web site, please contact firstname.lastname@example.org.
Unless otherwise stated, the copyright and other intellectual property rights in all material on this Site (including without limitation photographs and graphical images)are owned by Premier Jobs UK Ltd or its licensors. You may not download, copy or print any of the pages of the Site except for your own personal use, and provided you keep intact all copyright and proprietary notices. No copying or distribution for any business or commercial use is allowed.
As a convenience to users, this Site contains links to external websites which may interest you. We accept no responsibility for or liability in respect of the content of those third party sites. Premier Jobs UK Ltd have not reviewed or approved such sites and does not control and is not responsible for those sites or their content. Premier Jobs UK Ltd does not warrant that any links to such sites work or are up to date. Premier Jobs UK Ltd do not endorse or make any representations about those sites and the use of any such links is entirely at your own risk. Any third parties wishing to link to our Site may do so provided links are to the home page only of the Site and provided we are notified in advance by email to email@example.com. Premier Jobs UK Ltd reserves the right to refuse to allow third parties to link to our Site and shall not be required to give any explanation for such refusal, or for withdrawal of previously granted permission.
What kind of personal data do we collect?
A number of elements of the personal data we collect from you are required to enable us to fulfil our contractual duties to you or to others. Depending on the type of personal data in question and the grounds on which we may be processing it, should you decline to provide us with such data, we may not be able to fulfil our contractual requirements or, in extreme cases, may not be able to continue with our relationship.
For details of the legal bases that we rely on to be able to use and process your personal data, please see below.
How do we collect your personal data?
1. Directly from you
a. Entering your details on the Premier Jobs UK website and /or App and / or uploading a copy of your CV
b. Emailing, posting or delivering a hard copy of your CV to our head office or directly to one of our Recruitment Team
c. Telephoning our office or telephoning or texting directly with one of our Recruitment Team
d. Visiting our website or App
e. Applying for our jobs advertised on Job Boards
2. From third parties and other sources
a. Your CV has been matched from Job Board CV databases, as someone suitable for our vacancies
b. Our Clients or their outsourced recruitment / HR / compliance department, for example an Appointed Representative of a Network under Regulated Financial Services sector may share information about you with us on behalf of our Client
c. Your referees may disclose personal information about you
d. We may obtain information about you from searching for potential candidates from third party sources such as LinkedIn, Unbiased or VouchedFor
e. You were referred to us by another Candidate, Client or Supplier and they may share personal information about you with us
1. Directly from you
a. Where you contact us proactively, usually by telephone, email, website or LinkedIn
b. Where we contact you, usually by telephone, email, LinkedIn or through our Consultant’s business development activities generally
c. Visiting our website
2. From third parties and other sources
a. Our Candidates and referrals from other Clients
b. Market Intelligence from online and news media for example Financial Adviser, Money Marketing or Mortgage Strategy
How do we use your personal data?
Who do we share your personal data with?
Categories of people that we may share your data?
Where appropriate and in accordance with local laws and requirements, we may share your personal data, in various ways and for various reasons, with the following categories of people:
How do we safeguard your personal data?
How long do we keep your personal data for?
When we refer to ‘meaningful contact’ we mean, for example, 2-way communication between us (either verbal, email, or written) or you are actively engaging with our online services.
How can you access, amend or erase the personal data that you have given us?
Even if we already
hold your personal data, you still have various rights in relation to it. To
get in touch about these, please contact us via Email: firstname.lastname@example.org or Telephone 0208
0044 154. We will seek to deal with your request without undue delay, and in
accordance with the requirements of any applicable laws. Please note that we
may keep a record of your communications to help us resolve any issues which
We will respond to your request within 30 days (although we may be allowed to extend this period in certain cases) and will only disagree with you if certain limited conditions apply. Examples would be:
If we have shared
your personal data with third parties, we will notify them about your request
Right to restrict processing: You have the right to request that we restrict our processing of your personal data in certain circumstances. This means we can only continue to store your data and will not be able to carry out any further processing activities with it until (a) your reasons for your objection is resolved; (b) you consent or (c) further processing is necessary for the protection of our legitimate interests or (d) to exercise or defend a legal claim.
If we have shared your personal data with third parties, we will notify them about the restricted processing.
How do we store and transfer your data internationally?
Who is responsible for processing your personal data on the Premier Jobs UK website or App?
