Quote:
Originally Posted by rogermevans
actually it may have said about it as the employer CRB statement has stuff on it you don't see on the statement they send to you but they could well have decided quite rightly it wasn't relevant any more
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Now, admittedly the rules are a little different here in Scotland, but they're not that different - and here, there is no such thing as a 'different' background record disclosure for viewing by an employer as opposed to an employee. In fact, the DPA would make it impossible for the CRB to give information to your prospective employer and refuse to give it to you. Unless you have specific information to the contrary, I think you're incorrect on that point.
However, quite right to say that a mature employer with a robust recruitment policy would have the wherewithall to evaluate past convictions and decide on their relevance.
There is also the issue here of whether the employer is exempted from the Rehab. of Offenders Act and is therefore permitted to see an enhanced CRB check ('Enhanced Disclosure' in Scotland) which contains all details of past convictions, whether spent or not. Only certain jobs are exempted in this way.