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1、BRITISH STANDARD BS 7858:2004 Security screening of individuals employed in a security environment Code of practice ICS 13.310 ? Licensed Copy: London South Bank University, London South Bank University, Fri Dec 08 10:47:33 GMT+00:00 2006, Uncontrolled Copy, (c) BSI BS 7858:2004 This British Standar
2、d was published under the authority of the Standards Policy and Strategy Committee on 12 March 2004 BSI 12 March 2004 First published June 1996 Second edition March 2004 The following BSI references relate to the work on this British Standard: Committee reference GW/3 Draft for comment 03/103268 DC
3、ISBN 0 580 43512 1 Committees responsible for this British Standard The preparation of this British Standard was entrusted to Technical Committee GW/3, Manned security services, upon which the following bodies were represented: Association of British Insurers Association of Chief Police Officers Ass
4、ociation of Security Consultants British Bankers Association British Security Industry Association Ex-Police in Industry and Commerce Home Office International Professional Security Association Joint Security Industry Council MD Resolution Security Metropolitan Police National Security Inspectorate
5、Security Industry Training Organization Security Industry Implementation Unit Security Systems and Alarms Inspection Co-opted Members The following were also represented in the drafting of the standard through Technical Panel GW/3/-/4, Security screening: Criminal Records Bureau Office of the Inform
6、ation Commissioner Amendments issued since publication Amd. No.DateComments Licensed Copy: London South Bank University, London South Bank University, Fri Dec 08 10:47:33 GMT+00:00 2006, Uncontrolled Copy, (c) BSI BS 7858:2004 BSI 12 March 2004 i Contents Page Committees responsibleInside front cove
7、r Forewordii 1Scope1 2Terms and definitions1 3General2 4Security screening process2 5References6 6Incomplete record of career and history6 7Ancillary staff7 8Acquisitions and transfers8 9Subcontractors8 10Individuals employed in security screening8 11Records9 Annex A (informative) Information regard
8、ing Rehabilitation of Offenders Act 197411 Annex B (informative) Example forms11 Annex C (informative) Information on the Data Protection Act 199819 Bibliography21 Table A.1 Periods of rehabilitation11 Licensed Copy: London South Bank University, London South Bank University, Fri Dec 08 10:47:33 GMT
9、+00:00 2006, Uncontrolled Copy, (c) BSI BS 7858:2004 ii BSI 12 March 2004 Foreword This British Standard was prepared by Technical Committee GW/3. It supersedes BS 7858:1996, which is withdrawn. Performing security screening will necessitate the processing of personal data. Attention is drawn to the
10、 Data Protection Act 1998 (see Annex C), and The Information Commissioners Code of Practice: Employment records. Further details can be accessed via www.dataprotection.gov.uk. This British Standard was drafted in consultation with the Security Industry Authority (SIA). Further details can be accesse
11、d via http:/www.the-sia.org.uk/. As a Code of Practice, this British Standard takes the form of guidance and recommendations. It should not be quoted as if it were a specification and particular care should be taken to ensure that claims of compliance are not misleading. This publication does not pu
12、rport to include all the necessary provisions of a contract. Users are responsible for its correct application. Compliance with a British Standard does not of itself confer immunity from legal obligations. In particular, attention is drawn to the following statutory regulations: Rehabilitation of Of
13、fenders Act 1974 1 Rehabilitation of Offenders (Scotland) Act 1974 2 Rehabilitation of Offenders (Northern Ireland) Order 1978 3 Data Protection Act 1998 4 Criminal Justice Act 1961 5 Criminal Justice (Scotland) Act 1963 6 Electronic Communications Act 2000 7 Private Security Industry Act 2001 8 Asy
14、lum and Immigration Act 1996 9 Employment Act 2002 10 Summary of pages This document comprises a front cover, an inside front cover, pages i and ii, pages 1 to 21 and a back cover. The BSI copyright notice displayed in this document indicates when the document was last issued. Licensed Copy: London
15、South Bank University, London South Bank University, Fri Dec 08 10:47:33 GMT+00:00 2006, Uncontrolled Copy, (c) BSI BS 7858:2004 BSI 12 March 2004 1 1 Scope This British Standard gives recommendations for the security screening of individuals to be employed in an environment where the security and s
16、afety of people, goods or property is a requirement of the employing organizations operations and/or where such security screening is in the public interest. NOTEProperty includes intellectual and physical property. 2 Terms and definitions For the purposes of this British Standard, the following ter
