Jobline Staffing take quality and compliance very seriously.
Being a member of the Recruitment Employment Confederation (REC), which is the governing body of the recruitment industry is a sign of the commitment we have to ensuring best practice within the industry. This membership means all policies, processes and industry updates are provided to ensure Jobline are operating within the most current legislation’s along with abiding to the Code of Professional Practice (REC Code).
As part of the new temporary worker registration process, Jobline carry out vigorous background checks which ensure each worker is eligible and has the suitable training/security checks required for each role.
Jobline Staffing also work in accordance with Agency Worker Regulations (AWR) to ensure all temporary workers are given parity with those on comparable permanent contracts after completing their first 12 weeks in the same assignment, this is often referred to as the ‘qualifying period’.
Due to Jobline operating as an intermediary between clients and 3rd parties, accurate HMRC reporting is carried out on a quarterly basis.
Equality and diversity
Jobline Staffing values all people, regardless of their gender (or gender reassignment), age, disabilities (including medical conditions), race, ethnic origin, pregnancy or maternity status, language, religious beliefs, political beliefs, trade union membership or non-membership, marital status or sexual orientation.
We are therefore committed to promoting equality at every opportunity both as a provider of services and as an employer.
This statement and our Equality Policy is designed to ensure our services are equally accessible and relevant to all clients and that our recruitment and employment practices and procedures actively promote equality of opportunity.
Jobline Staffing have a stringent in-house compliance process which includes regular internal audits on temporary workers compliance status.
In addition Jobline recruit for public sector clients along with private businesses and as such are regularly audited by the local authority teams.
As Jobline Staffing also provide Master Vendor Recruitment Solutions, we also carry out audits on our approved 3rd party agency suppliers.
Gender Pay Gap Reporting
The new gender pay gap reporting obligations have been introduced and employers with 250 employees are required to publish gender pay gap information. Data is taken from a ‘snapshot date’ of 31 March 2017 and is required to be published annually.
Corserv Gender Pay Report
The report can also be found on the Government’s Gender Pay Gap website along with the reports of other public and private sector employers.
Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records.
All employees can confirm and update their records if they choose to by contacting email@example.com.
You can learn more about Gender Pay Reporting by visiting www.acas.org.uk/genderpay