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Live Nation (“We”, “Us”, “Our”) is committed to providing equal employment opportunities for job applicants and employees and will not tolerate any speech or conduct that is intended to, or has the effect of, discriminating against or harassing any applicant or employee because of his or her race, colour, religion and belief, sex (including gender identity, pregnancy and maternity, childbirth or related medical condition), national original, age, physical or mental disability, medical condition, sexual orientation, marital status, genetic information or any other characteristic protected by law.
RECRUITMENT OF EX-OFFENDERS POLICY
We will not discriminate against applicants who possess a criminal record. Unless the nature of the position requires us to ask questions about the applicant’s entire criminal record, we will only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.
We will not necessarily bar an applicant from employment due to an unspent conviction; the nature of the conviction and its relevance to the post will be considered on a case by case basis. Failure to reveal information regarding unspent convictions could lead to withdrawal of an offer of employment.
All offers of employment are conditional on receiving evidence of right to work in the UK as well as checks of the applicant’s employment history and verification of qualifications.
Pre-employment screening will be undertaken where a risk assessment has indicated that it is both proportionate and relevant to the position concerned. This may consist of a ‘basic disclosure’ from Disclosure Scotland and, where appropriate, a standard or enhanced Disclosure and Barring Services check. We will comply with the Revised Code of Practice for Disclosure and Barring Service Registered Persons (available here). For further information on the criminal record checking regime in the UK please see www.gov.uk/disclosure-barring-service-check/overview. We will discuss any matter revealed as a result of the enhanced pre-employment screening with the candidate before making a decision or withdrawing a conditional offer of employment.