Our legal basis for processing your data
o given us your consent freely
o sufficient information about the specific reason for your consent
o control over which processing activities you consent to
o taken positive and affirmative action in giving us your consent – either a tick box for you to check or clicking an accept button so that this requirement is met in a clear and unambiguous fashion
We will keep records of the consents that you have given
Establishing, exercising or defending legal claims
You may contact us:
Unit 6, Fourbrooks Business Park, Stanier Road, Calne, Wiltshire SN11 9PP
0208 0044 154
Premier Jobs UKis committed to providing a high-level service to our customers. If you do not receive satisfaction from us we need you to tell us about it. This will help us to improve our standards.
If you have a complaint, please contact Ryan Venner, Sales & Marketing Director by phone 0208 0044 154 in the first instance so that we can try to resolve your complaint informally.
If we have to change any of the time scales above, we will let you know and explain why.
NOTE: In any event, we will comply with any statutory procedures that may relate to your complaint.
Premier Jobs UK is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice.
At Premier Jobs UK we endeavour to provide you with the best possible service at all times. If you would like to make any comments, suggestions, raise a query or make a complaint about the service you have received, please contact us, our contact details are set out below. We will respond to your query within 3 - 5 working days.
This policy will be kept up to date, to reflect changes in the nature and size of the business. To ensure this, the policy and its effectiveness will be reviewed annually.
All recruitment consultants will be trained in customer service standards; will exhibit customer friendly service skills; and be knowledgeable, professional and courteous in meeting the needs of our customers.
We, Premier Jobs UK will return all phone calls and emails received from clients and registered candidates and applications in respect of specific vacancies within agreed timescales. Where we are unable to meet this agreement, we will inform you of this as soon as possible and agree a new deadline.
As part of our commitment to upholding professional standards, we will review our policies annually to ensure that they continue to meet business needs and the Recruitment and Employment Confederation’s Code of Professional Practice; and that they are consistently applied to all our customers.
Premier Jobs UK seeks fair, just and prompt solutions when possible to any complaints and appeals. All such issues should be directed to Ryan Venner, Sales & Marketing Director in the first instance, where they will be acknowledged and directed to the attention of the appropriate person. A complaints process is in place for any disputes; copies are available from our offices or on www.premierjobsuk.com
Access to Information
We comply fully with the provisions of the General Data Protection Regulations. Any personal or confidential information held by us about a client or work seeker is fully accessible to that person or body for review or editing by contacting Ryan Venner, Sales & Marketing Director.
Wherever possible, without compromising our legal requirements and professional standards we strive to reduce the burden of unnecessary paperwork.
How to Contact Us:
Ryan Venner, Unit 6 Fourbrooks Business Park, Stanier Road, Calne SN11 9PP
Tel: 0208 0044 154
Premier Jobs UK embraces diversity and aims to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects that belief. We will expand the media in which we recruit to in order to ensure that we have a diverse employee and candidate base. We will also strive to ensure that our clients meet their own diversity targets.
Premier Jobs UK is committed to diversity and will promote diversity for all employees, workers and applicants. We will continuously review all aspects of recruitment to avoid unlawful discrimination. Premier Jobs UK will treat everyone equally and will not discriminate on the grounds of an individual’s "protected characteristic” under the Equality Act 2010 (the Act) which are age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We will not discriminate on the grounds of an individual's membership or non-membership of a Trade Union. All staff have an obligation to respect and comply with this policy. Premier Jobs UK is committed to providing training for its entire staff in equal opportunities and diversity. Premier Jobs UK will avoid stipulating unnecessary requirements which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements for a role.
Premier Jobs UK will not discriminate unlawfully when deciding which candidate is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement. Premier Jobs UK ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications and ability to perform the relevant duties for the role.
Under the Act unlawful discrimination occurs in the following circumstances:
Direct discrimination occurs when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them badly in comparison to others that do not have that protected characteristic.
It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected characteristic:
· in the terms on which the recruitment consultancy offers to provide any of its services;
· by refusing or deliberately omitting to provide any of its services;
· in the way it provides any of its services.
Direct discrimination can take place even if the individual does not have the protected characteristic but is treated less favourably because it is assumed he or she has the protected characteristic or is associated with someone that has the protected characteristic.