17、ms and definitions apply. 2.1 ancillary staff individuals involved in ancillary activities such as administration, personnel, building maintenance and cleaning 2.2 confirmed employment employment (beyond the period of provisional employment, if any) granted upon successful completion of security scr
18、eening and any additional criteria applied by the organization 2.3 organization company, establishment, government or local authority department, or other body employing individuals in an environment where the security of people, goods or property is a significant consideration 2.4 provisional emplo
19、yment initial period of employment for a new individual during which security screening is continuing NOTESuccessful completion of security screening is one criterion upon which the decision to grant confirmed employment is based. 2.5 relevant employment employment which involves, or may involve, th
20、e acquisition of, or access to, information or equipment, the improper use of which could involve the organization, any client of the organization, or any third party, in a security risk NOTE 1The definition applies to individuals irrespective of whether they are engaged full-time or part-time, or o
21、n a permanent or temporary basis. NOTE 2Further guidance on individuals considered under relevant employment can be found in The Information Commissioners Employment Practices Data Protection Code Part 1: Recruitment and Selection 11. 2.6 screening controller individual in an organization responsibl
22、e for security screening 2.7 security screening period period of not less than 10 years immediately prior to the commencement of relevant employment or transfer to relevant employment, or back to the date of ceasing full-time secondary education, if this date is more recent 2.8 writing legible docum
23、ent (hardcopy document or electronically stored document capable of being printed) from an individual whose identity is verified NOTEFor verification of identity of signatories to electronic documents, attention is drawn to the Electronic Communications Act 2000 7. Licensed Copy: London South Bank U
24、niversity, London South Bank University, Fri Dec 08 10:47:33 GMT+00:00 2006, Uncontrolled Copy, (c) BSI BS 7858:2004 2 BSI 12 March 2004 3 General 3.1 The organization should not employ individuals whose career or history indicates that they would be unlikely to resist the opportunities for illicit
25、personal gain, or the possibilities of being compromised, or the opportunities for creating any other breach of security, which such employment might offer. 3.2 The organization should not employ individuals who, where required, cannot produce a valid work permit or visa. NOTEAttention is drawn to t
26、he Asylum and Immigration Act 1996 9. 3.3 The organization should make clear to all individuals employed in security screening (see Clause 10), and to those with authority to offer provisional or confirmed employment, that high standards of honesty and integrity should be maintained in view of the s
27、pecial circumstances of the environment in which they are employed. Individuals employed in security screening should also be mindful of the difference between personal opinion and fact when recording information about individuals. 3.4 Although no system of security screening can provide absolute se
28、curity, the organization should use every endeavour to ensure that the integrity of its personnel is established and maintained. NOTEIn some cases, the application of this British Standard might prevent employment or cause dismissal, because the verification procedures cannot be completed satisfacto
29、rily. It is emphasized that this should not necessarily be taken as an indication of unsuitability; it might simply not have been possible to obtain the required positive evidence. 3.5 The organization should carry out security screening in accordance with this British Standard prior to the engageme
30、nt of individuals for relevant employment or to their being transferred to relevant employment from other duties for which they have not previously been subjected to security screening in accordance with this British Standard. 3.6 The organization should ensure that security screening in accordance
31、with this British Standard has been carried out on all individuals already in relevant employment. 3.7 This British Standard should be applied equally to all individuals in relevant employment including full-time and part-time employees, temporary and permanent employees, and to all levels of senior
32、ity, including directors. The full security screening procedure should be carried out in the case of individuals regardless of their previous employment, even if that employment was in a security environment. NOTEAttention is drawn to the Rehabilitation of Offenders Act 1974 1 (see Annex A). 4 Secur
33、ity screening process 4.1 General The organization should inform individuals being screened that their personal data will be used for the purposes of security screening. All individuals should have a personal interview prior to any offer of employment being made. The organization should obtain docum
