pip.scot (the “Site”) is owned and operated by GenX media Ltd t/a Pharmacy in Practice. The following terms and conditions apply. By using the site and the services available on it you are deemed to accept these terms and conditions and any additional terms and conditions which expressly apply to services and information provided by third parties.
Who we are and how to contact us
The Site is operated by GenX media Ltd t/a Pharmacy in Practice (“We”, “Our” or “Us”). We are registered in Scotland under company number SC533405 and have Our registered office at 28 Broad Street, Peterhead, Aberdeenshire. Our main trading address is 15 Roseacre crescent Turriff, Aberdeenshire. We are a limited company.
To contact us, please fill out our Contact us form.
Use of the Site
The information and services available on the site are provided for the sole purpose of individuals looking for employment opportunities and career information and for employers seeking to recruit staff. You may use, print and download information from the site for these purposes only and for no other personal or commercial purpose. You may not otherwise copy, display, transmit or distribute any material from the site and if you do or if you perform any other unauthorised processing of information on the site it shall be deemed a material breach of these terms and conditions which, in the case of a Customer, shall entitle us to terminate the Services immediately on notice in writing. Further, we reserve the right to suspend the provision of the Services to you in circumstances where we reasonably believe that you have performed any unauthorised processing of information. In respect of any personal data accessed or otherwise processed by a Customer as a result of access to the site or the Services, the Customer agrees that it shall be the sole data controller of such personal data for the purposes of the Data Protection Act 2018 and, as such, shall be solely responsible for its processing.
All copyright, database rights and other intellectual property rights in the site and the material available on the site belongs to us or its third party suppliers. Use of the site does not give you any proprietary rights in such materials.
What’s in these terms?
By using the Site you accept these terms. By using the Site, you confirm that you accept these Jobseeker Terms and that you agree to comply with them. If you do not agree to these Jobseeker Terms, you must not use the Site. We recommend that you print a copy of these Jobseeker Terms for future reference.
Object of the agreement and scope of the Services
We offer a variety of career services via the Platforms. We want to be your lifelong career assistant. If your life perspective changes, you are developing or reaching for new goals, we offer the right career support. We aim to build a long-lasting relationship, to build a product and a Service, that is available 7 days a week, 24 hours a day and which enables you to take your life and future in your own hands.
You can subscribe to job alerts through our Platforms. That means you will then regularly receive job alerts about listings which match your criteria. You can create job alerts manually which match a profile that has been defined by you in advance. If you also register or have registered an account, you can manage the job alerts described below in section c.ee.
There are other terms that may apply to you.
This Acceptable Use Policy refers to the following additional terms, which also apply to your use of the Site:
Employment Agencies and Employment Business Regulations 2003
Jobseekers and recruiters need to be aware that this job board operates as a venue only and does not introduce or supply jobseekers to recruiters (or vice versa). This means that we do not:
- obtain sufficient information for potential recruiters to select a suitable jobseeker for the position which the recruiter seeks to fill;
- obtain confirmation of the identity of a jobseeker or that they have the experience, training, qualifications or authorisation to work in the position to be filled or that they wish to undertake the role to be filled;
- take any steps to ensure the jobseeker and recruiter are each aware of any requirement imposed by law or otherwise which must be satisfied by either of them to permit the jobseeker to fulfil the position to be filled;
- take any steps to ensure that it would not be detrimental to the interests of the jobseeker or the recruiter for the jobseeker to fulfil the position to be fulfilled;
- give any indication to recruiters whether jobseekers are unsuitable (or suitable) for any position to be filled in any circumstances;
- propose jobseekers to recruiters or provide any information about them.
- take up any references in relation to a jobseeker; or,
- make any arrangements for accommodation of jobseekers.
The Conduct of Employment Agencies and Employment Business Regulations 2003 (the “Regulations”) seek to ensure that jobseekers are only proposed by employment agencies for roles for which they are properly qualified and that recruiters are only offered jobseekers who have the appropriate levels of experience, training, qualifications and authorisation for the position to be filled. Since we are only a venue and do not propose or introduce jobseekers to recruiters or vice versa, it is recommended that, if you are a jobseeker you undertake the steps set out in the Regulations to ensure your suitability for the role advertised or, if you are a recruiter, to ensure a jobseeker’s suitability for the role.
These could include:
1. If you are a jobseeker; checking the identity of the recruiter and the nature of its business, the commencement date and duration of the position, the position to be filled including type of work, location, hours and risks to health and safety, experience, training, qualifications and authorisation which the recruiter considers necessary or are required by law or otherwise to undertake the position, whether any expenses are payable by you as a jobseeker or whether there are any requirements imposed by law or otherwise for you to satisfy before taking up a position.
2. If you are a recruiter; checking the identity of the jobseeker and that the jobseeker has the experience, training, qualifications and authorisation required by law or otherwise for the position and whether there are any requirements imposed by law or otherwise for you, as the recruiter, to meet to enable a jobseeker to take up a position.
In addition, where professional qualifications are required or where jobseekers are to work with vulnerable persons or children, you should obtain copies of the relevant qualifications or authorisation, obtain at least two references from people who are not relatives of the jobseeker and undertake a criminal records bureau check of the jobseeker. For more details of how to undertake a Disclosure and Barring Service (DBS) check, visit then Disclosure and Barring Service (DBS) website.
Any searching or screening tools provided by us for use in your assessment of the suitability or otherwise of any particular candidate or advertised vacancy are to assist you in taking these steps, but are not intended as a substitute.
We may make changes to the terms of these terms.
We amend these Jobseeker Terms from time to time. Every time you wish to use the Site, please check these Jobseeker Terms to ensure you understand the terms that apply at that time.
Please view the “Effective from” date at the top of these terms to see when it was last revised.
Which country’s laws apply to any disputes?
These Jobseeker Terms, their subject matter and its formation are governed by Scottish law. You and We both agree that the courts of England and Wales will have exclusive jurisdiction except that if you are a resident of Northern Ireland you may also bring proceedings in Northern Ireland.
Please note the following important statement
- PIP is not providing any assurance regarding the registration or competence of individuals so contractors need to do that themselves.
- PIP is not providing any assurance regarding the registration or competence of individuals so contractors need to do that themselves – as well as ensuring all processes or indemnity considerations are managed“
If you are a pharmacy manager for a large company, please check with your area manager or HR team before posting jobs.
As an employer, it is your responsibility to decide whether to engage with someone as a volunteer or a paid worker. As a volunteer or paid worker, you should decide if it is appropriate for you to be working at this time. Pharmacy in Practice is facilitating an information sharing service and therefore can take no responsibility for how employees or volunteers engage with employers.
Important guidance before engaging with this tool
- COVID-19: guidance for health professionals (UK).
- Health professionals: coronavirus (Wales).
- Coronavirus guidance for clinicians and NHS managers (England).
- Coronavirus guidance (Health Protection Scotland).
- Guild of healthcare pharmacists FAQ page on Covid-19.
- CPPE return to practice learning hub.
Click here to view the Royal Pharmaceutical Society (RPS) resource page. This page is extremely comprehensive and provides advice for both the general public and also for health professionals. They have kindly removed their membership paywall and therefore are offering it to everyone free of charge.
RPS has also now published specific guidance including checklists for those considering returning to practice. We strongly recommend you access these resources before making the decision to get involved.
Buttercups Training would like to offer two free short courses, designed to enable non-pharmacy trained staff to provide temporary support to pharmacy teams and also support the training of people who are getting involved in doing pharmacy deliveries.
The NHS are asking all qualified and experienced pharmacists or pharmacy technicians to return to practice. Please click here to find out more about this scheme.