You were not required to disclose this information. DVLA would not have supplied this information as the conviction is spent. The employer was chancing his arm asking and in this instance you took the opportunity to shoot yourself in the foot by revealing your spent conviction. If you don’t believe me check with DVLA.
Whether or not they legally can take it into account is irrelevant. If they know about it they will, whether officially or not.
Problem is, if you said you’d been banned (and I think you were right to be honest), there will be another driver up for interview that hasn’t been banned. At which point you’re likely to be stuffed with the majority of firms.
Difficult position. However, if the conviction is spent I wouldn’t mention it. If you are directly asked ‘have you ever been banned’ in the past I would be honest. If you aren’t and it comes out later, you’ll possibly be sacked as a result…
Which means at the next job interview you’ll have a ban, lying about it and a sacking to try and cope with…
What would happen if not honest and it was the company insurer that required their drivers to conform to the nothing within 10 year rules and then an incident happened ?
ROG:
What would happen if not honest and it was the company insurer that required their drivers to conform to the nothing within 10 year rules and then an incident happened ?
from the company point of view, sacked for gross misconduct, from the insurance point of view, if fully comp, they would only honour the third party claim
fib a bit , wont hurt , bet every other candidate spins a few yarns on their cvs now n again to land the job
ROG:
What would happen if not honest and it was the company insurer that required their drivers to conform to the nothing within 10 year rules and then an incident happened ?
Insurance companies can’t take into account or use a spent conviction against you.
I have actually lost my licence before. I got 6 points in my first two years of driving and had to do re take my test and do everything from scratch, I even had to apply for my provisional again.
No one has ever asked me that going for a job though.
Truckulent:
Whether or not they legally can take it into account is irrelevant. If they know about it they will, whether officially or not.Problem is, if you said you’d been banned (and I think you were right to be honest), there will be another driver up for interview that hasn’t been banned. At which point you’re likely to be stuffed with the majority of firms.
Difficult position. However, if the conviction is spent I wouldn’t mention it. If you are directly asked ‘have you ever been banned’ in the past I would be honest. If you aren’t and it comes out later, you’ll possibly be sacked as a result…
Which means at the next job interview you’ll have a ban, lying about it and a sacking to try and cope with…
No he won’t and the company will be on shaky ground. You can’t discriminate against someone refusing to reveal a SPENT conviction.
shuttlespanker:
ROG:
What would happen if not honest and it was the company insurer that required their drivers to conform to the nothing within 10 year rules and then an incident happened ?from the company point of view, sacked for gross misconduct, from the insurance point of view, if fully comp, they would only honour the third party claim
Absolute rubbish.
DrivingMissDaisy:
Truckulent:
Whether or not they legally can take it into account is irrelevant. If they know about it they will, whether officially or not.Problem is, if you said you’d been banned (and I think you were right to be honest), there will be another driver up for interview that hasn’t been banned. At which point you’re likely to be stuffed with the majority of firms.
Difficult position. However, if the conviction is spent I wouldn’t mention it. If you are directly asked ‘have you ever been banned’ in the past I would be honest. If you aren’t and it comes out later, you’ll possibly be sacked as a result…
Which means at the next job interview you’ll have a ban, lying about it and a sacking to try and cope with…
No he won’t and the company will be on shaky ground. You can’t discriminate against someone refusing to reveal a SPENT conviction.
Yes, but who says they’d cite that as the reason? If you lie to an employer and then get found out, you’re on the ‘let him go ASAP list’ in the majority of firms I’d have thought.
It isn’t so much for refusing to reveal it. It’s for lying about it and saying he hasn’t been banned (if he was asked directly) when he has, which is a different thing altogether…
Either way, you’d be on a hiding to nowt if you were found out.
Truckulent:
DrivingMissDaisy:
Truckulent:
Whether or not they legally can take it into account is irrelevant. If they know about it they will, whether officially or not.Problem is, if you said you’d been banned (and I think you were right to be honest), there will be another driver up for interview that hasn’t been banned. At which point you’re likely to be stuffed with the majority of firms.
Difficult position. However, if the conviction is spent I wouldn’t mention it. If you are directly asked ‘have you ever been banned’ in the past I would be honest. If you aren’t and it comes out later, you’ll possibly be sacked as a result…
Which means at the next job interview you’ll have a ban, lying about it and a sacking to try and cope with…
No he won’t and the company will be on shaky ground. You can’t discriminate against someone refusing to reveal a SPENT conviction.
Yes, but who says they’d cite that as the reason? If you lie to an employer and then get found out, you’re on the ‘let him go ASAP list’ in the majority of firms I’d have thought.
It isn’t so much for refusing to reveal it. It’s for lying about it and saying he hasn’t been banned (if he was asked directly) when he has, which is a different thing altogether…
Either way, you’d be on a hiding to nowt if you were found out.
And he didn’t get the job anyway so what would he have to lose by refusing to reveal a SPENT conviction? The scenario you describe is highly unlikely in any case!
From the Nacro.org website dated 30/01/13
‘The Court of Appeal has ruled that the way the criminal records system operates is unlawful. Currently, when employers apply for Standard or Enhanced Disclosures, the entire criminal history of that candidate is disclosed to the employer. This frequently includes very minor offences that took place many years ago. As a result, employers often discriminate against these candidates and prevent them from accessing education and employment