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Job application form have you ever been detained by police in court of law

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  #21 (permalink)  
Old 09-06-2024, 03:03 AM
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Quote:
Originally Posted by Unregistered View Post
you doubt so?
dont assume can't find old stuff
once click yes on the appropriate question/section of the form, it's deem as applicant give consent to hiring organisation to conduct the necessary checks /verification
if the HR side need to screen the fella upside down (because his/her work nature likely need to deal with sensitive data), likely will have to check with the likes of MSD, ISD and CRO for a start minimally

MSD --> mainly under MINDEF side of the hse to see if the pax has any overseas military-related connections that could affect work
ISD --> pretty straight forward...if the person is suay suay ever kena restriction order etc, sure will have names splashed in the media and very easy to find. In one of my ex workplaces where the dept does registration of folks that want to work as employment agency staff, one guy's application was rejected straight after his name was flagged out for being detained by ISD and given restriction order previously
CRO --> that's where the pax's conviction records are kept. whilst the point on spent records (ie think need to stay crime free for 5 years at least from the time of jail release), if the person has clocked any petty crime whh gets conviction (court imposed fines or jail term are counted) way back in the old era (under old version of Penal code, there will still be records...if the offence is petty and donkey eras ago, likely won't impact much cos u can scope the narrative that the person has change for the better for example
Agree with you too. Let's wait and see if anyone with relevant and valuable insights can share whether a hospital HR department has the power to compel CID, ISD, MSD, CPIB and other local law enforcement agencies to reveal whether a job applicant has ever been arrested or detained by police over a petty shoplifting crime of $8 some 15 years ago, who was offered leniency, and ended up with no conviction, no criminal records, no formal charge in the first place.

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  #22 (permalink)  
Old 09-06-2024, 03:35 AM
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https://singaporelegaladvice.com/law...-in-singapore/

For anyone else who might be interested in this topic

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  #23 (permalink)  
Old 09-06-2024, 12:28 PM
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Originally Posted by dreamlander View Post
Agree with you too. Let's wait and see if anyone with relevant and valuable insights can share whether a hospital HR department has the power to compel CID, ISD, MSD, CPIB and other local law enforcement agencies to reveal whether a job applicant has ever been arrested or detained by police over a petty shoplifting crime of $8 some 15 years ago, who was offered leniency, and ended up with no conviction, no criminal records, no formal charge in the first place.
compel sounds too harsh/strong-handed
the agency put in request to the relevant dept to screen/check the fella
up to the agency that receive the request to evaluate and decide whether to decline request or not

if really they try to do reference check but can't yield anything ie the other party nvr respond or decline, up to hiring agency/dept/SB/ministry need to make sense on whether to risk or not

simple common sense mah

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  #24 (permalink)  
Old 09-06-2024, 12:32 PM
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Originally Posted by dreamlander View Post
Agree with you too. Let's wait and see if anyone with relevant and valuable insights can share whether a hospital HR department has the power to compel CID, ISD, MSD, CPIB and other local law enforcement agencies to reveal whether a job applicant has ever been arrested or detained by police over a petty shoplifting crime of $8 some 15 years ago, who was offered leniency, and ended up with no conviction, no criminal records, no formal charge in the first place.
as mentioned in one of the earlier responses
likely the investigation side opined that prosecutorial discretion
proposed course of action was concurred by the empowered DPP to then opt for stern warning

if the shop theft is super petty (eg one set of newspaper), think at the court mention, the judge would also have give the subject one hell of scolding 1st before proceed with the session ie either PG and plead for leniency or for the subject's prerogative, claim trial

very lucky liao lor


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  #25 (permalink)  
Old 09-06-2024, 01:07 PM
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Compel indeed is a strong word. Some of the unregistered users' feedback made HR department sounds so influential that's why the word compel was used.
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  #26 (permalink)  
Old 09-06-2024, 03:49 PM
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Quote:
Originally Posted by dreamlander View Post
I never did ask what exactly happened as it's not relevant to what he is concerned about.

