Thank you

As far as I am aware any employer can ask the question from any applicant. The problem is that people get worried and admit things they are not legally obliged to, which almost always results in them being unsuccessful with the application. What I am unclear about is whether the employer is actually able to get the actual CRB check from the authorities. If the offence committed bares no relation to any element of the job role why is it being used to deselect applicants who have committed an offence (possibly a very minor crime, many years ago) The real issue is "Who polices the police" They can ask the question but they should not be able to obtain the actual Disclosure document. The jobs they have are not in the list of job categories allowed that type of acces to an individuals confidential information. Its so wrong

Thank you for your comments. I will update the thread as it happens.

Have you been reading my mind lol. This is my exact plan. I am pursuing my dismissal letter and P45. Final wages, time in lieu, holidays and bonus not paid. Once that is settled I will know when they have my replacement. T hey are a local business and only 2 miles or so from where I live. Should be easy to keep an eye on them. Once replacement is working I can have photo's taken and will get his name and actual start date from someone. I will take my entire case to ACAS and hopefully they will back me all the way. What has disgusted me most was the job I had applied for was given to another applicant. Business owner invited me for a drink to discuss the matter. We chatted for a while and he then said that he had a load of jobs needing done that I could do for minimum wage but would give me an income for a period of time. I agreed to the three month probation, doing what he told me, moving cars, going to garages etc. At no point was I ever told I was doing anything badly so simply assumed I was doing a decent job. In the middle of week 2 I had a job offer from a different company who interviewed me. The business owner was aware I was waiting for the call and was with me when it came and he should then have indicated /influenced my decision. He made no comment and I decided to stay as I really enjoyed my duties. By approx week 5 realisation kicked in and I knew I made the wrong choice. The staff acted differently towards me and would talk in private. I could feel it coming when the new forecourt manager started. I then understood that neither the owner or senior manager didn't have the testicular fortitude to tell me to my face they didn't wish to continue my time in work and that responsibility was allocated to the new manager. I n my opinion they are all responsible,they could have been honest with me and treated me fairly, instead they wasted 9 weeks of my time working long hours for minimum wage with no long term prospects. They left me long enough that I had nothing else lined up, placed me back on benefits and I endured the humiliation of being told that after 9-weeks on the job experience I was still not competent enough, I was too old and was being replaced by someone half my age. That is unforgivable and I will get satisfaction legally.

Hi ericsbrother, thanks for responding to my post. I know I am basically shafted but want to attemp to get back at them. How dare they treat me like a daftie. Cheers buddy

Unbelievable, absolutely stunned. Started a job in a Garage Forecourt with no previous experience, business owner liked me and offered me adhoc jobs. Putting price boards on vehicles, printing marketing boards, mounting them and placing them inside vehicles.checking forecourt cars had fuel, battery was fineand car would start. Buying fuel and topping up cars after test drives, jump stating cars with flat batteries, pumping flat tyres, taking them for replacement part work tyre. Taking cars to garages for repair, touch up etc. Also answering telephone calls, emails enquiries, booking services and MOT's. Meeting and greeting customers by appointment and if dropping into forecourt. Was told I could try selling used cars. From 22/01/2016 - 25/03/2016 I had managed to sell 15 cars, lowest value was £600 and most expensive was Porsche £7995. I had never been told how to sell cars or had a list of do's or don'ts. It did not make my colleagues happy and not once did anyone say "well done or good job". I wasn't sure what to make of it but persevered believing it would come good. In beginning of March a new forecourt manager was appointed and I would work directly with him. He was allegedly very experienced in the car sales industry but I felt his attitude and manner towards customers, suppliers and other staff was quite derogatory. He was lacking in patience and barked his commands. He actually said that as he always said please and thank you that he never made demands was always polite. On the Friday of his 2nd week employed and was my 9th week employed he took me into the office. He said he was sorry but things were not working out and he was finishing my probationary period that day. Said i was not my fault, I was too nice for the cut throat nature of the job. I was too old and set in my ways, too slow reversing cars into a packed lot. He needed someone 25yrs of age who would learn the job faster. I could gather my things and finish up. He offered his hand wishing me the very best in my future career. He assured me I would be paid fully for anything I was due. It has been three weeks and I have still not received my letter terminating my employment along with my P45. The letter will not say I was too old and I have no witness, is it still worth taking the situation to ACAS for some type of investigation. I am furious and feel used and abused. I was underpaid in hours worked, not paid all commission on sales, no idea of my notice period or holiday entitlement. What does anyone suggest? I am not sure how to progress the matter and do not simply want to let it go.

A 2-yr probation period is unheard of. Additionally all employees have an entitlement of sickness absence accounted for. I do not believe a two-week sickness absence in Oct 2015 and a further 2-week sickness absence in March 2016 can lead to a dismissal. They can and may discipline you for absence periods. You say you had no contact from your employer? Did you not contact them advising them you would be off sick? Employers have a duty of care so if you are sick they can insist you attend an independent doctor for assessment. No biggie if your genuinely off sick and is normal practice from employers. You should only be contacted in a formal professional manner. Its unusual that you have been unable to contact the attendance manager. Will your employer believe you tried on four occasions but could not speak to anyone. You are responsible for keeping your employer up to date, failure to do so can result in dismissal. You do not need to attend the workplace for a site visit, you can have staff visit you at home or in a close location. Its a hope you are well meeting. Its unlikely they would withhold a bonus payment but if from the employers perspective it appears you have made no effort in keeping them informed of your health issues they may be able to give you problems, warnings etc. I do not think they would have the right grounds to terminate your employment. Good luck. If I was you I would be at the workplace Monday morning demanding to see the attendance manager to resolve and put your mind at rest. But that's just me buddy