terms & policies

Star Employment Services (“the Company”) is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice.

Star Employment Services processes personal data in relation to its own staff, work-seekers and individual client contacts – therefore it is a “data controller” for the purposes of the Data Protection Act 1998. The Company has notified the Information Commissioner’s Office – the Company’s data protection registration number is Z6614691.

The Company holds personal data on individuals (“data subjects”) for the following general purposes:

• Staff administration.
• Advertising, marketing and public relations.
• Accounts and records.
• Administration and processing of work-seekers personal data for the purposes of work-finding services.

The Data Protection Act 1998 requires the Company as data controller to process data in accordance with the principles of data protection. These require that personal data shall be:

• Fairly and lawfully processed.
• Processed for limited purposes.
• Adequate, relevant and not excessive.
• Accurate.
• Not kept longer than necessary.
• Processed in accordance with the data subjects rights.
• Kept securely.
• Not transferred to countries outside the European Economic Area without adequate protection.

“Personal data” means data, which relates to a living individual who can be identified from the data or from the data together with other information, which is in the possession of, or is likely to come into possession of the Company.

“Processing” means obtaining, recording or holding the data or carrying out any operation or set of operations on the data. It includes organising, adapting and amending the data, retrieval, consultation and use of the data, disclosing and erasure or destruction of the data. It is difficult to envisage any activity involving data, which does not amount to processing. It applies to any processing that is carried out on computer including any type of computer however described, main frame, desktop, laptop, iPad, Blackberry® or other mobile device.

Personal data should be reviewed on a regular basis to ensure that it is accurate, relevant and up to date and the Operations Manager shall be responsible for doing this.

Personal data may only be processed with the consent of the person whose data is held. Therefore if they have not consented to their personal details being passed to a third party this may constitute a breach of the Data Protection Act 1998. By instructing the Company to look for work and by providing us with personal data contained in a CV work-seekers will be giving their consent to processing their details for work-finding purposes. If you intend to use their personal data for any other purpose you MUST obtain their specific consent.

Caution should be exercised before forwarding the personal details of any individuals on whom personal data is held, to any third party such as past, current or prospective employers, suppliers, customers and clients, persons making an enquiry or complaint and any other third party.

Sensitive personal data

Personal data in respect of the following is “sensitive personal data” and any information held on any of these matters MUST NOT be passed on to any third party without the express written consent of the individual:

• Any offence committed or alleged to be committed by them.
• Proceedings in relation to any offence and any sentence passed.
• Physical or mental health or condition.
• Racial or ethnic origins.
• Sexual life.
• Political opinions.
• Religious beliefs or beliefs of a similar nature.
• Whether someone is a member of a trade union.

Information security

From a security point of view, only the Operations Manager is permitted to add, amend or delete personal data from the Company’s database(s) (“database” includes paper records or records stored electronically). However all staff are responsible for notifying those listed where information is known to be old, inaccurate or out of date. In addition all employees should ensure that adequate security measures are in place. For example:

• Computer screens should not be left open by individuals who have access to personal data.
• Passwords should not be disclosed.
• Email should be used with care.
• Personnel files and other personal data should be stored in a place in which any unauthorised attempts to access them will be noticed. They should not be removed from their usual place of storage without good reason.
• Personnel files should always be locked away when not in use and when in use should not be left unattended.
• Any breaches of security should be treated as a disciplinary issue.
• Care should be taken when sending personal data in internal or external mail.
• Destroying or disposing of personal data counts as processing. Therefore care should be taken in the disposal of any personal data to ensure that it is appropriate. Such material should be shredded or stored as confidential waste awaiting safe destruction.

It should be remembered that the incorrect processing of personal data e.g. sending an individual’s details to the wrong person, allowing unauthorised persons access to personal data, or sending information out for purposes for which the individual did not give their consent, may give rise to a breach of contract and/or negligence leading to a claim against the Company for damages from an employee, work-seeker or client contact. A failure to observe the contents of this policy will be treated as a disciplinary offence.

Subject access requests

Data subjects are entitled to obtain access to their data on request and after payment of a fee. All requests to access personal data by data subjects should be referred to the Operations Manager.

