Screening for the purpose of secondment
Do you second or supply employees? Then screening the employee again before each secondment or assignment is usually not necessary. Sending a certificate of conduct (Dutch VOG) of the employee to the client is usually not necessary either.
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One-off screening
It is advisable that, as an employer, you conduct a screening once only. Unless a law prescribes otherwise. A client may then ask you which screening methods were applied. And whether any objections emerged from this screening.
Has a certificate of conduct (VOG) been issued for your employee? Then the client may request it when in doubt.
When is conducting a new screening allowed?
Does the client not agree to this? And is there a demonstrable necessity on the part of the client to conduct a screening? For example, that special security requirements apply for working at the client? Then the client is allowed to screen your employee again.
Forwarding a VOG to the client
Forwarding a VOG of an employee to a client is only allowed on strict conditions. Usually, there is no need for you to forward the VOG. It is sufficient if you let the client know that there are no impediments that prevent your employee from working for the client.
Does the client think it necessary to know if a VOG was issued for your employee? Or do you feel yourself that it is necessary to share this information with the client? Then the client and you have to be able to substantiate the necessity of exchanging this information. The mere fact that the client requests this information is not enough in this case.