Quote:
Originally Posted by Virgin Salesman
A spent conviction is spent! An unspent conviction is unspent - thats the law (spent convictions do not show on a basic CRC from Disclosure Scotland)!
|
Your point is correct as far as it goes, but unspent convictions
are put on an
enhanced disclosure. So there are certain circumstances in which a person cannot escape their past crimes.
Quote:
|
Also if the conviction is not relevant then it would not be considered during the recuitment process - some driving offences etc.
|
Not correct. They shouldn't, as a matter of good recruitment practice, form part of the recruitment decision, unless they are relevant, but there is no law to prevent it.
Quote:
|
For example: If someone was convicted in the past and their conviction is now spent surely that means they can get on with their life (and work where they want) as it is a spent conviction (on checking this is normally 6 years).
|
Yes and no - if someone applies for a job that's exempted from the Rehab. of Offenders Act, then the recruiter is entitled to see an enhanced disclosure and is entitled to base their decision on it, even if all the convictions on it are spent.
Quote:
However, as i originally posted i am refering to staff with unspent convictions.
After a month and with the knowledge of VM no action has been taken.
I am daily in contact with customers I feel are vulnerable (ie they give me bank/personal details etc). I ask again VM what are you going to do to protect these customers?
|
Well, that's up to VM, but their options when getting disclosures on their potential staff are limited.