From our support staff contract:

1.3. The Employee’s employment is conditional upon the School receiving two references from previous employers which are satisfactory to the School and upon the satisfactory completion of all necessary pre-employment and/or disclosure checks. In the event that employment begins prior to the completion of any check or condition, this will not constitute a waiver of these conditions, and continued employment will be conditional on the School being satisfied that they have been met.

...

1.5. The Employee hereby confirms that he/she is suitable to work with children and is not disqualified from doing so either directly or by association. The Employee shall immediately inform the Head of any circumstances that may impact on his/her suitability to work with children, including but not limited to any convictions, charges or cautions for criminal offences. Furthermore, the Employee shall also, where applicable and as required by law, disclose the circumstances of anyone living or employed in his/her household who may cause the Employee to be disqualified by association.

1.6. The Employee agrees to complete updated checks and/or a self-declaration form from time to time as required by the Head to confirm that the information held in connection with suitability and disqualification is up to date. The Employee acknowledges that failure to disclose such information in accordance with this clause or to complete the updated checks or self- declaration form may be treated as a disciplinary matter and could lead to dismissal.

From our Engineer's contract:

5. DISCLOSURE AND BARRING SERVICE CHECK
5.1. Your role may require you to come into contact with elderly and or vulnerable persons of any age. Accordingly, if applicable, it will be a condition of your employment that the Company receives a satisfactory result on an initial search and all subsequent searches against you of the Disclosure and Barring Service.
5.2. The Company will pay the cost for using the service. You are required to notify the Company if you have previously been known by another name or if you change your name.
5.3. Receipt of an adverse certificate will be treated as a disciplinary matter and may result in your dismissal or demotion.

Hope this helps

Debi

In reply to Nina Waters:

Many thanks, Nina.

In reply to Deborah:

Debi, thanks very much. Regards, Lynne