References

Any requests for access to a reference given by a third party must be referred to the Operations Manager and should be treated with caution even if the reference was given in relation to the individual making the request. This is because the person writing the reference also has a right to have their personal details handled in accordance with the Data Protection Act 1998, and not disclosed without their consent. Therefore when taking up references an individual should always be asked to give their consent to the disclosure of the reference to a third party and/or the individual who is the subject of the reference if they make a subject access request. However if they do not consent then consideration should be given as to whether the details of the individual giving the reference can be deleted so that they cannot be identified from the content of the letter. If so the reference may be disclosed in an anonymised form.

The Human Rights Act 1998

Finally it should be remembered that all individuals have the following rights under the Human Rights Act 1998 and in dealing with personal data these should be respected at all times:

• Right to respect for private and family life (Article 8).
• Freedom of thought, conscience and religion (Article 9).
• Freedom of expression (Article 10).
• Freedom of assembly and association (Article 11).
• Freedom from discrimination (Article 14).

How to contact us

Operations Manager, Star Employment Services, 51-53 Queen Street, Wolverhampton WV1 1ES.

Tel: 01902 319333

Email: kylee.russon@staremploymentservices.co.uk

Star Employment Services is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice.

Star Employment Services (“the company”) is 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.

COMPLAINTS PROCEDURE

If you have a complaint, please contact the Operations Manager by phone 01902 319333 in the first instance so that we can try to resolve your complaint informally.
At this stage, if you are not satisfied please write to the Operations Manager at the address below.

Next steps

1. We will send you a letter acknowledging your complaint and asking you to confirm or explain the details set out. We will also let you know the name of the person who will be dealing with your complaint. You can expect to receive our letter within 2-5 days of us receiving your complaint.
2. We will record your complaint in our central register within a day of having received it.
3. We will acknowledge your reply to our acknowledgment letter and confirm what will happen next. You can expect to receive our acknowledgement letter within 2-5 days of your reply.
4. We will then start to investigate your complaint. This will normally involve the following steps;
   • We may ask the member of staff who dealt with you to reply to your complaint within 5 days of our request;
   •  We will then examine the member of staff’s reply and the information you have provided for us. If necessary we may ask you to speak to them. This will take up to 4 days from receiving their reply.
5. The Operations Manager will then invite you to meet her to discuss and hopefully resolve your complaint. She will do this within 5 days of the end of our investigation.
6. Within 2 days of the meeting the Operations Manager will write to you to confirm what took place and any solutions she has agreed with you.
   • If you do not want a meeting or it is not possible, the Operations Manager will send you a detailed reply to your complaint. This will include her suggestions for resolving the matter. This will be done within 5 days of completing the investigation.
7. We will let you know of the outcome of this review within 5 days of the end of the review. We will write to you confirming our final position on your complaint and explaining our reasons. If you are still not satisfied, you can contact the Employment Agencies Standards Inspectorate at the Department for Business Innovation and Skills or the REC, the industry trade association, of which we are a member by writing to the Consultancy and Compliance Team, REC, Dorset House, 1st Floor, 27 – 45 Stamford Street, London, SE1 9NT. If we have to change any of the time scales above, we will let you know and explain why.
8.  At this stage, if you are still not satisfied you can write to the REC, our trade association of which we are a member marked for the attention of the Consultancy and Compliance Team, REC, Dorset House, 1st Floor, 27 – 45 Stamford Street, London, SE1 9NT.

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.

Operations Manager, Star Employment Services, 51-53 Queen Street, Wolverhampton, WV1 1ES.

Tel: 01902 319333 

www.staremploymentservices.co.uk

email:kylee.russon@staremploymentservices.co.uk

Star Employment Services is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice. Under the Conduct Regulations no. 20 it places agencies and employment businesses (herein after called “the company”) under an obligation to act if they find out a worker is unsuitable.

At Star Employment Services (“the Company”) we are the introducers of permanent candidates as an employment agency and supply temporary workers as an employment business.

