Lawyers DO NOT have the ability to challenge the BON, read all these posts before you make a costly decison, however. My advice, which runs contrary to advice from a HR person, is to flat out ask a potential employer if your DUI, or whatever, is an automatic barrier to employment with them. Why waste your time, if eventually the question comes, and you are then rejected? Get it over with. As an example, for example- read job postings on CL. Some state 'must clear a background check', which doesn't tell you what they mean. Some say 'must have a clear criminal background'. I decided to email a sampling of job ads from CA (using my real name, so they can instantly verfiy my license online, and to be totally transparent): "I have a clear nursing license, but with a DUI from 2010 (CA BON did not take adverse action against me, they sent me a warning letter not to do it again or I might be discplined- I got in under the gun, since in 2012 the court ruled that a first tiime DUI can be grounds to automatically revoke a nursing license).
Is my DUI an automatic barrier to employment at your facility?". Most did not respond, which I take to mean my DUI is a problem. One said 'a DUI is not a barrier to employment here'. One said 'not necessarily'. Another said 'come in and fill out an application'. Naturally, before I apply anywhere, I'll apply to a place that tells me directly that my DUI will not be a problem.