Technically the company asking you to have it should do it. The CRB doesn't actually exist anymore though. It's now DBS. Perhaps it's a small(ish) company asking you because they think they should, not because they necessarily know what they need.
Speak to head of HR. be completely honest with them. It may be that the 'estates'person is covering their back but not fully aware of what's needed. HR will definitely know the full shebang.What I said is the case though. We do the college here and I'm friends with a HR person who knows the HR legal stuff like the back of her hand.
i have been asked to get for a contract ive just been given.Where is the place to get one?any idea how long it takes and isit best to get enhanced or basic crb?Thanks
I get the feeling i dont desprately need it but feel like getting one anyway as i can use it to my advantage with other work!
Quote from: windiewasher on May 02, 2013, 08:54:13 ami have been asked to get for a contract ive just been given.Where is the place to get one?any idea how long it takes and isit best to get enhanced or basic crb?ThanksI'm not being funny to you personally, but this subject is a pet hate of mine. This should not be a question you have to ask here. If they need you to be CRB checked then its them that should do it, all you should have to do is give your permission.The question of where to get one should be moot here. You've gone on to say its for (i assume) external cleaning on a University. I'm not seeing anything here that warrants an employer or contractor to want or need a CRB check. However as you've been requested this after you have been awarded the contract, and from the sounds of it a basic disclosure would suffice then i would agree to this and i would charge them accordingly for the priveledge. I would pass over a basic disclosure Scotland one and charge them £100 per disclosure. You can get one here............http://www.disclosurescotland.co.uk/ Its something of an oxymoron (ok, i'm using that word again twice in one night!!) that they are using a vehicle for making employment descisions AFTER the employment descision has been made.
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