Source: Office of Public Sector Information
http://www.opsi.gov.uk/si/si2003/20033319.htm#19
http://www.opsi.gov.uk/si/si2003/20033319.htm#20
19. Neither an agency nor an employment business may introduce or supply a work-seeker to a hirer unless it has obtained confirmation -
(a) of the identity of the work-seeker;
(b) that the work-seeker has the experience, training, qualifications and any authorisation which the hirer considers are necessary, or which are required by law or by any professional body, to work in the position which the hirer seeks to fill; and,
(c) that the work-seeker is willing to work in the position which the hirer seeks to fill.
20. Steps to be taken for the protection of the work-seeker and the hirer
(2) Where an employment business receives or obtains information, which gives it reasonable grounds to believe that a work-seeker is unsuitable for the position with a hirer for which the work-seeker is being supplied, it shall, without delay(a) inform the hirer of that information; and
(b) end the supply of that work-seeker to the hirer.
(3) Where an employment business receives or obtains information which indicates that a work-seeker may be unsuitable for the position with a hirer for which the work-seeker is being supplied, but where that information does not give it reasonable grounds to believe that the work-seeker is unsuitable, it shall, without delay -
(a) inform the hirer of that information; and
(b) commence making such further enquiries as are reasonably practicable as to the suitability of the work-seeker for the position concerned, and inform the hirer of the enquiries made and any further information it receives or obtains.
# 80% of candidates lie on their application form (MORI)
# Nearly 10% of retail profits are lost through direct or collusive staff theft (BRC)
# Recruiting the wrong people costs British companies £1bn per annum (CIPD Aug 2005)
# 62% of employers believe that a significant number of sick days taken are not genuine (PENINSULA)
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