If you work in HR and can provide insights regarding the question below, please share, thank you.

Does HR department have that "far reaching ability" to find out from CID regarding any previous arrests or detainment of a job seeker that happened more than 15 years ago, even if there was no formal charge or conviction, or criminal record to begin with for a petty shoplifting offence.
Not relevant to the case? But it's relevant info to hiring managers on whether they want to proceed with hiring you or not!

C'mon dreamlander, you are such an open book that everyone here knows the 'friend' in question is actually you. A friend wouldn't be so invested in another person's situation to the extent that they have to furnish in-depth details of the case, follow up by clarifications and confirmations in a forum.

Just so you know, HR do engage external background checkers from another company to do checks on you. How far reaching the checks are done depends on the external checkers.


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  #27 (permalink)  
Old 09-06-2024, 06:25 PM
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Originally Posted by Unregistered View Post
Not relevant to the case? But it's relevant info to hiring managers on whether they want to proceed with hiring you or not!

C'mon dreamlander, you are such an open book that everyone here knows the 'friend' in question is actually you. A friend wouldn't be so invested in another person's situation to the extent that they have to furnish in-depth details of the case, follow up by clarifications and confirmations in a forum.

Just so you know, HR do engage external background checkers from another company to do checks on you. How far reaching the checks are done depends on the external checkers.

I treat all my friends with respect, and the personal things that they choose to share with me with confidentiality. It is not a story for me to tell the whole world. Focusing on whether the friend is me or somebody else is pointless as it only takes away the focus of the thread discussion.
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  #28 (permalink)  
Old 09-06-2024, 07:48 PM
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feel abit funny reading this thread. its just petty shop theft, not like its some serious criminal offences. most likely a moment of foolishness when young.

i know of at least 2 friends who were caught shoplifting when they were young (still in school). both brought back to police stations but were eventually let off with warning as its only one-time.

both are pretty high flyers in reputable big firms (private practice) now. so of cos there was no impact on them. i wld think, dun be silly and go apply for jobs like in police force or super sensitive government roles which require clearance.

there's a reason why there's this spent record arrangement in place, to give people a second chance.
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  #29 (permalink)  
Old 10-06-2024, 12:19 AM
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Quote:
Originally Posted by dreamlander View Post
I never did ask what exactly happened as it's not relevant to what he is concerned about.

If you work in HR and can provide insights regarding the question below, please share, thank you.

Does HR department have that "far reaching ability" to find out from CID regarding any previous arrests or detainment of a job seeker that happened more than 15 years ago, even if there was no formal charge or conviction, or criminal record to begin with for a petty shoplifting offence.
you just need to ask YOURSELF. why did u shoplift something of such low value?? $8 worth it meh??
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  #30 (permalink)  
Old 10-06-2024, 01:05 AM
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Originally Posted by dreamlander View Post
I treat all my friends with respect, and the personal things that they choose to share with me with confidentiality. It is not a story for me to tell the whole world. Focusing on whether the friend is me or somebody else is pointless as it only takes away the focus of the thread discussion.
Itís true the focus is not on whether itís really your friend or you.

But the number of posts and replies from you, whether on behalf of your friend or yourself, suggest your friend or you have already made up their mind. Which is not to declare and hope that hospital HR donít have the resources to ďcompelĒ.

Donít you get it itís not really about whether they can check or not. Does the individual really feel good getting a job through untruthful job declaration? This time is hospital, what if next time itís a job in some other organisation that does have the power to check extensively? What so difficult about being truthful and explaining what really happened, as some posters suggested? The key is whether that little dishonest lapse has been corrected after 15 years - or will it show up again given the chance. I would be wary if I were the HR coming across such a post from prospective employee on public forum!

If your friend or you actually already made up mind and hoping for some HR here to endorse, then you should also note that HR of different organisation have different resources, some outsource to external agency to conduct thorough check. So donít expect a one size fits all answer!
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