BS 7858:2006 pdf download – Security screening of individuals employed in a security environment – Code of practice
h) Assistance in obtaining a continuous record of evidence in writing confirming that there is nothing in their background which would reflect adversely upon their suitability for the proposed employment. If permission to contact a current employer is withheld until an offer of provisional employment is made, the individual should be informed that it is a condition of the offer of provisional employment that the offer will be withdrawn if the security screening is not concluded satisfactorily.
NOTE Effective security screening is dependent upon those having knowledge of the individual being security screened supplying information and references. It is hoped that individuals and organizations will cooperate in supplying information and references when requested to do so, unless there are good and substantial reasons for not doing so.
4.4 Continuous record of career and history
For security screening purposes, the organization should establish by direct reference to current and former employers, government departments, educational authorities, etc., with confirmation from them in writing, details of education, employment, periods of self-employment and unemployment of the individual being security screened for the whole of the security screening period with no unverified periods greater than 28 days [see 4.5e)].
4.5 Verification of information
For security screening purposes, verification of the following should be sought, confirmation obtained in writing and copies retained (see Clause 9).
a) Date of leaving full-time, secondary education; in the case of individuals who state that they ceased full-time secondary education during the security screening period, the written record should confirm the date of leaving. For those who left an educational establishment at the end of a school year (summer term), the period up to 1 November of that year may be considered as part of the school career; for those leaving at other times of year, the period of grace should be limited to two months. If verification is not possible with the educational establishment, the date of leaving should be confirmed by the referees. Periods and type of employment (e.g. full time, part time, casual or occasional); obtained from previous employers, although reference to a current employer should not be made without the individual’s prior written permission. In addition, the organization should enquire:
i) as to the reason for leaving;
ii) whether anything is known about the individual that would reflect adversely upon their suitability for the proposed employment; and
iii) whether former employers would re-employ the individual.
b) Periods of registered unemployment; obtained from the Department for Work and Pensions (DWP), or other government agencies. Where a government department states that records are not available, the period for which the record is not available should be treated as an unverified period [see 4.5e)].
c) Periods of self-employment; obtained from HM Revenue and Customs, bankers, accountants, solicitors, trade or client references, etc., as appropriate. Evidence should also be obtained confirming that the individual’s business was properly conducted and was terminated satisfactorily.
d) Periods of residence abroad; obtained where possible by, e.g. approaches to employers, confirmation of dates obtained from passports and work permits by contact with appropriate embassies and consuls.
e) Where the record of career and history is incomplete and cannot be independently confirmed by both character referees in accordance with the written verification procedure, statements in writing covering the incomplete period should be obtained from a further referee(s) so that two references cover the incomplete period. The referees should have personal knowledge of the individual being security screened during the period they are covering. The organization should be satisfied as to the credibility of the referee.BS 7858 pdf download.