Caution received as a minor - will it show on enhanced CRB?

bailey3112

Hi all

I am really worried and need help...

I went through a rough patch as a teenager and received a caution 15 years ago at age 14 for shoplifting. I have had no further dealings with the police since. At the time I remember being worried if it would affect me in future, and I asked the police officer who said not to worry as it would be deleted in 3 years if there was no further offences.

I have been offered a job and been asked to complete en enhanced disclosure, which I have sent off. I haven't been asked if I have any police record so far, so I haven't lied.

Will this caution show up?

Should I tell my prospective employer in case it does? I'd rather not have to mention it if I don't have to as I will have to work with these people every day and I'm embarrassed.

AnonymousForObviousReason

Because it's an Enhanced CRB then yes it most likely will appear, it would also include any comments that police wish to add.

It's up to the employer to decide if it's grounds not to employ you. If it's of a nature which would be cause concern with your job like drugs, sexual crimes, anything involving vulnerable people, etc then you'd have no chance as if you lied.

I personally don't think shoplifting at 14 would count against you. It also has to be confidential so not everyone in the office would know, I didn't know one of the staff I manage had convictions until they told me because, quite rightly, it has nothing to do with their job.

I personally would disclose but you will get a copy of the check but it'll be the same time as them.

Also you could try phoning the CRB.
http://www.crb.homeoffice.gov.uk/contact_us/contact_channels.aspx

Good luck

1984ReturnsForReal_2

AnonymousForObviousReason wrote: »

Because it's an Enhanced CRB then yes it most likely will appear

I thought minor offences as a minor where wiped out.

an9i77

Yes it will show up on an enhanced disclosure - nothing is ever 'wiped' from your record with enhanced disclosure. If you've not been asked to say whether you have a police record yet then you can't be accused of lying or with holding the truth from your employer which is where a lot of people fall down. I would imagine that as it was so long ago they will discount it, but if it gets mentioned then I would be honest about it and say it was a long time ago and nothing like that has ever happened since, we all make mistakes so don't feel too bad about it. I would be very suprised if they decide to withdraw the offer based on this. I wouldn't say anything until or unless your employer mentions it, but am suprised you've not had to state on the application form whether you have a police record or not as this is standard for most applications particularly when a disclosure will be required, obviously if you need to complete an application form or anything like that you will need to be honest.

AnonymousForObviousReason

1984ReturnsForReal wrote: »

I thought minor offences as a minor where wiped out.

This might be for CRBs - there was a move to make police remove these after 5 years, many said they'd do this after 10 instead and others just seemed to keep them on regardless.

Enhanced - everything is for life I'm afraid, unless they've mucked up and not done it properly, they do seem to make loads of mistakes.

bluetownbarry

Enhanced - everything is for life I'm afraid, unless they've mucked up and not done it properly, they do seem to make loads of mistakes.

Absolutely correct. Lots of stuff never made it to the PNC, different police forces interpreting the rules differently, admin !!!! ups, incomplete paperwork kind of makes a farce of it.

Some people have had cautions similar to the OP's and no other transgressions since resurface after 40 odd years and lost jobs over it.

If your prospective employer has an ounce (or should that be gram?) of common sense they will see this for what it is - a silly mistake and lesson long since learned.

Savvy_Sue

bailey3112 wrote: »

I haven't been asked if I have any police record so far, so I haven't lied.

that's good ...

bailey3112 wrote: »

Should I tell my prospective employer in case it does? I'd rather not have to mention it if I don't have to as I will have to work with these people every day and I'm embarrassed.

You could get advice on 'safe disclosure' from NACRO. Our application forms suggest that people with something to disclose should include the details in a sealed envelope with 'disclosure' written on the front. I keep these with their identifying information so that unless they are shortlisted, no-one will ever know.

If they are shortlisted, our lead person for CRB checks should look at the disclosure just to check it isn't anything we would worry about - the nature of our work makes us fairly broadminded about ancient history, but obviously recent convictions would raise questions. But no-one else would know what the disclosure was.

