Placement terms and condition for Social Work Student Sponsorship Scheme


This is a non salaried position

Travel and expenses

The Council has a Travel and Expenses Policy. Where travel by private car is necessary the policy provides for reimbursement of costs on the basis of regular or occasional user status.

All new employees to the Council are designated occasional users unless the line manager deems that assessment for regular user status is appropriate. Where designated a regular user, the allowance may be changed or withdrawn at the discretion of the Council at any time, subject to twelve weeks’ notice.

If you use your own vehicle for the purposes of your work you must ensure that your insurance policy covers you for this purpose (and carrying passengers if applicable).

Annual leave

Leave is not granted except for the bank holidays that fall during the placement period.

Notice to terminate

Notice to terminate this arrangement can be given by either party providing one weeks notice is given.

No smoking

Cheshire East Council is a non-smoking organisation. Employees joining the Council do so in the knowledge that they will be required to comply with these arrangements.

Relatives within the council

Applicants must disclose on their application form details of any relative who is an elected Cheshire East Councillor or a Cheshire East Council employee. If applicants do not give details of a relationship the placement maybe terminated without notice.

This will also be the case if the applicant or someone else uses improper influence to attempt to get them the placement (but this does not prevent a Cheshire East Councillor or employee giving a written reference about the applicant). It should also be noted that if an applicant is related to a Cheshire East Council employee, this may affect the location or type of placement offered.

Equal Opportunities Policy

Cheshire East Council is committed to the promotion of equality of opportunity and the elimination of discrimination; all applicants should note that they will be considered on the basis of suitability regardless of disability, gender, race, religion, age, sexual orientation and marital status or any other discrimination which is unfair or unreasonable.

Asylum and Immigration Act

All external successful applicants will be asked to confirm, in advance of taking up the appointment, that you are eligible to work in the United Kingdom. In order to establish this the successful applicant will be asked to provide documentation showing their National Insurance Number or provide copies of Tax Forms P45 or P60, or if this is not possible, other evidence of their entitlement to work.

Standards of Conduct

Cheshire East Council's Code of Conduct sets out the standards which are expected of employees and will apply during the period of placement.

Employing people with a criminal record

Cheshire East Council aims, as part of its approach to Valuing Diversity, to promote equality of opportunity for all and has an open-minded recruitment policy in relation to engaging people with past convictions. At the same time vulnerable client groups must be protected and a safe working environment provided for all employees.

It is recognised that people who have been convicted should be treated fairly and given every opportunity to set out their suitability for a job. People with a criminal record may be unsure about sharing information when seeking employment. They know from experience that this may jeopardise their chances. The Council, therefore, wishes to encourage disclosure and will only use such information to assess an applicant’s suitability for a placement.

The Rehabilitation of Offenders Act

The purpose of this law is to help people who have been convicted of criminal offences (in the UK and abroad) and who have not re-offended. If a person has been:

  • convicted of a criminal offence with a sentence of not more than 2 and a half years imprisonment
  • and has since lived trouble free for a specified period of time (related to the seriousness of the offence)

They are to be treated as if the offence, conviction or sentence had never occurred. This is known as a spent conviction. But, there are exceptions to this and various kinds of jobs are excluded.

Amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are 'protected' and are not subject to disclosure to employers, and cannot be taken into account. Guidance on what these cautions and convictions are can be found in the section ‘’Filtering Rules for Disclosure and Barring check certificates’’

Filtering rules for Disclosure and Barring check certificates

For those 18 and over at the time of the offence

An adult conviction will be removed from a DBS Certificate if,

  • 11 years have elapsed since the date of conviction; and
  • it is the person’s only offence, and
  • it did not result in a custodial sentence.

It will only be removed if it does not appear on the range of offences which will never be removed from a certificate, which include serious sexual and violent offences. If a person has more than one offence, then details of all their convictions will always be included.

An adult caution will be removed after six years have elapsed since the date of the caution – and if it does not appear on the list of offences relevant to safeguarding.

For those under 18 at the time of the offence

For convictions, the same rules apply as for adult convictions, except that the elapsed time period is five and a half years.

For cautions, the same rules apply as for adult cautions, except that the elapsed time period is two years.

Exceptions to the rules

Some offences will never be removed from a DBS Certificate. These include the most serious sexual and violent offences.

Information needed when applying for a placement

The Council meets the requirements of exempted questions under the provisions of the Rehabilitation of Offenders Act and our application form asks applicants, to declare if they have any criminal convictions, including some spent convictions.

Preparation for an interview

Reasonable steps must be taken to check the identity of applicants. People called for interview are, therefore, asked to provide photographic and documentary evidence. This can be a passport or new style driving licence and at least one item of address related evidence for example a utility (gas or electric etc) bill. If you do not have a passport or new style driving licence, your original birth certificate should be provided. If you have changed your name by deed poll or any other method, evidence of this will also be required.

Criminal record checks

The Disclosure and Barring Service (DBS) is an executive Agency of the Home Office and has been set up to help employers and voluntary organisations to make safer recruitment decisions and appointments. Anyone offered employment would be subject to a criminal record check by the Service before a placement is confirmed. You will be asked to complete a form, depending upon the job you apply for.

Enhanced disclosures provide details of all convictions held on the Police National Computer, including current and spent convictions as well as details of any cautions, reprimands or final warnings and also include a check on local police records.

Failure to declare information or the provision of false information could lead to the withdrawal of the offer of employment or dismissal.

The use of criminal record information

It is recognised that information provided on any disclosure is confidential. The Council complies fully with the DBS code of practice and any information received will be handled carefully and in accordance with the provisions of the Data Protection Act.

A criminal record will not necessarily stop an applicant getting a placement (subject to particular circumstances or convictions, which make it unlawful to make an appointment). Any spent convictions will not be taken into account unless the placement is exempt under the law and recruitment procedures will be based on an objective assessment of a person’s ability.

These procedures will:

  • focus on skills, experience and qualifications
  • consider any criminal record information (for example, its relevance to the job and its seriousness, when the offence or other matter took place, any pattern of offending behaviour, the applicants explanation and circumstances etc)
  • identify any risks to clients, employees and the work itself.

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