Direct discrimination would also occur if a recruitment consultancy accepted and acted upon instructions from an employer which states that certain persons are unacceptable due to a protected characteristic, unless an exception applies. The Act contains provisions that permit specifying a requirement that an individual must have a particular protected characteristic in order to undertake a job. These provisions are referred to as occupational requirements.
Where there is an occupational requirement then the client must show that applying the requirement is a proportionate means of achieving a legitimate aim, i.e. the employer must be able to objectively justify applying the requirement. An occupational requirement does not allow an employer to employ someone on less favourable terms or to subject a person to any other detriment. Neither does an occupational requirement provide an excuse against harassment or victimisation of someone who does not have the occupational requirement.
Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied but this results in people who share a protected characteristic being placed at a disadvantage in comparison to those who do not have the protected characteristic. If the PCP can be objectively justified it will not amount to discrimination.
Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer.
If the vacancy requires characteristics which amount to an occupational requirement or the instruction is discriminatory but there is an objective justification, Premier Jobs UK will not proceed with the vacancy unless the client provides written confirmation of the occupational requirement, exception or justification.
Premier Jobs UK will use best endeavours to comply with the Act and will not accept instructions from clients that will result in unlawful discrimination.
Under the Act, harassment is defined as unwanted conduct that relates to a protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. This includes unwanted conduct ofa sexual nature.
Premier Jobs UK is committed to providing a work environment free from unlawful harassment.
Premier Jobs UK will ensure that the consultants do not harass any individual.
Examples of prohibited harassment are:
1. verbal or written conduct containing derogatory jokes or comments;
2. slurs or unwanted sexual advances;
3. visual conduct such as derogatory or sexually orientated posters;
4. photographs, cartoons, drawings or gestures which some may find offensive;
5. physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected characteristic basis;
6. threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours;
7. retaliation for having reported or threatened to report harassment.
If an individual believes that they have been unlawfully harassed, they should make an immediate report to Ryan Venner, Sales & Marketing Director followed by a written complaint as soon as possible after the incident. The details of the complaint should include:
· Details of the incident
· Name(s) of the individual(s) involved
· Name(s) of any witness(es)
Premier Jobs UK will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken.
All employees and recruitment team member’s will be expected to comply with Premier Jobs UK’s policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary action.
Any individual who Premier Jobs UK finds to be responsible for harassment will be subject to the disciplinary procedure and the sanction may include termination.
Under the Act victimisation occurs when an individual is treated unfavourably because he/she has done a ‘protected act’ which is bringing a claim for unlawful discrimination or raising a grievance about discrimination or giving evidence in respect of a complaint about discrimination.
Premier Jobs UK will ensure that the consultants do not victimise any individual.
Discrimination occurs when a person is treated unfavourably as a result of their disability.
In direct discrimination occurs where a provision, criterion or practice is applied by or on behalf of an employer, or any physical feature of the employer’s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled.
In recruitment and selection there may be a requirement to make reasonable adjustments. For example, it might be necessary to have different application procedures for partially sighted or blind applicants that enable them to use Braille. With testing and assessment methods and procedures, tests can only be justified if they are directly related to the skills and competencies required for the job. Even then, it might be appropriate to have different levels of acceptable test results, depending on the disability. For example, an applicant with a learning disability might need more time to complete a test, or not be expected to reach the same standard as other non-disabled applicants.
Reasonable adjustments in recruiting could include:
· modifying testing and assessment procedures;
· meeting the candidate at alternative premises which are more easily accessible;
· having flexibility in the timing of interviews;
· modifying application procedures and application forms;
· providing a reader or interpreter.
Wherever possible Premier Jobs UK will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled employees and workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances.
Premier Jobs UK will not discriminate against a disabled person:
· in the arrangements i.e. application form, interview or arrangements for selection for determining whom a job should be offered; or
· in the terms on which employment or engagement of temporary workers is offered; or
· by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or
· in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording him or her any such opportunity; or
· by subjecting the individual to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment).
Premier Jobs UK will make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates and clients.
Under the Act, it is unlawful to directly or indirectly discriminate against or to harass or victimise a person because of age. Age discrimination does not just provide protection for people who are older or younger. People of all ages are protected.
A reference to age is a reference to a person’s age group. People who share the protected characteristic of age are people who are in the same age group.
Age group can have various references:
People in their 40s
Premier Jobs UK will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications and every attempt will be made to encourage clients to recruit on the basis of competence and skills and not age.
