Showing posts with label hiring ex-offenders. Show all posts
Showing posts with label hiring ex-offenders. Show all posts

Sunday, July 29, 2018

Why You Need to Know How a “Certificate of Relief” will Help You Hire more Safely ~ even if Your New Hire has a Record!

Learn How a Certificate of Relief will Help You Safely Hire Ex-Offenders
Would You Hire Someone with a 
Criminal Record?

That is a question that plagues both employers and job applicants who have any kind of criminal history.

When it comes to employers, many are understandably wary of hiring applicants with a criminal record. They worry that they could cause problems for their company, their other employees, and their customers. They think that by hiring an ex-offender they are putting themselves and others at risk. 

Companies also fear that hiring someone who already has a criminal history makes them more vulnerable to negligent hiring lawsuits. Employers can be found liable if, while during the course of business, one of their employees commits a criminal offense or acts in any way that could cause harm to someone else. 

Ex-offenders also have their own set of worries and fears. They know that even after they have completed their sentences, they face a prejudice that is hard to overcome. And that prejudice is crystal clear when it comes to getting hired.

However, helping those with a criminal history get a job is not only important for them, it is good for our society as a whole. 

When criminals are released from jail or finish a period of probation, they are, for the first time in awhile, on their own. Many make vows to themselves that things are going to be different. They dream of being a self-reliant, responsible adult.

But the problem then becomes, how can they make that happen?

It all comes down to this ~ Find a Job!

Getting hired is the key! It is a huge step for any ex-offender when it comes time to start over. Being employed not only helps them financially, it also gives ex-offenders a sense of normalcy and, most importantly, pride.

Without that step up, many will re-offend and can even end up worse than before.

This is a problem not just for them, but for all of us ~ and the Equal Employment Opportunity Commission (EEOC) and many states are starting to take notice.

One of the latest ways that some states are helping ex-offenders get a new start is by granting them a “Certificate of Relief”.

A “Certificate of Relief” will Help You Hire Ex-Offenders with Less Risk! “Tweet This”

A “Certificate of Relief” is a statement by the court that an ex-offender has met a certain pre-defined set of circumstances and conditions concerning their past conviction(s). This certificate is designed to help reduce the risk to employers who hire ex-offenders.

But this certification is not given to everyone. While specific criteria may vary state to state, common conditions that ex-offenders must meet to be granted a “Certificate of Relief” are:
  • A limited number of felonies and/or misdemeanors.
  • A specific period of time has passed since the completion of their sentence (may be 12 months or more) including any probation or parole assigned.
  • They must have completed all terms of their sentence(s) including probation, substance abuse or anger management treatment.
  • They have not violated or failed to comply with any term of their criminal sentence(s). 
  • They have no criminal charge(s) pending.
  • They must be engaged in, or seeking, lawful employment, an education, training, or registered in other rehabilitative programs or have a lawful source of support.
  • Belief of the court that granting the “Certificate of Relief” would not put the safety or welfare of the public or any individual at unreasonable risk.

But perhaps the most important result of a “Certificate of Relief”, at least to employers, is that it helps protect them from liability when it comes to most negligent hiring claims. 

Considering a "Certificate of Relief", along with other background check information, to determine employment helps prove that they have done their due diligence and vetted that employee to make the safest hire possible.

In addition to the “Certificate of Relief”, many other states are revamping their expungement procedures, especially when it comes to first-time, non-violent, offenders.

These states are passing legislation that will expand the ability of ex-offenders to have their record expunged.  

In many cases, it will be is as if their conviction never existed. A job applicant would be then be able to legally state that they have never been convicted of a crime.

Many believe it is a way to give an ex-offender a second chance. Others feel it is simply a way for those convicted of a crime to hide their past”.

Find out more about the pros and cons of expungement in “Expunging Criminal Records ~ What You Need to Know”!

I believe that a “Certificate of Relief” is of more value to an employer than an expungement.