Unsuitability of Permanent Candidates (Employment Agency)

If within 3 months from the date of introduction of a work seeker to a hirer (Client) the Company receive or obtain information which indicates that the work seeker is or maybe unsuitable for that position the Company will inform the hirer without delay. This can relate to reference or other information that would make the candidate unsuitable.

Unsuitability of Temporary Workers (Employment Business)

Where the Company obtains information during the course of an assignment which gives reasonable grounds to believe a worker supplied to the hirer is unsuitable, Star Employment Services will, without delay, end the assignment.

If the information only indicates that the work seeker may be unsuitable but is insufficient to give reasonable grounds to believe that the worker is unsuitable, the Company will commence such enquiries as are reasonably practicable and inform the hirer of the information received and the enquiries being made. If as a result of those enquiries the Company have reasonable grounds to believe the worker is unsuitable then without delay will inform the hirer and end the assignment.

Unsuitability and Data Protection Act

The sort of information that might indicate a worker is unsuitable will depend on the circumstances but may be a relevant criminal conviction that should have been disclosed; qualification found to be false; a medical condition that means the worker may either be at risk by performing the work or may be placing others at risk.

It is likely that ‘processing’ of data under Regulation 20 will be an exception to the Data Protection Act requirements where “it is necessary for the purposes of exercising or performance any right or obligation which is conferred or imposed by law on the data controller in connection with employment” or it is “necessary to protect the vital interests of the data subject or another person in a case where consent cannot be given… or the data controller cannot reasonably be expected to obtain the consent of the data subject (Schedule 3 Data Protection Act 1998). The Company will carefully check the accuracy of any information received. The Company will therefore ensure that if a situation arises that not to disclose more information to the client than is necessary.

How to Contact Us:

Operations Manager, Star Employment Services, 51-53 Queen Street, Wolverhampton WV1 1ES.
Tel: 01902 319333 Email: kylee.russon@staremploymentservices.co.uk

Star Employment Services is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice.

The code of practice published under section 122 of the Police Act 1997 advises that it is a requirement that all registered bodies must treat DBS applicants who have a criminal record fairly and not discriminate automatically because of a conviction or other information revealed.

Star Employment Services as an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), Star Employment Services complies fully with the code of practice and undertakes to treat all applicants for positions fairly.

Star Employment Services undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.

Star Employment Services can only ask an individual to provide details of convictions and cautions that Star Employment Services are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended).

Star Employment Services can only ask an individual about convictions and cautions that are not protected.

Star Employment Services is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependents, age, physical/mental disability or offending background

Star Employment Services has a written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the start of the recruitment process

Star Employment Services actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records

Star Employment Services select all candidates for interview based on their skills, qualifications and experience

An application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms, job adverts and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position

Star Employment Services ensures that all those in Star Employment Services who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences

Star Employment Services also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974

At interview, or in a separate discussion, Star Employment Services ensures that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment

Star Employment Services makes every subject of a criminal record check submitted to DBS aware of the existence of the code of practice and makes a copy available on request

Star Employment Services undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.

Star Employment Services is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice.

At Star Employment Services (“the Company”) 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, details are set out below. We will respond within 3 – 5 working days.

Courtesy

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.

Communication

Star Employment Services will return all telephone calls and emails received from clients and registered candidates within the agreed timescales plus applications in respect of specific vacancies. Where we are unable to meet this agreement we will inform you of this as soon as possible and agree a new deadline.

Consistency

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; thus ensuring they are consistently applied to all our customers.

Complaints

Star Employment Services seeks fair, just and prompt solutions when possible to any complaints and appeals. All such issues should be directed to the Operations Manager 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 here.

Access to Information

We comply fully with the provisions of the Data Protection Act 1998. 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 the Operations Manager.

Reduce Bureaucracy

Wherever possible, without compromising our legal requirements and professional standards we strive to reduce the burden of unnecessary paperwork.

How to Contact Us:

Operations Manager, Star Employment Services, 51-53 Queen Street, Wolverhampton WV1 1ES.
Tel: 01902 319333

Email: kylee.russon@staremploymentservices.co.uk

Star Employment Services is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice

At Star Employment Services we endeavour to support environmental management and recognise that we can contribute to appropriate schemes effectively. We aim to follow Government Environmental and Greener Living policy frameworks for recycling and waste management.

