Page 18 - Thomas Franks Handbook

3. RULES AT WORK
• Employees are unable to attend a school location at any time unless in possession of an enhanced DBS certificate which the Company has deemed to be ‘acceptable’ in all the circumstances. In the event of any content being disclosed as part of the DSB process, the Director of People & Training is the only individual able to decide if the employee can continue working on school premises,
• Thomas Franks reserve the right to apply for references, in line with our reference policy DBS checks & identity/right for any employee who has transferred into the company via TUPE.
Please note, this list is not exhaustive and any matter which potentially could adversely affect our duty of care in a school environment will be treated as a serious disciplinary matter and may ultimately lead to dismissal.
3.15 Child Safety
2. Where our staff work in environments with children or vulnerable adults, it is important that all contact and relationships are conducted inline with our Child Safety and Awareness policies. It is not acceptable for employees to have or maintain contact with any pupil (or vulnerable adult) outside of usual work activities.
Contact via any form of social media platform (such as Facebook, Twitter, Instagram ad Linkedin etc.), by telephone, email, text message, photo messaging or in person is unacceptable. (This list is not exhaustive).
This type of contact is considered inappropriate regardless of the age of the pupil, even if over the age of 18 years. If an employee is found to have had any contact with a pupil outside of a work situation, this will be deemed inappropriate and is a dismissible offence in relation to child safety. If any such contact is instigated by the pupil or vulnerable adult at any time, it must be immediately reported to the HR Director of Thomas Franks. To withhold such information will be considered a serious disciplinary matter.
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