Premier Jobs UK is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions regardless of age. Noage requirements will be stated in any job advertisements on behalf of the company.
If Premier Jobs UK requests age as part of its recruitment process such information will not be used as selection, training or promotion criteria or in any detrimental way and is only for compilation of personal data, which the company holds on all employees and workers and as part of its equal opportunities monitoring process. In addition, if under age 22 to adhere to Conduct of Employment Agencies and Employment Business Regulations 2003 and other relevant legislation applicable to children or young candidates.
Where a client requests age or date of birth, this will have to be under an occupational requirement or with an objective justification which should be confirmed in writing.
This policy also covers the treatment of those employees and workers who work on a part-time basis, Premier Jobs UK recognises that it is an essential part of this policy that part time employees are treated on the same terms, with no detriment, as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to our pension scheme. Premier Jobs UK also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations.
GENDER REASSIGNMENT POLICY
Premier Jobs UK recognises that any employee or worker may wish to change their gender during the course of their employment with the Company.
Premier Jobs UK will support any employee or worker through the reassignment.
Premier Jobs UK will make every effort to try to protect an employee or worker who has undergone, is undergoing or intends to undergo gender reassignment, from discrimination or harassment within the workplace.
Where an employee is engaged in work where the gender change imposes genuine problems Premier Jobs UK will make every effort to reassign the employee or worker to an alternative role in the Company, if so desired by the employee.
Any employee or worker suffering discrimination on the grounds of gender reassignment should have recourse to the Company’s grievance procedure.
RECRUITMENT OF EX-OFFENDERS
Where Premier Jobs UK has registered with the Disclosure and Barring Service (DBS) and has the authority to apply for criminal records checks on individual because they are working with children or vulnerable adults or both, we will comply with the DBS’s Code of Practice which includes having a policy on the recruitment of ex-offenders.
COMPLAINTS AND MONITORING PROCEDURES
Premier Jobs UK has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. These are available from Ryan Venner and will be made available immediately upon request. Any discrimination complaint will be investigated fully.
The REC Code of Professional Practice creates a clear framework of values and principles that support and underpin the meaning of REC Membership.
Adherence to the Code actively demonstrates your commitment to professional and ethical recruitment. The Code focuses on outcomes and the impact of agencies’ conduct
on others whilst conducting their day-to-day activities. For advice and support on how to continually meet the standards expected from an REC Member please refer to the Guide to Compliance on the REC website at www.rec.uk.com/code
Members will observe the highest principles of ethics, equity, integrity, professional conduct and fair practice in dealing with others and will conduct their business in a manner designed to enhance the operation, image and reputation of the recruitment industry and REC Members. The REC will offer guidance, legal advice and training to members to help achieve these standards.
Ethical conduct is not simply compliance with legal requirements but extends to honesty, respect for and equitable treatment of others, integrity and social responsibility. It is conduct that holds up to disclosure and to public scrutiny. Members and their staff will act towards other members and non-members, candidates,clients and others at all times in good faith. Members should actively seek to support and uphold the mission and values of the REC.
The REC has an important role to play in continuously improving standards within the recruitment industry. This Code is binding on all Corporate Members of the REC and their subsidiary/associate companies. Where a Member operates in a sector or sectors covered by one or more of the REC’s industry sector codes of practice, the requirements of the applicable code or codes are also binding. Complaints against REC Members from candidates, clients or others, can be investigated under the REC Complaints & Disciplinary Procedure.
Principle 1 – Respect for Laws
Members and their staff must comply with all relevant legislation, statutory and non-statutory requirements and official guidance and any future amendments to such requirements during the course of providing their services to others.
PRINCIPLE 2 – Respect for honesty and transparency
a. Members will act honestly in all dealings with work seekers, clients, members, non-members and others.
b. In the course of representing a work seeker or client a member shall not knowingly make a false or inaccurate statement, fail to disclose a material fact, or make a representation as to future matters without having reasonable grounds for making it.
c. Members must adhere to principles of truth in advertising and will only advertise positions, through any medium, for which they have documented permission to recruit.
d. All fees, charges and services provided must be explicitly and fully disclosed to clients prior to the acceptance of an assignment or prior to any work being undertaken for a client.
e. Members should document all key stages of the recruitment process in line with relevant legislation and good practice guidance.