Same when the CRB check arrives: if there's something on it which doesn't tally with what we already know about, questions may be asked.

But no-one else should know. Ever.

trinidadone

I thought the CRB application form you complete asks you on more than one part if you have any previous convictions, spent or unspent (which includes cautions) ??

bailey3112

Thanks for all your comments so far everyone.

trinidadone wrote: »

I thought the CRB application form you complete asks you on more than one part if you have any previous convictions, spent or unspent (which includes cautions) ??

Not this form - it was for 'Disclosure Scotland' as the post is north of the border and I'm positive I didn't have to answer any questions like this.

I think it's too late to discuss safe disclosure as I've already been shortlisted and offered the job. I may give Nacro a call though, thank you.

I'm still confused and worrying myself sick because half of people say 'don't tell them' in case the police records were messed up or wiped off and they may never ever know. Then the other half say 'tell them' as it's better to be honest. I agree with this, but it's a difficult subject to broach when I've only met them twice and they think I'm a professional person and I would need to tell more than one person as more than one were involved in recruiting me.

AnonymousForObviousReason

I was talking about England, obviously Scotland has its own rules and I'm not sure what applies there.

With regards to tell or not to tell there is no real correct answer at this stage, which is why you're getting conflicting advice. The likelyhood is that it will appear but mistakes are always possible with these checks - think incompetent CSA.

By the sound of it you've gone to far into the process for you to feel comfortable raising it now. If this is the case then leave it and see what happens (as mentioned you should get a copy so eventually you'll know one way or the other), then you can deal with it afterwards.

If it does appear on the Enhanced CRB, in your next job which includes the check - just mention it in the interview. Unless there are specific rules the vast, vast majority of employers really won't care, especially because of the age you were and how long ago it was.

Try not to worry too much.

Savvy_Sue

trinidadone wrote: »

I thought the CRB application form you complete asks you on more than one part if you have any previous convictions, spent or unspent (which includes cautions) ??

that's true, doesn't ask for details though. Might or might not be noticed by the person counter-signing the form.

bailey3112 wrote: »

Not this form - it was for 'Disclosure Scotland' as the post is north of the border and I'm positive I didn't have to answer any questions like this.

OK, I know nothing about north of the border, but there must be a website which might help! there will be a link from the CRB one, surely.

bailey3112 wrote: »

I think it's too late to discuss safe disclosure as I've already been shortlisted and offered the job. I may give Nacro a call though, thank you.

I'd say it's worth doing because this isn't going to go away, and there are more and more jobs where disclosure seems to be required ...

bailey3112 wrote: »

I'm still confused and worrying myself sick because half of people say 'don't tell them' in case the police records were messed up or wiped off and they may never ever know. Then the other half say 'tell them' as it's better to be honest. I agree with this, but it's a difficult subject to broach when I've only met them twice and they think I'm a professional person and I would need to tell more than one person as more than one were involved in recruiting me.

You don't need to tell more than one person. At this stage you could call the surgery and say you have a query about your Disclosure form, who deals with these and may you speak to them please? Then you say that you wish to speak to them in confidence (ie not in the middle of the reception area). One person knows, one person is all it needs. The forms themselves (if it's anything like CRB!) have to be kept very confidential until they are destroyed.

AnonymousForObviousReason wrote: »

If it does appear on the Enhanced CRB, in your next job which includes the check - just mention it in the interview. Unless there are specific rules the vast, vast majority of employers really won't care, especially because of the age you were and how long ago it was.

I disagree about mentioning it at interview. By giving in a sealed 'disclosure' with your application form, you should ensure that only one person within the organisation knows of your past misdemeanors.

I agree it's not something to worry about too much, however. And a point worth making in your disclosure is always that this was a long time ago, you were very young, you realised it was wrong and you've never done anything like it since.