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Information Reguarding Ex-employees - unitmole - 21st March 2008
This is a hypothetical question.
If an employee were to be sacked from a company after, for example, stealing company property/artefacts. They are prosectuted and convicted of this offence.
As there is no regulation as to who can and cannot practice archaeology in the country is it the responcability of the unit to inform other commercial units of the individuals actions or do they simply wash thier hands of the situation?
What are the avenues available to units in this predicament? Do you risk letting other units suffer the same fate or do you have to assume the individual has learnt their lesson?
Should there be more regulation of archaeologists through methods such as chartered status?
Information Reguarding Ex-employees - John Walford - 22nd March 2008
As most employers will ask for a reference from an applicant's previous employer, wouldn't that cover the situation?
It also seems fairly common for application forms to include a requirement for the applicant to disclose unspent convictions.
"Hidden wisdom and buried treasure, what use is there in either?" (Ecclesiasticus ch20 v30)
Information Reguarding Ex-employees - BAJR Host - 22nd March 2008
Applicants need to feel confident that information about their convictions will not be disclosed to colleagues unless there is a specific reason for doing so. Ensure that when you appoint an individual with a conviction, they are advised as to who within the organisation knows of their conviction and the reasons why the information has been disclosed.
In March 2002, a new Criminal Records Bureau was established. The CRB is an executive agency of the Home Office and its primary purpose is to help employers and voluntary organisations to make safer recruitment decisions and appointments. By conducting checks and providing details of criminal records and other information (i.e. the Disclosure report), the CRB will help identify applicants who may be unsuitable for certain work and positions.
Concepts to be thought about
Will the nature of the job present any opportunities for the post-holder to re-offend in the place of work.
Whether the applicant?s circumstances have changed since the offence was committed, making re-offending less likely.
The degree of remorse, or otherwise, expressed by the applicant, and their motivation to change.
A person who has been convicted has already been punished for the crime... that is the point of punishment. However, they must make it clear that they have a criminal record.. To withhold is not acceptable... however... to say to others.. that person is a criminal.. I would be careful .. would be equally unacceptable.
"No job worth doing was ever done on time or under budget.."
Khufu
Information Reguarding Ex-employees - unitmole - 23rd March 2008
Was thinking more in the more informal send cv and cover letter which are still common in archaeology rather than formal application forms which require the disclosure of a criminal record.
And references do not have to be from the previous employer, or they may be from a select person within a unit such as a friend.
Information Reguarding Ex-employees - BAJR Host - 24th March 2008
The question to be asked... if the person has commited a crime, been found guilty and punished.. then as they haev been punished ... should that affect the future employment - by informing people about a past criminal record, this could predudice people against someone. If there is a legitimate concern that they wil reoffend, or will be placed ina position where re-offence is a real possibility.. then it may be seen as correct to inform the employer. However, you must think about the consequences.
"No job worth doing was ever done on time or under budget.."
Khufu
Information Reguarding Ex-employees - trowelfodder - 24th March 2008
Are there any guidelines available in a situation where essentially anyone can call themselves an archaeologist?
Information Reguarding Ex-employees - BAJR Host - 24th March 2008
Not that I know of...
"No job worth doing was ever done on time or under budget.."
Khufu
Information Reguarding Ex-employees - Dirty Dave Lincoln - 25th March 2008
Interesting topic as i'm sure i'm not the only one who's met some really nasty folks in the big bad wide world.Some you think have bin stealing and the occasional bully who try to use their size to scare or assault others.I have often wondered wether we do need some regulation as to who should be allowed to do the job-but even if someone HAS done wrong in the past,every one deserves a second chance.Having said that their are a few who are out and out scallywags.
"judge not lest you be judged yourself" Mathew 7:1
Information Reguarding Ex-employees - BAJR Host - 25th March 2008
egggggggggggggggsactly
"No job worth doing was ever done on time or under budget.."
Khufu
Information Reguarding Ex-employees - unitmole - 25th March 2008
So if you found yourself in a hypothetical situation where your collegue had stolen artefacts from a site you would feel no obligation to inform others of the risk in employing them?
I understand what your saying about second chances but what about an irreplaceable heritage?