A “Certificate of Relief” still reveals an applicant’s criminal history and it offers proof that the ex-offender has met a specific set of requirements and has taken steps to move beyond their past. It also offers some protection for employers.

An expungement, however, tries to “hide” a criminal history entirely from employers, while still making them vulnerable to potential negligent hiring lawsuits.

This is unfair and results in more employers being wary to hire ex-offenders at all.

No hiring decision should ever be made blindly. 

It is possible to hire an ex-offender and to do so safely and with eyes wide open.

The key is to never skip the background check. Be sure to do background checks on each and every new hire, and use re-screening and workplace observation post-hire!

Background checks play an essential role in any businesses’ hiring practices. They give you the information you need to make an informed and safe employment decision.

No matter what current or future employment laws and regulations dictate, it ultimately comes down to this ~ whether we choose to believe in second chances.

People cannot only be defined by their pasts. Our greatest ability as human beings is being able to learn from our mistakes. We need to recognize this.

We as employers and Background Check companies need to move past the notion that “Once a Criminal, Always a Criminal”.   

People can change.  And giving them another chance can help make that change more permanent”, excerpt from “Once a Criminal, Always a Criminal ~ Why We Need to Believe in Second Chances”!

Giving those with a criminal past a second chance, while protecting the interest of employers, is possible. And if more states consider offering a “Certificate of Relief” to qualified ex-offenders, we are closer than ever to making that a reality.

Authored by    

Have Questions about Your Hiring Process or Need Help Screening Your New Hires? 
Contact Us! We can Help!

Sunday, January 7, 2018

How Do You get a Decent Job with a Criminal Record?

Can You Get a Decent Job if You have a Criminal Record?

This question has been asked often and is a valid concern of anyone who has a past criminal history. So, when it came up again recently on (a Question and Answer site), I thought I would share my answer in hopes of helping others who are asking the same question.

Here is the Answer I posted:

"It can seem very daunting landing a job when you have a past criminal history. However, there are things you can do to make yourself more employable. 

First, Get a job, any job. It may be fast food. It may be janitorial. It doesn’t matter. The key is to work hard, be on time, be productive, and be eager to learn. Your employers will notice. Then, when you are ready to move on, you will have demonstrated a good work ethic and reliability. This will lead to a good reference. You may have to do this multiple times before a company who is offering a “decent job” will take a chance on you. 

Another route is to find local companies who do hire those with criminal records. Believe me, they are out there. Then you need to do the same thing. Work hard and be a model employee. Each time, you will be building your resume and your reputation. This is key. 

Even then, there will be employers who are hesitant about hiring you. That is when you need to be ready to plead your case. Emphasize how you have moved beyond your criminal past. Focus on what you have done to better yourself. Have a list of references ready who are willing to stand up for you, especially past employers who know of your good work and behavior. This is the best route to changing your life and becoming employed. I wish you luck!".

You can find more answers to this question here.

There is no doubt that having a criminal history does not make finding a job easy. 

Employers can be understandably leery about hiring you. They may be concerned about you re-offending or even you posing a problem for their business, their customers, or their other employees.

You have to recognize this and understand that business owners and managers have a right to be reticent about hiring someone with a criminal past.

Their very livelihood and reputation is on the line.

However, having a criminal record does not mean you are unemployable or destined to only the lowest paying jobs. 

Ex-Offenders take Note ~ These Steps will Help You Get Hired! “Tweet This”!

As I shared in my Quora answer, there are definitely steps you can take to increase your chances of being hired and, eventually, landing the “decent” or better jobs you need.

“It is important to note that not all employers will automatically eliminate you from consideration if you have a criminal record. EEOC guidelines actually recommend that employers only take into account offenses that directly pertain to the job.

Be ready to plead your own case. Own your criminal past, share any circumstances that lead to your conviction, and show what you have done since them to turn your life around”.

