Interview/Application Question. Have You Ever Been The Subject of Disciplinary Action?

Sydneyswans on 03/07/2022 - 22:48

Can I ask if there's any requirement to disclose this In the interview/application stage for a next role if they ask about it? The question came up on a government role.

No I wasn't caught out drunk at an office Christmas party or caught in embezzlement but I did fail to pick up on a fraud situation at work during probation.

Obviously with remote working now a thing I put the case forward about lack of support/training but the employer didn't see it that way.

I'm just concerned work history is like your credit file. If they do background checks they might come across this.

Education & Work

Comments

  • Jimothy Wongingtons on 03/07/2022 - 22:53
    +6

    You got pulled up for letting through a fraudulent transaction? Seems a bit rough unless it was through some gross negligence..

    • dust on 03/07/2022 - 23:01
      +2

      Or unless picking up fraud was OP's job?

      • Jimothy Wongingtons on 03/07/2022 - 23:05

        Now I’m dying to know - don’t leave us on the edge of our seat, OP.

      • Sydneyswans on 03/07/2022 - 23:08
        +1

        Not part of my role per se as in the job description but just "expected" that see it report it. There was more than one person looking at this transaction not just me but nobody picked up on it until the client for in touch.

        • Jimothy Wongingtons on 03/07/2022 - 23:11
          +13

          I will assume it must have been pretty serious then and not just putting through 2 pieces of lettuce through Coles self checkout as 1kg of fresh lobster.

  • SF3 on 03/07/2022 - 22:54

    IMHO, the risk is, if you need to declare it and you didn't or you say none. If they check up on you later on (i.e. after you are hired), you could be fired for "lying".

    • AustriaBargain on 04/07/2022 - 06:11
      -1

      Better to ask for forgiveness than beg permission.

  • MS Paint on 03/07/2022 - 23:00
    +2

    Was it an official first warning?

    Yes - declare it

    No - move on

  • SmiTTy on 03/07/2022 - 23:02

    I dont know the answer to your question.
    But in response to the interview question, I'd be honest about the situation and explain what I learnt from it and how I'd do it differently. The context you've provided sounds like it was from an honest mistake, not a deliberate or unethical action so therefore I'd suggest no need to shy away from the question.

    • Sydneyswans on 03/07/2022 - 23:04

      Exactly what I was thinking… I won't bring up the situation unless they ask but I will just say things didn't work out.

  • Drakesy on 03/07/2022 - 23:25
    -2

    Meh,
    Government barely ever do in depth background checks, unless you're in defence or working on secure servers.

    They're not going to go digging.

    I think they're more concerned if you were negligent or let go for poor performance, which, lets be honest any company would want to know.
    HR most of the time don't care enough to follow up.

    • DemocracyManifest on 04/07/2022 - 17:10
      +1

      Correct, the degrees of security checks are readily available online. Criminal history is more relevant

  • Quantumcat on 03/07/2022 - 23:35

    If the previous role was a government role, they will know about it. You keep your AGS number for life. Don't lie.

    Don't listen to Drakesy, I assume they have never worked for the federal government. There is no need for them to go digging, they'll have a file on you.

    • Drakesy on 04/07/2022 - 10:24
      +1

      Where did the OP say that he was working for federal government?
      And if OP is coming from a private background there'd be zero information out there.

    • DemocracyManifest on 04/07/2022 - 17:12
      +1

      That's not correct, they keep your file for a period of time after you leave. If its not defense/military or higher clearances its literally 2 years

      • Quantumcat on 04/07/2022 - 18:27

        Thanks I didn't know that, someone just told me and I kept mine so I didn't know that wasn't quite right

  • Donaldhump on 04/07/2022 - 09:00

    if it wasn't on paper say no,
    ask them if they have ever had bully accusations made in their office.

    • jakka on 04/07/2022 - 21:13
      +1

      Don’t ask about bully accusations in an interview. You are better off asking questions about their culture, that shows a keen interest and will give you some feel for how they operate. Maybe given your previous role, you could ask about working remotely, getting to know colleagues in person and the training that they provide.

