Compliance

Safe Guarding

Clarence Recruitment ensures every Teacher/Cover Staff exceeds DFE Safeguarding guidelines.
​We believe to provide an excellent service it must be built on solid and safe foundation. That’s why when we are recruiting your teachers & cover staff our safeguarding is our number one priority.
Here’s our process, if you have any questions then get in touch with us.

Phone Screening/ Phase 1
All personnel who are working with children at Clarence Recruitment are pre-screened by telephone interview by a Consultant with QTS status. If we are satisfied at this stage with their suitability, then we move to the next stage.

Application Pack / Phase 2
Our compliance team send out our comprehensive application pack to the candidate which is returned back to us prior to interview. The checks we undertake are in Phase 4 ( see below )

Face to Face Interviews / Phase 3
Every person who is going to be directly or indirectly working with children at Clarence Recruitment are met and interviewed by us. We discuss the candidates history and thoroughly work through their CV. We identify their strengths and expertise. We offer career advice and begin a relationship built on trust & honesty.

Compliance Process Completion / Phase 4
​5-year address history for the Enhanced DBS
Disqualification through association, update service, proof of all ID – passport/birth certificate, driving licence, proof of name change, NI proof, address proof (in the last 3 months) overseas police check & proof of qualification certificates.
Clarence will also chase references; QTS numbers & DBS checks on the update service.
All candidates must have a minimum of two full relevant references. We like to know what the candidate is like in the work environment; this also helps with giving more detail to the Schools we are going to place them in.
Once we are happy that we have all the correct documentation the file is double checked we will then be happy to sign them off for work.​
Safeguarding constantly needs updating for the protection and safety of children so here at Clarence we keep a live record of the candidates file which is filled in by regular feedback from Schools & yearly new references.

Steps For Compliance Process Completion​

  • 5-year address history for the Enhanced DBS
    Disqualification through association, update service, proof of all ID – passport/birth certificate, driving licence, proof of name change, NI proof, address proof (in the last 3 months) overseas police check & proof of qualification certificates.
  • Clarence will also chase references; QTS numbers & DBS checks on the update service.
  • All candidates must have a minimum of two full relevant references. We like to know what the candidate is like in the work environment; this also helps with giving more detail to the Schools we are going to place them in.
  • Once we are happy that we have all the correct documentation the file is double checked we will then be happy to sign them off for work.​
  • Safeguarding constantly needs updating for the protection and safety of children so here at Clarence we keep a live record of the candidates file which is filled in by regular feedback from Schools & yearly new references

Your Holiday Pay

Clarence Recruitment’s Holiday Pay relates to PAYE candidates and student workers only; if you are a limited company worker or are working through an umbrella company, you will receive your holiday pay through the limited company. The annual entitlement for holiday is pro-rated for part-time workers.

How do I claim my holiday Pay?
Clarence Recruitment adopt the “accrual method” for the way in which you will receive holiday pay i.e paying holiday as and when you take it.

To take your holiday you need to do the following:

  • Confirm your period of holiday via email with your recruitment consultant, it is not advised to take holiday during term time.
  • Request holiday directly with your consultant and also email compliance@clarencerecruitment.co.uk with your name and the date of the Friday you want to be paid a week in advance.
  • You will need to provide one weeks’ notice of your holiday.

Can I opt out of holiday pay?
The scheme has been introduced after a ruling made by the European Court of Justice and is now a legal requirement in the UK. So, the simple answer is No.

What does ‘accrued’ mean?
‘Accrued’ pay or holiday is pay or holiday that is ‘banked’ or accumulated.

When does our holiday year run from and to?
It is as per the calendar year, (2nd January – 30th December) 52 weeks – but adjusted to accommodate Clarence Recruitment’s weekly payroll.

Holiday pay calculation and payment
The holiday pay rate is based on your average pay rate (or hourly rate).
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Will Clarence Recruitment pay holiday pay without a holiday being taken?
Holiday pay can only be paid for your holiday taken. The legislation does not allow holiday pay to be paid for any reason other than holiday.

Do I get paid on bank holidays?
Yes, if you have any holiday accrued.

Can I carry over Holiday Pay entitlement to the next holiday year?
No. Any holiday entitlement must be taken during the course of the holiday year in which it is accrued. You cannot carry any over to next year, so you must use it, or you will lose it.

When will I be paid my holiday pay?
Holiday pay is paid in the same way as normal worked days i.e. weekly in arrears. Should holiday and worked days occur in the same week a single payslip will be produced which will show both pay types on one payslip.

Can I claim Holiday Pay at any point in an assignment?
Yes, but you can only be paid for holiday accrued, and it can only be paid if you do not work on the days booked.

If I finish my assignment and do not start the next assignment immediately, do I need to request my P45 to claim my holiday entitlement?
No, the entitlement remains with you, and should you take on a further assignment your accrual will continue to accumulate.

Is the holiday accrued capped?
No, the accrual is based on the number of Working Time Regulation hours worked.

Is holiday pay taxed?
Yes, it is taxed when it is paid, not when it is deducted.

Can I book holiday before I have accrued it?
Yes, you can book holidays in advance, but you will only be paid for hours accrued when the holiday claim is processed. Holiday taken in excess of the entitlement is treated as leave without pay but will be paid automatically as and when sufficient entitlement is earned.

If I haven’t accrued enough holiday, can I take unpaid leave?
Yes, any holiday taken for which there has not been enough holiday entitlement accrued is treated as leave without pay but will be paid automatically as and when sufficient entitlement is earned.

Can I book holidays on days that fall outside my normal work pattern e.g. Monday-Friday?
Days not normally worked cannot be booked as holiday. The legislation is aimed at ensuring workers take their holiday entitlement for health and safety reasons.

On-line Training Courses

Clarence Recruitment is always looking at different ways of innovating the candidates we work with. We are continuity looking at enhancing our safeguarding procedure and would like to offer the online training courses.
The on-line training should take between 30 minutes each to complete, and they can also be added to your own CPD.

An Introduction to Safeguarding Children.
Prevent duty training

Thank you

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