How to raise a concern with my manager?

jobbingmusician

Wait until you are told about the new appointment. Then google the name and mention to your manager that you wonder....

This happened to me. I was an interim CEO, with 2 weeks' handover for the new CEO, who started at 9am. (Obviously I was not involved in the recruitment process.) At 11am someone emailed me to ask if I knew the new person had been convicted for stealing from her previous employer. And of course no-one DID know....... It was an *interesting* time.

TELLIT01

The OP can't be certain that HR or the manager hasn't undertaken the same checks that they have and come to the conclusion that the past offence isn't a problem. If the OP raised it at this time it suggests that they can't be trusted to do a simple job with confidential information, and potentially also be viewed as them thinking HR and the manager aren't capable of doing their job i.e. using due diligence. The OP could also find themselves on a disciplinary for misconduct for their actions.
If the OP continues to be concerned I would suggest following the route suggested in #10 above and the 'name rang a bell' discussion with the manager.

Detroit

There is no way you can raise this at present without seriously compromising yourself. Your actions would show you to be someone who abused the trust placed in you by your employer.

In all honesty, for many people that would be less desirable in an employee than an assault charge.

If you are genuinely concerned this person poses a danger to vulnerable people, and truly believe your employers to be incapable of uncovering the circumstances for themselves, the only option is to wait until they start, pretend to recognise them, and report it from there.

However, you need to be very very careful. It isn't uncommon for family members to share names and addresses, and this could be a different person entirely.

If you are genuinely concerned, I don't envy your dilemma now. Perhaps something to bare in mind when tempted to pry in future.

[Deleted User]

Taiko wrote: »

Whilst I was asked to consent to a basic check being undertaken, I'm not sure if it actually was. Paid it no real attention when I joined.

What if new person is the same? They don't know they have to go through checks or the job is actually closed of to them until it is to late???

Speaking from not knowing about a credit check having to be preformed until it nearly was to late, just got to read it in a letter 2 days before due to start and when I called was then told if I had left it to first day then I could have been dismissed on the spot as if that was awful enough - as it was once disclosed I was continued to be offered the role on a 2 week trial - how do you know the new person hasn't been offered something like this.

In my case if I had ever found out I was the talk of the call centre, beyond the business FCA approved person and immediate recruiter then yes I would have took it further.

Whether people are living sentences (I have 6 years adverse financial history up in 3 months) these do have the ability to become the past.

Nasqueron

Smodlet wrote: »

Seems to me, OP, as if the subtext in your post is actually a text; "no new members for several years". I doubt Mother Theresa would meet with your approval, were she available.

Go ahead, "report" your findings which you should never have undertaken in the first place; perhaps your manager will be grateful... Or you might end up with a warning. You are best placed to judge the likely outcome.

OP would be quite right over Mother Teresa (no H)

http://www.cracked.com/article_23028_8-beloved-historical-figures-youre-picturing-totally-wrong.html

https://medium.com/@KittyWenham/mother-teresas-sainthood-is-a-fraud-just-like-she-was-eb395177572

OP would also do well to keep quiet about their findings given the CV was confidential, manager a little foolish to ask them to print it out, but I'm sure the manager didn't tell OP to read the CV then start looking up their history. I would suspect an HR case would follow

Smodlet

Nasqueron wrote: »

OP would be quite right over Mother Teresa (no H)

http://www.cracked.com/article_23028_8-beloved-historical-figures-youre-picturing-totally-wrong.html

https://medium.com/@KittyWenham/mother-teresas-sainthood-is-a-fraud-just-like-she-was-eb395177572

OP would also do well to keep quiet about their findings given the CV was confidential, manager a little foolish to ask them to print it out, but I'm sure the manager didn't tell OP to read the CV then start looking up their history. I would suspect an HR case would follow

My bad. Who then? The Virgin Mary? I think the point was clear.

aife

If the job involves potential contact with vulnerable clients I would have thought a DBS check would be mandatory anyway ?
I think the OP needs to keep it zipped . This could lead to disciplinary action. Or if the applicant finds out you took it upon yourself to pry into their details without any valid reason they might assault you...

takman

If i had a genuine concern about someone who may cause harm to someone else and i couldn't provide the information directly (for a good reason) then i would supply it anonymously.

But personally this doesn't sound like a genuine concern.

07Rogers

As someone how has a criminal record and been on the receiving end of been in employment for 8 months and got the sack when someone grassed me up to the boss for having a criminal record and was sacked because I didn't declare it in interview it's sucks and I have done my time and you still get punished over it.
The law changed a few years ago which was a god send because it means my conviction is now spent and don't have to declare it now, if they ran a CRB basic nothing would show but a enhanced CRB will.
You know nothing about this bloke and could be about to destroy his life by mentioning it to the boss also his past has nothing to do with you and its up to the company to do these checks. Try putting yourself in his shoes and think okay he's made a mistake he's been punished and still getting punished do you think this is fair?

Samsung_Note2

Taiko wrote: »

Hoping for some general advice here, on what is a little bit of an odd situation.

My team are getting a new member of staff shortly, and the candidate has been selected. A few weeks ago, my line manager had emailed me the application forms for two candidates and asked me to print them off, these contained names/addresses. Being a pretty stable team (no new staff within the last few years), curiousity got the better of me and I had a brief skim of these. Names etc couldn't really be helped as they were the first bit on the form.

In a quick Google search of the person being offered the position, it brought up a deleted LinkedIn page, but the 3rd link was a newspaper article from October 2017. This has the candidate, whose address I remembered as it's close to me and a relatively unusual place to recruit from for the role, in a court article, showing they had been convicted of assault and fined in October 17. I don't believe this was mentioned on the application, and I was not part of any interviews at all. The fine was several hundred pounds.

My questions therefore are:

- When would this likely have been considered spent? Own searches suggest one year, but I'd like to check that I've interpreted correctly.

- Assuming this is not spent, it would appear they have then lied on their application. Given that I probably shouldn't have seen this information though, could I even approach the manager with a concern?

You really fail to see the hypocrisy here...you read documents that are none of your business then google someone who you have no control over and vent your anger at them being "potentially" dishonest.

Ever heard of the expression.."Pot calling kettle black"...i sincerely hope your manager or someone connected to your firm reads your post and you get your reward.