      As for the disciplinary question, I would just answer honestly if they did ask it. If it was an honest mistake you can explain what happened. I would also add what I have learnt from it so that it would not happen again. Everyone knows mistakes happen and better to show that you have learnt from them.

      • Donaldhump on 04/07/2022 - 21:39

        Thanks for the tips

        Don’t know how I’ve survived for the last 30 years in the corporate world

        For the record I wasn’t serious

  • bobbified on 04/07/2022 - 09:42
    +3

    but I did fail to pick up on a fraud situation at work during probation.

    Failing to pick up fraud (and assisting the investigation) is one thing, but were you actually disciplined (like officially reprimanded or fired) for it? If not, then you were not the subject of disciplinary action.

    • netjock on 04/07/2022 - 10:42
      +1

      If OP failed to pick it up and still passed probation then probably not a problem.

    • Sydneyswans on 04/07/2022 - 16:37
      +1

      Let go during probation. Although I was never properly trained in the process due to remote working they wouldn't see it that way. Their mindset was more like…. just read the manuals and find the answer yourself if in doubt

      • DemocracyManifest on 04/07/2022 - 17:21
        +1

        just leave it off your places of work if you can

      • Vote for Pedro on 05/07/2022 - 22:52

        Did you ask your union for help?

        • Sydneyswans on 06/07/2022 - 13:50

          I wasn't in the union… corporatea tend not to be unionized

          • Vote for Pedro on 06/07/2022 - 14:04

            @Sydneyswans: I guess you should consider it - otherwise you’re on your own. What is your industry and was it a contract position or award/enterprise agreement?

  • netjock on 04/07/2022 - 10:43

    If it isn't on your written employment record held with HR then don't need to declare it.

  • brad1-8tsi on 04/07/2022 - 17:07
    +2

    You made a mistake (like many of us do) but was there actual disciplinary action?

    If the boss just had a chat with you and "counselled" you then that's not disciplinary action.

    If they put a memo on your permanent record I'd say nothing.

    Disciplinary action usually means a performance improvement plan, suspension, loss of pay, demotion or dismissal.

  • DemocracyManifest on 04/07/2022 - 17:20
    +1

    Fired for misconduct really is the most important. I've got warnings for the most trivial bullshit in the past - even then, if its outside gov, who cares. If it went to Fair Work and is readable online and negative in your favour, maybe reconsider.

    https://www.canberratimes.com.au/story/6050444/daniel-starr-…

    Employment history checks are usually conducted through the references you provide. Your example is meh, don't bother. Not as if you were charged with literally stealing.

  • Sydneyswans on 11/07/2022 - 16:44

    Thanks for the advice guys. Good news and bad news or possibly a first world problem. Good news is 2 interviews in the pipeline/already completed.

    Bad news or possibly good news is I went and spoke to my previous manager who pretty much offered me my old position back and I have the contract now ready to sign. Problem is he wants an answer ASAP.

    All 3 positions are pretty much same role same industry direct competitors to each other. I only went back to my previous manager thinking that firstly, there is an opportunity for advancement in my previous employer and the issue with inflation meant that I was worried that it would take time to find a new job and I would be unemployed. Since I work in an office it's not like say construction where I can just turn up tomorrow and job started.

    Not wanting to burn bridges with my previous employer but also concerned if these two competitors do offer me the roles and I don't accept then how will that look on my part if I approach them again for future roles…

    For reference the other two roles are based in the CBD but the role from my previous employer is pretty much the one stop on the train and I'm there so obviously cost saving is one drawing factor and yes all 3 will allow for partial WFH

  • [Deactivated] on 12/07/2022 - 17:50

    I recall a post on here where the OP was disciplined and eventually let go or had to resign?? after making some disparaging remarks about their employer on LinkedIn. Apparently their colleague reported it to HR and it went so far as involving lawyers. I would think this type of scenario would need to be disclosed if queried otherwise it would come up when background checks are undertaken by the prospective employer.

    Was anyone else in your team 'penalised' for failing to pick up the fraud?

    • Sydneyswans on 12/07/2022 - 19:01

      Nope just me as I was the initial one who dealt with it and was thrown under the bus

      • [Deactivated] on 12/07/2022 - 19:02

        Harsh

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