Anastasia Qvist is an outstanding lawyer. My criminal law situation (family violence order) was difficult, complex and Ana's diligence saved me as I was going through the most difficult period of my life. Ana is down to earth, commonsense and she even kept our costs to a minimum. She is a skilled litigator and knows the ins and outs of the ACT Magistrates Court. She dealt skillfully with the DPP and is an excellent negotiator. You will get a fair representation and she genuinely cares about her clients. She has my complete recommendation. The lady goes to bat for her clients.
I would strongly recommend Anastasia to anyone who is seeking legal representation. As a first-time offender who was charged with a Level 2 Drink Driving offence, she walked me through every step of the matter and was very upfront and clear on all aspects of my case. She was always accessible when I needed advice. Her approach and advice were excellent. Under her representation, I received the best possible outcome and managed to avoid a criminal conviction. She was a pleasure to deal with throughout the whole matter.
Anastasia Qvist was very professional and helpful in every step of my matter. I got a very good outcome and I can’t thank you enough for your hard work and the Armstrong Legal team in Canberra. I would highly recommend her!!!
Throughout Angela has been the consummate professional. She maintained a calm, yet strong demeanour remained informative and completely open in her communication and took complete ownership of the situation. We felt confident we finally had an advocate to steer us out of the nightmare we were in, and she did so with great respect and sincerity. I cannot speak more highly of Angela. She has literally rescued our family from what looked very much like a hopeless future.
Words can’t describe how grateful I am to Trudie Cameron being my solicitor and to Andrew Tiedt presenting my case in the court. They both have been very supportive and amazingly professional and effective. I’ve got an absolutely fantastic outcome I couldn’t even dream about.
Soon after meeting Andrew I knew he was the solicitor I wanted to handle my matter. He immediately sprang into action which brought me stability and hope during a tumultuous time in my life. Andrew was never afraid to give me straight answers to my tough questions which is a true mark of integrity. He is clearly at ease in the court environment and I believe his calm and measured demeanour went a long way to helping me secure the best result from my day in court. I would certainly recommend you approach Andrew if you need assistance.
"Andrew Tiedt was very professional and considerate to personal circumstances and gave sound advice that resulted in the best outcome possible. Highly recommended."
Do you need to tell a future employer about your criminal record? What if you got a section 10 or a bond?
You may be asked to disclose whether or not you have a criminal record, e.g. by an employer or potential employer. Where your conviction is spent, you are usually not required to disclose that particular conviction. Some offences never become spent. Read about spent convictions here.
Moreover, certain kinds of employment, such as child-related employment, are exempt from spent conviction legislation. This means that you will have to disclose all convictions, even if they are spent.
Where you have obtained a “section 10” for the particular offence (i.e. there has been a finding of guilt but no conviction is recorded), you may not have to disclose the guilty finding. However, more and more employers are getting smarter about the way in which they ask questions about criminal history in job applications. Many ask not just about convictions, but also about “section 10” or “findings of guilt”. Many people presume that if a question like this is asked, you must answer it directly and disclose any previous “section 10s”.
This may not necessarily be the correct approach. The Criminal Records Act 1991 defines a “section 10” as a conviction that immediately becomes spent. Since it is a “spent conviction”, it can be argued that even if an employer asks you a direct questions about any previous “section 10s” or “findings of guilt”, you do not have to disclose these, as long as the “section 10” bond or conditions have expired.
Moreover, as previously discussed, where there is a bond or intervention program attached to the “section 10” it is unclear whether the conviction becomes spent immediately, or only after the bond or intervention program has come to an end.
At this stage there are no decided cases as to what the correct position is. This article should not be construed as legal advice – it simply raises an argument that may or may not be endorsed by a court.
WHERE TO NEXT?
If you suspect that you may be under investigation, or if you have been charged with an offence, it is vital to get competent legal advice as early as possible. Our lawyers are highly specialised in criminal law and will be able to guide you through the process while dealing with the various authorities related to your matter.
WHY CHOOSE ARMSTRONG LEGAL?
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