PRINCIPLE 3 – Respect for work relationships
a. Members will not undertake actions that may unfairly or unlawfully jeopardise a work seeker’s employment.
b. Members will not undertake actions that may unfairly or unlawfully interfere in work relationships established by others.
c. Members will not attempt unfairly or unlawfully to prevent a work seeker from seeking work from other sources.
d. Members will in their dealings with all other REC Members and non-members treat them with respect and aim to work in a fair and open competitive environment.
PRINCIPLE 4 – Respect for diversity
a. Members should adhere to the spirit of all applicable human rights, employment laws and regulations and will treat work seekers, clients and others without prejudice or unjustified discrimination. Members should not act on an instruction from a client that is discriminatory and should, wherever possible, provide guidance to clients in respect of good diversity practice.
b. Members and their staff will treat all work seekers and clients with dignity and respect and aim to provide equity of employment opportunities based on objective business related criteria.
c. Members should establish working practices that safeguard against unlawful or unethical discrimination in the operation of their business.
PRINCIPLE 5 – Respect for safety
a. Members will act diligently in assessing risks to work seekers and clients and will not knowingly put at risk candidates, clients or others.
b. Members will inform work seekers whenever they have reason to believe that an engagement may cause a risk to health and safety.
PRINCIPLE 6 – Respect for professional knowledge
a. Members will work diligently to develop and maintain a satisfactory level of relevant and current professional knowledge.
b. Members will ensure that their staff are adequately trained and skilled to undertake their responsibilities in recruitment practice.
PRINCIPLE 7 – Respect for certainty of engagement
a. Members must supply work seekers with full details of the work, conditions of employment, the nature of the work to be undertaken, rates of pay, method and frequencyof payment and pay arrangements in accordance with requirements of current legislation.
b. Members will ensure that any variation to the engagement can only occur with prior notification and agreement of the worker.
PRINCIPLE 8 – Respect for prompt and accurate payment
a. Members will pay promptly and accurately any wagesand benefits due in accordance with any agreed terms and legal requirements.
b. Members should not penalise temporary/contract workers, for example for having been late or failed to attend part or all of an assignment or for poor performance, by making deductions from pay due for time that they have actually worked.
c. Members will not take on assignments that could result in their inability to pay temporary/contract workers.
PRINCIPLE 9–Respect for ethical international recruitment
a. Bembers must supply all overseas work seekers with the same level of information as set out and implied in Principle7. In addition, information provided should include details of the likely cost of living in the area the prospective hirer is situated, the likely length of the job in question and the state of the employment market in the field they are beingrecruited into. All information must be provided at no cost to the work seeker.
b. Members must ensure that in relation to overseas recruitment, they abide by all relevant legislation and Home Office guidelines and provide all relevant and applicable information to work seekers, clients and others.
c. Members recruiting from outside the UK must not use overseas agents who charge for their services, unless that is the legal and normal custom and practice sanctioned by the government of the country of origin. In addition,members must make all reasonable efforts to ascertain such information about any agents used and should be able to demonstrate that they have done so.
d. Members should observe the highest principles of social responsibility, integrity,professionalism, equity and fair practice in their dealings with all overseas work seekers.
PRINCIPLE 10 – Respect for confidentiality and privacy
a. Members must observe the highest principles of integrity, professionalism, equity and fair practice to maintainthe confidentiality and privacy of candidate and client information and should respect the confidentiality of records in accordance with law and good business practice.
b. Members and their staff must ensure that permission has been obtained and documented before disclosing, displaying, submitting or seeking confidential or personal information.
Making a complaint
Full details on how to make a complaint about a REC Member can be found atwww.rec.uk.com/complaints.
For further information on the Code please contact the REC on 020 7009 2100 or email email@example.com
Since July 2012 all new members to the REC have been asked to complete an online compliance test as part of their membershipprocess. All existing members of the REC are also required to undertake the test every two years to proveto clients and candidates that they continue to conform to the highest standards. The compliance test assesses a members knowledgeof the REC’s Code of Professional Practice and legislation relevant to the recruitment industry.
As recruiters you are uniquely placed, as the conduit between work seeker and client, to promote diversity and challenge discriminatory practice.
To help you do this, REC and Jobcentre Plus have worked together to create a Diversity Charter. It covers the recruitment industry, both public andprivate, and sets out aspirational standards for recruitment agencies and job centres to achieve in the delivery of recruitment services to clients as well as offering an online diagnostic for agencies tobenchmark their diversity practice.