Mr. Brendan Gleeson:

From the Department’s point of view, there should have been some guidance on this point. It should have been part of the process. If it is part of the process, there are complexities. One has to consider how to manage a corporate applicant. If an employee or the MD has a conviction or prosecution against them, the answers might be different. How does one manage a prosecution that was dismissed? Is that something that could be taken into account? How does one manage a successful conviction that was a number of years ago? Is there some time limit? I am not providing answers to these questions. I am just saying that we should have had guidelines in place for these people, those things should have been considered and we should have had some legal advice for people to determine how they manage these things. We are doing those things now.