Need advice Please

Savvy_Sue

elsien wrote: »

He could try contacting NACRO for further advice?

Loanranger wrote: »

Take a look at this NACRO leaflet for more guidance.
http://www.nacro.org.uk/data/files/nacro-2007021302-65.pdf

My advice is to declare the conviction right at the start until it becomes spent.

There are ways and ways of disclosing, and NACRO can advise. Some jobs will invite disclosure with the application - where I work, we suggest that people include a sealed envelope with details, which is only opened if they get shortlisted. Someone will then look at the letter and decide whether it's too serious for us to proceed, or whether confidential discussion is needed at the interview. The aim is always to ensure that not everyone gets to find out ...

That letter is key: stressing that it was self-defence, out of character, never going to happen again etc etc etc.

denla

How was it self defence anyway? Did the guy get slapped once by his wife (now ex) and then proceeded to break her arms? He'll probably be asked for details, and if he refuses or keeps the details vague, the employer will think he's hiding something and it wasn't really self defence.

blossomhill_2

Is OH only looking at jobs that need CRB clearance? Maybe he could apply for another job in the meantime and apply for CRB ones later (sorry if he has already done this)

denla

blossomhill wrote: »

Is OH only looking at jobs that need CRB clearance? Maybe he could apply for another job in the meantime and apply for CRB ones later (sorry if he has already done this)

That's the best thing to do. A number of retail jobs for example don't do CRB checks.

Yorkie1

denla wrote: »

How was it self defence anyway? Did the guy get slapped once by his wife (now ex) and then proceeded to break her arms? He'll probably be asked for details, and if he refuses or keeps the details vague, the employer will think he's hiding something and it wasn't really self defence.

Irrespective of the OP's partner's account (which the OP clearly believes), the court found beyond a reasonable doubt that it was not self-defence.

Also, 5 months for an assault - for a first conviction (which is what we're told by the OP) - is a long sentence. The injuries must have been more than minor to justify custody at all, let alone nearly the maximum that the magistrates can award in any assault case.

This really doesn't look that good for the OP's partner.

jobbingmusician

Interesting, I was discussing CRBs with some other employers earlier this week. We all agreed that some previous convictions would not debar us from appointing, but that we would never consider anyone who hadn't disclosed convictions when asked.

Your OH lied at interview, OP. Sorry to be so blunt, but I wouldn't employ him for this reason, even if his conviction was only for stealing a pack of mints from a supermarket.

Pricivius

I would have to agree with jobbingmusician. It is one thing to have a criminal record, but quite another to lie about it. Companies who may well take someone with a criminal record would think twice about someone who has already been dishonest. Dishonesty is gross misconduct for most companies as trust and confidence goes to the very heart of any employment relationship.

I would suggest applying for jobs that do not require CRB clearance. Companies have so many applicants that they can be really picky about who they employ and assault is a red flag to any employer.

LittleVoice

jobbingmusician wrote: »

Interesting, I was discussing CRBs with some other employers earlier this week. We all agreed that some previous convictions would not debar us from appointing, but that we would never consider anyone who hadn't disclosed convictions when asked.

Your OH lied at interview, OP. Sorry to be so blunt, but I wouldn't employ him for this reason, even if his conviction was only for stealing a pack of mints from a supermarket.

Strictly speaking he didn't "lie at interview" because we are told he wasn't asked then. There was no reason to be asked at that time because he had already been asked on the application form.

Assuming the form said spent convictions did not have to be disclosed, did he understand what "spent" meant?

denla

Yorkie1 wrote: »

Irrespective of the OP's partner's account (which the OP clearly believes), the court found beyond a reasonable doubt that it was not self-defence.

Also, 5 months for an assault - for a first conviction (which is what we're told by the OP) - is a long sentence. The injuries must have been more than minor to justify custody at all, let alone nearly the maximum that the magistrates can award in any assault case.

This really doesn't look that good for the OP's partner.

After catching him lying the employer will think once a liar always a liar. Perhaps he lied about the circumstances of the assault too...? Only way I see any employer giving him a chance is if his ex-wife gives him a reference saying he's a changed man.

dandelionclock30

denla wrote: »

Unfortunately there's no realistic help anyone can give. Sure you can say you've changed, but who will honestly give him a chance when there's so many other people out there? Only thing he can do is do voluntary work until his criminal record is spent, and then apply for jobs not asking for enhanced CRB checks.

.

Some employers will give him a chance, it will depend on the employer,the policies of the organization, the person interviwing him etc.
I know people with assaults and also custodial sentences against them and they have gone on to get very good jobs. I know 2 men who have got good jobs as van drivers and quite a few people who work in the hostel/homeless sector.So it is possible, but obviously it harder, but different employers look for different things and some understand that people make mistakes and move on.
1/3 of men have some form of criminal record and this 1/3 are not all on the dole. So someone, somewhere is giving them a chance. Its best to be opened minded because you never know what position you may find yourself in.