Eligibility to Work
Next of Kin / Emergency Contact
Rehabilitation of Offenders Act (Exceptions Order) 1975
In order to protect certain vulnerable groups within society, there are a number of posts and professions that are exempt from the provisions of the Rehabilitation Offenders Act 1974. These include posts where in the normal course of duty, employees have access to persons requiring care.
Under the Exceptions Order (1975), applicants are therefore obliged to disclose information about any convictions which for other purposes would be regarded as “spent”. Failure to disclose such convictions could result in dismissal or disciplinary action by the employing organization. Any information given will be confidential and will be considered only in relation to any posts to which the conviction applies.
Criminal Record Checks
An enhanced DBS/PVG/Access NI check must be carried out for all relevant temporary workers.
To be employed on a locum contract, many contracts require that you have a disclosure in the name of the agency through which you are applying. Holding a previous disclosure rather than one from your current agency or employer may render you ineligible for the position you are applying for.
Parkingpersonnel is committed to finding you the best positions as quickly as possible. Unlike most other agencies, Parkingpersonnel operates its own Online DBS service to process fast online DBS disclosures so that our candidates can be in-post sooner. PVG/Access NI are applied for via paper application.
Please liaise with your consultant regarding payment. This will be refunded to you when you start working for us.
Once you return your application form, we will provide details of how to apply for the relevant criminal record check. You will be expected to take your Applicant Copy of your relevant disclosure to any interview arranged by us.
When a DBS is processed we encourage you to register with the update service to save completing a new application every year and ensure you are always covered, details of how to do this will be provided to you and we will send you annual reminders whilst you are employed with us.
Disqualification from Caring for Children Regulations 2002
Working Time Regulations
The Working Time Regulations 1998 state that you are unable to work in excess of an average of 48 hours per week (calculated over a 17-week period) unless agreed with Parkingpersonnel that this limit should not apply.
Parkingpersonnel wishes to have an agreement with you, which will apply until terminated by notice:
i. The average 48-hour work limit will not apply to you
ii. This agreement may be terminated by yourself by giving Parkingpersonnel 4 weeks written notice
This section of the application form will then be the record of this agreement between you and Parkingpersonnel Limited.
The information in this entire form (and all additional sheets used) is true and complete. I understand that any deliberate omission, falsification or misrepresentation in the application form will be grounds for rejecting this application or subsequent dismissal if employed by the organisation.
If, whilst working with Parkingpersonnel, any information provided as part of my application changes, I agree that I will notify
Parkingpersonnel immediately in writing.
I acknowledge that my personal details will be stored and processed by Parkingpersonnel in their capacity as an employment
business/ employment agency.
Processing will include some or all the following:
- Parkingpersonnel contacting me regarding new opportunities
- Parkingpersonnel contacting my previous employers, education establishments and given referees on my behalf
- Parkingpersonnel applying for and/or verifying immunisation records on my behalf
I confirm that I will ensure that all time limited documents are renewed prior to expiry.
I confirm that I am not currently disqualified from working with children or vulnerable adults, or subject to any sanctions imposed by a regulatory or professional body.
Parking Personnel Terms & Conditions