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Thank you for your answer. Although this informal disposition does not say anywhere that this record can not be expunged, my attorney have told me that after he talked to the board's attorney, this will become a permanent record. He is saying that the Board does not have any power or mechanisms to seal a record. Does it sound right? Or should I find another attorney before i sign this disposition. According to my attorney who is working on this case, there are no mechanisms adopted by the board of pharmacy in Washington state that wold allow to seal a record after a period of time. I was really dissapointed because my record is not criminal. Yet, even criminal records can be expunged in certain situations after a period of time. Could I negotiate with the board of pharmacy so that this informal disposition would not become permanent but temporary while I am on probation? Or would it make this matter worse? Sometimes I think my attorney does not care much about this issue.
Thank you very much
I forgot to ask another questions. Some pharmacy employment applications ask this question: " Is there any pending investigation by the board of pharmacy" Most aplications ask where there were disciplinary actions taken. Can employers ask general questions, like " Have your license ever been invistigated even if it did not result in disciplinary actions?? Now, at this moment, while my case is pending, in the State of Washington, investigative materials are held confedential until the case is finalized. I have read this on washington board of pharmacy website. Is it legal then for employers in Washington state to ask this question?? For example, in California State, investigative files initiated by the pharmacy board are public, but not in Washington. I know I must be responsible for my actions. But my major fear is that employers simply will blacklist me even though it is not a formal disciplinary action.
Do you strongly believe that most employers will turn down my job application just because I was investigated? Or do they usually read details? Thi is my major fear. Even if it is not legally considered a blemish, I am affraid most employers will not differentiate between informal dispostion or formal disciplinary action.
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