Find our more advice in “Job Seekers’ Top 5 Frequently Asked Background Check Questions”.

But that does not mean finding a decent job will be easy.

“In this challenging job market, many ex-offenders feel like they don't stand a chance against job seekers with clean records.

It is important to keep in mind that most employers will screen for criminal history.  Existing “Ban the Box” laws and other guidelines may dictate when and how employers can use that information, but being screened is still a reality for anyone seeking employment. 

That is why it is important that you deal with your criminal record head on”!

And this can mean self-disclosing your criminal past!

Understandably, this is one of the most common areas of concern for ex-offenders.

My advice ~ 

“Take responsibility and be ready to explain any circumstances that lead to you committing your crime(s). When you are  truthful, it is much more likely that the employer will put your past in context.  

But don’t let your conviction be the focus – stress what you’ve learned from the experience.   

Take this time to explain what you have done to reform. Share clear examples of any training programs you have completed or any certificates you have earned (even those earned while you may have been incarcerated). 

You should also include any letters of recommendation from employers, mentors, or even support group leaders. Be sure to emphasize any examples of your reliability and trustworthiness.  

What your potential employer is really looking for is anything you have done to show you have moved on and have done the work to improve yourself.

While sharing this personal information may be difficult, it can go a long way towards getting you a second chance and showing you have moved on”.

Excerpts above from “Job Seekers: Do You have a Criminal Record? Find out the Best Time for You to Tell Your New Employer!”.

You also need to take care how you perform when given the chance! 

As I mentioned in my Quora answer, it is important to work hard at any job you are given. Make sure you are always on time, or even better, early. Treat your co-workers and managers with respect. Be polite to customers. In other words, do what you can to stand out! This will go a long way towards putting you on the right path the get the kind of job you need.

Having a criminal past does not have to ruin the rest of your life. The key is to be willing to put in the work to overcome the stigma associated with ex-offenders. And remember, there are employers out there who are willing to give you a chance.

While finding a decent job will most likely not come quickly, each step you take forward helps bring you closer to your goal.  

Authored by     

Looking for a Job? Contact Us! We can help you get your resume “background check ready”.

Find out more About Us and what Our Happy Clients have to say too!

Monday, October 31, 2016

The “New” Way to Hire ~ Is Your Small Business Ready?

Created by Kim Kline, API

“To Find the Best Candidate, 
Give Traditional Hiring Practices the Day Off”

Not long ago, I saw this quote on a road side billboard, and it got me thinking.

What would it mean 
to really give the usual way you hire a rest?

If you are like most employers, you already have a hiring formula in place.  

This usually means that you see a need to hire, advertise the position, weed through resumes, narrow it down to a few select applicants to interview, then finish it off by screening your top candidate.

It is increasingly possible that you may even automate a small or large part of this process.

But is this hiring formula guaranteed 
to get you the best results?  
And an even better question to ask yourself, 
is this the only way to hire?

While many stand by this method, I think you should consider something different.

How about instead of your hiring status quo, you try a “new” way to hire?

It's Time to Give Your Traditional Hiring Practices the Day Off!  “Tweet This”

But, what does giving “traditional hiring practices the day off” really mean?

It means moving away from traditional, detached, and scientific hiring decisions and trying a more personal touch.

This starts with you treating people not as numbers, or as a statistic, but as individuals.

Consider being more broad minded with the resumes you receive.  
Instead of automatically rejecting those that don’t fit every one of your hiring criteria, widen your scope.  

Challenge yourself to find a more diverse group of potential hires. Think non-traditionally when picturing who could fill your open position.  Would you automatically think of a young graduate? Maybe consider a seasoned professional.  Do you think you must have someone with vast experience?  Consider a new grad with drive.

Making these “outside the box” hires can ultimately lead to a better workforce.  One filled with people of various ages, sexes, and races.   And, even more importantly, who also have varying opinions, strengths, and skill sets. 

