Wow......put up a simple post and watch the venom flow....time to take a step back and try to frame....context matters:
In my second life, I am the Managing Partner of a CPA firm...offices NYC, Chicago and SF. Our clients include private clients, public entities, and several contracts with DOD. We are a professional services firm...other than administrative staff everyone we hire is either an attorney, or an individual eligible to sit for the CPA exam which requires a graduate degree. We are fully subject to Graham Leach Bailey, USA Patriot, and all of the financial regulatory statutes plus state law, and deal with sensitive and confidential financial information. Its the same with any other major public accounting firm, I am formerly an equity partner with Arthur Andersen. As part of our interview process, without exception we request permission to obtain, do obtain and review:
1. Sealed University transcripts from each and every institution that a prospective employee attended.
2. Run a full credit report
3. Undertake an outside agency such as Kroll Associates to undertake a personal background investigation
4. For anyone with military service or similar request a DD-214
5. Process a hair fiber sample drug screen
6. Request a compliance clearance from the Internal Revenue Service
It is no different than what is done today by each and every major professional service firm, and less stringent that the background check run by FBI and related agencies for any Federal job which requires a security clearance. As anyone with the background would know....for criminal records....anyone applying for a firearms license is subject to a record review which INCLUDES information which is not available to the public doing a query.
My premise is this.....if an act is below an established threshold such as an Article 15 action...great it never shows up. If the reporter of the information deems it significant enough to include it...as a prospective employer, having requested permission, I have the right to view it, if permission is denied for access I have the absolute right to reject the applicant, and there are NO absolute rules with respect with regard to how I, as a prospective employer, might act based upon the information obtained. My discretion permits me to hire a person with a juvenile felony conviction, just as it does to reject an applicant with bad credit...MY CHOICE..period so long as applicable civil rights law is respected.
Conclusion being....I am not hiring someone to wash dishes, or mow your lawn...its a professional position of trust...and good business practice which is broadly accepted......and if you apply for an FFL with BATFE all of it is certainly fair game. Sorry if anyone took it the wrong way.