Do police checks buzz your boss?

Navigating the world of employment can be challenging, particularly when it comes to understanding how background checks such as police checks can affect your job prospects and current employment status. As an employee or potential candidate, it's crucial to be informed about what these checks entail and the extent of information your employer may have access to. Below, we'll delve into the impact of police checks on your job and the kind of data your boss can glean from them.

Understanding Police Checks

A police check, also known as a criminal background check, is a record of an individual’s criminal history. Employers often request this kind of check as a part of their hiring process or company policy to maintain workplace safety and ensure the reliability of their staff.

What Information is Included?

Police checks typically include a variety of information points:

• Criminal convictions: Convictions for any criminal offenses, minor or major.
• Pending charges: Cases that haven't been resolved in court yet.
• Court appearances: Details of any court appearances, regardless of the outcome.
• Findings of guilt without conviction: Instances where guilt is established but no conviction is recorded.

However, the information disclosed can vary depending on legislation and may be subject to'spent convictions' schemes where certain past offenses cease to be disclosed after a specified period of time.

Can Employers Ask for a Police Check?

Yes, employers can request a police check, but there are rules governing this practice:

1. Purpose: The check must be relevant to the job's inherent requirements.
2. Consent: Employers must obtain written consent from the individual before conducting a check.
3. Privacy: Information from a police check should be handled in accordance with privacy laws, ensuring it's not misused or unnecessarily shared.

Impact on Employment

For Job Applicants

1. Employment opportunities: Certain convictions might disqualify you from specific roles, particularly those involving vulnerable populations or high-security clearance.
2. Honesty is the best policy: It's advisable to be upfront about any history that will emerge in a police check, as dishonesty may harm your job prospects more than the record itself.

For Current Employees

1. Ongoing checks: Some industries require regular police checks to ensure ongoing compliance with industry standards.
2. Promotion or role change: A change in role, particularly if it involves increased responsibility, may prompt a new check.
3. Workplace trust and reputation: A clean police check can foster trust, whereas a negative one could impact your standing within the company, depending on the nature of the findings.

Rights and responsibilities

While employers have the right to request police checks as part of their due diligence, employees and candidates also have rights:

• Right to privacy: Personal information should be safeguarded.
• Right to fair treatment: Having a criminal record does not automatically preclude individuals from employment. Decisions should be made on a case-by-case basis.
• Obligation to disclose: There may be legal or contractual obligations to disclose certain information.

Final Thoughts

Understanding the significance of police checks and what they reveal is essential for both employees and employers. By being prepared and knowledgeable, you can navigate these checks with confidence, ensuring that you don't get caught off guard if and when your boss buzzes for a police check.

In conclusion, it's all about preparation, honesty, and knowing your rights. With informed decisions and transparent practices, police checks can be seamlessly integrated into the employer-employee relationship.