Reprimand from Professional Body - employement law - do I have to tell prospective employers?

JReacher1

What are the chances of them finding out? If it is unlikely they will find out then I would not tell them.

clo15

JReacher1 wrote: »

What are the chances of them finding out? If it is unlikely they will find out then I would not tell them.

I'd say about 50/50. I don't want to deceive anyone. I was leaning towards telling them anyway as I don't want to be carrying dread around with me if I didn't and they found out. I was just curious as to the legalities after what happened with Employer 1.

tacpot12

Unless the professional body has anything its rules to the contrary, or if the employer doesn't ask specifically about any prior investigations or censure, or if they don't ask there is any 'other' information you wish to provide them with during the application process, you are under no obligation to tell them about this.

Employers will ask about previous convictions (but remind you that you don't have to declare spent convictions) as it is the employers responsibility to under take appropriate due diligence when hiring staff.

The issue, as you have found out and others have pointed out, is that in positions of trust, full disclosure is expected even when not required by any law or company policy.

In my experience, such disclosures normally lead to the employer having a better opinion of the candidate as the candidate will use the disclosure to reveal more about themselves, including what they learned from the experience. Don't worry about it - just disclose it asap and confirm that you have learned the lesson.

clo15

tacpot12 wrote: »

Unless the professional body has anything its rules to the contrary, or if the employer doesn't ask specifically about any prior investigations or censure, or if they don't ask there is any 'other' information you wish to provide them with during the application process, you are under no obligation to tell them about this.

Employers will ask about previous convictions (but remind you that you don't have to declare spent convictions) as it is the employers responsibility to under take appropriate due diligence when hiring staff.

The issue, as you have found out and others have pointed out, is that in positions of trust, full disclosure is expected even when not required by any law or company policy.

In my experience, such disclosures normally lead to the employer having a better opinion of the candidate as the candidate will use the disclosure to reveal more about themselves, including what they learned from the experience. Don't worry about it - just disclose it asap and confirm that you have learned the lesson.

Thank you so much - this is exactly what I was wondering about. Do you think it would be better to disclose it now (my Assessment Centre is in 2 weeks, final stage and there are 3 of us) or see if I get offered the job and say - before I accept there is something I'd like to bring to your attention...? I don't want the disclosure at this stage to taint my Assessment Centre. I'd like them to see my full potential and then tell them if they offer it me, but do you think that !!!!es employers off more?

TELLIT01

I'm assuming the Assessment Centre will simply be a test of your knowledge and ability and not an interview per se. If that is the case I would be inclined not to say anything at that stage. That is purely because all that will be know to the potential employer if you acknowledge it at that stage is that you received a reprimand from a professional body. That is likely to be enough in itself to put them off.
By declaring it immediately at interview stage there will the the opportunity to put it in context.
The above would only be applicable if there has been nothing in the application process so far asking about any form of misconduct. What reason have you given on the application as a reason for leaving the original job?

bugslet

Not my field, but as an employer, I'd rather someone was straight with me at the outset. We all make mistakes, it's a chance to explain it at an interview. If I find something out later about someone that whilst they may not legally have to tell me at the interview stage, would have been more honest, then it becomes a bit of a negative all round.

Way I look at things, if you want open-Ness and honesty from an employer, then why not be open and honest yourself.

clo15

Thanks both. It's a funny one as the initial stage was a phone interview which was competency based, so very rigid in format and not in person so doesn't lend itself to this kind of thing. My first face to face with them will be the Assessment Centre which is a competency based interview - so again very rigid - and a presentation. Nothing asked on the application form about this kind of thing as I would have declared if so, I would not lie. No reason for leaving asked on the form application form, just basic questions plus cover letter and CV. So there hasn't really been a suitable window to disclose it as yet.

bugslet

clo15 wrote: »

Thanks both. It's a funny one as the initial stage was a phone interview which was competency based, so very rigid in format and not in person so doesn't lend itself to this kind of thing. My first face to face with them will be the Assessment Centre which is a competency based interview - so again very rigid - and a presentation. Nothing asked on the application form about this kind of thing as I would have declared if so, I would not lie. No reason for leaving asked on the form application form, just basic questions plus cover letter and CV. So there hasn't really been a suitable window to disclose it as yet.

I'd leave it until you have a face to face interview, unless you get asked directly.

Dox

If you get to the stage of being made an offer without a suitable chance to disclose this face to face (or at least by telephone rather than e-mail/letter/application form), for goodness sake point out that there has been 'no suitable opportunity' - that way the employer shouldn't feel you were holding out on them.

I'm assuming this was a 'reprimand', not a 'severe reprimand'? A reprimand will normally be appropriate where the conduct proven is of a minor nature; the conduct was not in deliberate disregard for professional obligations; any harm/loss caused is relatively minor and/or has been rectified and the member demonstrates genuine insight and remorse.

BTW, have you checked if there is an 'expiry date' on your reprimand?

clo15

I don't know but it's a good point, I will check.