You can also make some changes when you it comes to the interview.  Instead of asking your usual questions, branch out and really take a look at your candidates as people.  Ask questions that show “how” they think, what drives them, and where they want to go. 

Discover the truly unique things these candidates bring to the table.

People are much more than what is listed in their resumes.  They are the true sum of their parts ~ personalities, interests, and pasts.

Created by Kim Kline, API

But taking a chance on someone does not mean you have to go in blindly.  
give them an informed chance. 

And that includes knowing what you need to know about your potential new hire. 

As an employer, you have every right to know the background, skills, and history of your applicant.  This means doing your due diligence and not skipping the background check.

Employment screening will help you verify that what your applicant said about their past is true ~ a great step in developing trust in your potential new hire.

At times, the background check may even result in you being confronted with a candidate that has a less than stellar history.  

They may have a career path that looks nothing like a straight line. Or had financial troubles that resulted in them filing for bankruptcy. They may even have a criminal record.

Instead of immediately rejecting 
these candidates from your possible hiring pool, take a step back and re-focus.

This is especially true when it comes to a criminal past.  

Making a blanket decision to never hire anyone with a criminal record is unnecessary and counterproductive. According to EEOC (Equal Employment Opportunity Commission) hiring guidelines, it may even be illegal.

More people than ever have a criminal past.  Unilaterally dismissing them makes little sense, and could result in you missing out on a talented new hire.

And keeping ex-offenders unemployed is simply not the answer to getting them on the right track.  

Read more about how you can safely hire someone with a criminal past in, “Once a Criminal, Always a Criminal ~ Why We need to Believe in Second Chances”.

That is why it is more important than ever that you consider going against your traditional hiring practices.

Recognize that the information you discover during the background check is only part of the picture. 

People are much more.  They are capable of change.  They learn from their mistakes and experiences.  They grow.

Contact Us!

This is where Individual Assessments come into play.

Use this time to find out what circumstances may have contributed to their problems.  Encourage them to be up front and open with you.  Listen without judgment.  Creating an atmosphere of trust is key.    

When it comes to a past criminal record, it is important that you uncover all the facts.  You need to know whether they were arrested or actually convicted, how long ago their crime occurred, and if there were any relevant mitigating circumstances.  This makes sense.  

But, most importantly, learn what they have done since to help them change. 

Discover more about how Individual Assessments can help you hire the right candidate for you in, “Individual Assessments ~ What They Are and Why You Need to Use Them in Your Small Business".

It is human to make mistakes.  It is what you do after that really defines you as a person.  Anyone who is able to overcome a troubled past should, at the very least, not be automatically dismissed. 

Instead, give yourself a moment to pause and really look at the individual before you now. 

If you think they might be worth taking a chance, you could consider starting them out as a probationary employee.  Hiring them on a temporary basis gives them an opportunity to prove themselves without you making a long-term commitment.

In the end, when you give your 
“traditional hiring practices the day off”, 
you may be really making a difference 
in someone’s life.

It can give them the confidence and pride they need to firmly take their lives in a new direction.

And the results may surprise you.  
You may discover that 
you will have hired someone 
who turns out to be 
the most loyal and productive employee 
you have ever hired.  

Remember, people often rise to the occasion when given the chance!

So are you ready 
to give your traditional hiring practices a rest?  Contact Us Now!  
API can help you hire safely and effectively in your Business!

Authored by  

Find out more about everything Business ~ Subscribe Now! 
You will get one new blog article each week devoted to business tips and News.

Learn more About Us and our Hiring, Business Mentoring, and Security Consulting services too!

Sunday, February 28, 2016

Expunging Criminal Records ~ What You Need to Know

What You Need to Know about Expunged Records and Hiring!
Having a criminal record, even for a one time offense, can have serious consequences on a person’s future.  

It can impact their ability to rent an apartment or own a home, get a student loan, and even to volunteer in their child’s school.