Star are committed to managing actively all environmental aspects that it can realistically influence and control in all parts of its business.

We aim to:

• Reduce the amount of waste produced
• Make best use of the waste that is produced
• Choose waste management practices that minimise the risk of immediate and future environmental pollution and harmful to health
• Commit to practices which support responsible and sustainable operations.
• Encourage where possible suppliers, clients and candidates to support responsible and sustainable operations.

This policy is communicated to all employees and associates and is published on our website.

How to contact us

Operations Manager, Star Employment Services, 51-53 Queen Street, Wolverhampton WV1 1ES.

Tel: 01902 319333

email: kylee.russon@staremploymentservices.co.uk

Star Employment Services is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice

Star Employment Services (“the company”) 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.

Star Employment Services 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. Star Employment Services 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. Star Employment Services is committed to providing training for its entire staff in equal opportunities and diversity. Star Employment Services 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.

Star Employment Services will not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Star Employment Services will ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications and ability to perform the relevant duties for the role.

DISCRIMINATION

Under the Act unlawful discrimination occurs in the following circumstances:

Direct discrimination

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

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, Star Employment Services will not proceed with the vacancy unless the client provides written confirmation of the occupational requirement, exception or justification.
Star Employment Services will use best endeavours to comply with the Act and will not accept instructions from clients that will result in unlawful discrimination.

Harassment

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 of a sexual nature.
Star Employment Services is committed to providing a work environment free from unlawful harassment and will ensure that no consultants 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 the Operations Manager 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)

Star Employment Services will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken.

All employees and workers will be expected to comply with Star Employment Services’ policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary action.

Any individual who Star Employment Services finds to be responsible for harassment will be subject to the disciplinary procedure and the sanction may include termination.

Victimisation

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.

Star Employment Services will ensure that the consultants do not victimise any individual.

DISABLED PERSONS

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 Star Employment Services 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.

Star Employment Services 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).

Star Employment Services 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.

AGE DISCRIMINATION

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: Under 21s, People in their 40s, Adults

Star Employment Services 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.

Star Employment Services is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions regardless of age. No age requirements will be stated in any job advertisements on behalf of the company.

If Star Employment Services 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.

PART-TIME WORKERS

This policy also covers the treatment of those employees and workers who work on a part-time basis, Star Employment Services 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. Star Employment Services 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

Star Employment Services recognises that any employee or worker may wish to change their gender during the course of their employment with the Company.
Star Employment Services will support any employee or worker through the reassignment.

Star Employment Services 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 Star Employment Services 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 Star Employment Services 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.

How to contact us

Operations Manager, Star Employment Services, 51-53 Queen Street, Wolverhampton WV1 1ES.

Tel: 01902 319333

email: kylee.russon@staremploymentservices.co.uk

1. Scratch & Save is intended as a free “fun marketing campaign” for local businesses looking to recruit. It is intended to make recipients aware of a fixed price recruitment offer for Star Employment Services, part of The Midland News Association Ltd.
2. The Scratch & Save promotion is intended to provide respondents with a discounted offer for a recruitment service priced at £475 excluding VAT, for which they will receive qualified candidates for one vacancy only.
3. There are a select number of cards distributed offering free recruitment for one vacancy, whilst the rest include one of a range of offers of discounts upon the £475 plus VAT set price.
4. Start date: 1 October 2019. Closing date: 31 December 2019. To redeem, recipients should call Star Employment Services on 01902 319856 or email kylee.russon@staremploymentservices.co.uk
5. There are no cash alternatives, prizes or gifts on offer through this marketing. Presentation of the scratch card to Star Employment Services is required in order to redeem offer. No photocopies or other copies will be accepted.
6. Each Scratch & Save card is valid once and cannot be used in conjunction with any other offers. Star Employment Services reserve the right to withdraw the offer at any point.
7. Standard Star Employment Services terms & conditions apply.
8. The promoter: Star Employment Services, 51-53 Queen Street, Wolverhampton WV1 1ES. Telephone 01902 319856. www.staremploymentservices.co.uk