POLICE VETS FOR STAFF PERMANENT NON- TEACHING EMPLOYEES AND CONTRACTORS
- The Board must obtain a satisfactory Police Vet of all new permanent employees, non-teaching employees, contractors, parents, caregivers, coaches and similar.
- The Board must obtain a satisfactory Police Vet for all Casual Employees and those employed for short-term contracts within two weeks of starting at Hamilton Junior High School.
- The Board must ensure that all employees, non-teaching employees, contractors, parents, caregivers, coaches and similar are reviewed every three years.
- The Board must use the Police Department to vet all non-teaching employees, contractors, parents, caregivers, coaches and similar.
- The Board must include a “Police Vetting Form” in the conditional offer of employment that seeks permission for a ‘Police Vet’ of the prospective employee, as a courtesy issue.
- The Board has agreed on the fundamental principles of this Policy and in turn has delegated the responsibilities to its Business Manager, the Principal, who in this case is the “Office-Holder”.
- To ensure the safety of students under the Board’s care.
- To protect the integrity of the vetting process to best protect the Applicants privacy.
- To keep those responsible informed.
- The prospective employees, non-teaching employees, contractors, parents, caregivers, coaches and similar must receive a form acknowledging the legal requirements that all staff working close to young people are requested to undertake a Police Vet via the Police Department.
- On receipt of this signed from the Principal will instruct the Business Manager to send the request to the Police Department with instructions to return the Vet to the Principal.
- On receipt of the “confidential” Vet Report (see STA Link 2002/145 – 18/04/02):
- If all is clear the Principal will stamp the VET FORM acknowledging the fact and place it on file.
- If the report has a Red Stamp indicating that All is not well then the Principal will:
- Inform STA and/or the BoT lawyer for advice
- Carry out the instructions from STA or lawyer, while safeguarding strict privacy of the applicant
- Request the applicant to address the concerns raised within five days.
- The Principal may continue the Employment Process.
This policy will be reviewed as part of the Board’s cycle of review/schedule
Date of Approval __________________________________________________