34、entary evidence of background, experience and character for all individuals. The screening controller should ensure that private and confidential data about individuals being security screened is held confidential unless authorized in writing by the individual being security screened. NOTE 1Attentio
35、n is drawn to the Data Protection Act 1998 4. The authenticity of security screening information is important and organizations holding security screening information electronically or otherwise should be able to demonstrate that appropriate measures are in place to prevent alteration. NOTE 2Attenti
36、on is drawn to DISC PD 0008. 4.2 Screening file A screening file should be established for each individual subject to security screening (see Clause 11). Licensed Copy: London South Bank University, London South Bank University, Fri Dec 08 10:47:33 GMT+00:00 2006, Uncontrolled Copy, (c) BSI BS 7858:
37、2004 BSI 12 March 2004 3 4.3 Provision of information All individuals applying for relevant employment and all existing employees transferred to relevant employment from other duties should be required to provide the following in writing. a) Details of their education, employment, periods of self-em
38、ployment, unemployment and gaps in employment throughout the screening period. b) The names of at least two individuals, from whom a character reference can be requested (see 4.5). c) Details of all cautions or convictions for criminal offences, including motoring offences and pending actions. d) De
39、tails of all bankruptcy proceedings and outstanding court judgments for debt. e) An acknowledgement that misrepresentation, or failure to disclose material facts, either during application or throughout employment may constitute grounds for immediate dismissal and/or legal action. f) A statement sig
40、ned in the presence of the interviewer, authorizing an approach to former employers, government departments, individuals providing character references, etc. for verification of a continuous record of their career and history. NOTE 1An example of the text that can be used is given in Annex B, Form 5
41、. Form 5 can be used as a separate form or as part of the application form. NOTE 2If necessary, individuals may be reassured that a current employer will not be contacted until written permission from the individual is obtained. g) Assistance in obtaining a continuous record of evidence in writing c
42、onfirming 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
43、the offer of provisional employment that the offer will be withdrawn if the security screening is not concluded satisfactorily. 4.4 Continuous record of career and history For security screening purposes, the organization should establish by direct reference to former employers, government departmen
44、ts, educational authorities, etc., with confirmation from them in writing, details of education, employment, periods of self-employment, unemployment and gaps in employment of the individual being security screened for the whole of the security screening period on a month-to-month basis (see Clause
45、6). In addition, the organization should enquire whether former employers would re-employ the individual. 4.5 Character references The organization should obtain two character references, with confirmation in writing, from individuals with personal knowledge of the individual being security screened
46、. Each character reference should confirm that nothing is known about the individual being security screened which would reflect adversely upon their suitability for the proposed employment. The individual providing the character reference should be asked to confirm the nature of their relationship
47、with the individual subject to the security screening and that they have known the applicant for a minimum of 2 years within the past 5 years. Character references should not be obtained from relatives of the individual being security screened. Wherever possible, a character reference should be requ
48、ested from the most recent past employer of the individual being security screened (see 4.3, Note 2, regarding contacting an individuals current employer). NOTEEffective security screening is dependent upon those having knowledge of the individual being security screened supplying information and re
49、ferences. It is hoped that individuals and organizations will co-operate in supplying information and references in respect of their past employees when requested to do so, unless there are good and substantial reasons for not doing so. Licensed Copy: London South Bank University, London South Bank University, Fri Dec 08 10:47:33 GMT+00:00 2006, Uncontrolled Copy, (c) BSI BS 7858:2004 4 BSI 12 March 2004 4.6 Verification of information For security screening purposes,
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