The Biggest Struggle for Ex-Offenders is Finding a Job  “Tweet This”

However, the most serious problem for an ex-offender is finding a job. There are many employers that steadfastly refuse to even consider hiring someone with a criminal record, despite laws designed to give these offenders a second chance.

Regulations stemming from the Fair Credit Reporting Act (FCRA), and set as guidelines by the Equal Employment Opportunity Commission (EEOC), address this issue of criminal records and employment. These laws seek to delay the background check and restrict how far back an employer can go when considering a past criminal record.

Some states are looking to go even further.

States seek to Help Ex-Offenders Expunge their Record  “Tweet This”

These states are passing legislation that will expand the ability of ex-offenders to have their record expunged.  

In many cases, it will be is as if their conviction never existed. A job applicant would be then be able to legally state that they have never been convicted of a crime.

Many believe it is a way to give an ex-offender a second chance. Others feel it is simply a way for those convicted of a crime to hide their past.   

Many of these laws have even expanded the types of crimes permitted to be expunged. Most states restrict it to those who have committed non-violent felonies and misdemeanors. This includes such offenses as vandalism and criminal trespass.

All of these states require that the terms of the offender’s sentence must have been completed and, in order for an expungement to be granted, for there to have been no additional offenses for a determined number of years.

Proponents believe expungements are a way to prevent a minor criminal from continuing to be plagued by their past. The goal is to get them back to work and decrease the chance that they will re-offend. 

Despite these good intentions, expanding the ability to expunge past crimes is also cause for concern. 

Questions arise as to what some state legislation considers a non-violent offense. In Kentucky, for example, cases of reckless homicide, stalking, torturing animals, or even assaulting a police officer can be categorized as non-violent.

Another worry is that the nature of the crime, or any possible special circumstances surrounding that crime, has no bearing on whether an expungement is granted. Many states give judges no discretion to consider anything other than whether the ex-offender meets their state’s expungement criteria.

Also at issue is the lack of communication among states and localities. It is conceivable that a person who has been granted an expungement in one state, can then go on to commit a crime in another state. Then, upon meeting that second state’s criteria, can be given another expungement.  Because of the original expungement, there would be little chance of a link existing that shows this person has re-offended.

Even legally obtained expungements do not always keep past criminal records from surfacing. It is not practical or realistic to believe that these records will automatically be removed from all databases in which they exist. 

As a background check provider, I am expected to avoid reporting any record that has been expunged. Because I use direct court records to generate my report, this requirement is a little easier.

However, screening services that either maintain their own database or use another online database to research criminal records can fun afoul of this law. When the expunged record has not been removed from the database and it is included, these companies are not assuring the maximum possibly accuracy in their report, as required by the FCRA of all background screening services. 

Opponents also worry about keeping a criminal record from employers. They believe that a employer should know their applicant’s criminal history in order to make an informed hire.

My take….

I believe in second chances. Making a mistake, especially a one time mistake, should not keep you from having a future. And there is no better way of helping someone earn a future than by giving them a job.
Read more about this in, “Once a Criminal, Always a Criminal ~ Why I Believe in Second Chances”!

However, I also believe that employers should have all the information possible to make an informed hiring decision. Expunged records will only make the hiring process more problematic.

Current laws already limit how, when, and why a criminal record can be used to determine employment. 

The EEOC requires you, as an employer, to differentiate between arrests and convictions, wait to run a background check until a conditional offer of employment and, if a record is found, examine that record on a case by case basis to see if it should prohibit you from hiring them.

And in many cases, a criminal history cannot be used to deny employment unless it is relevant to the job. In addition, guidelines limit the records that can even be considered to the past 7 to 10 years. 

In effect, these existing EEOC and FCRA guidelines already make a long ago record, arrests, or minor offenses irrelevant to hiring.

Find out more about these laws here!

It is also important that you know your applicant’s criminal history so you can determine if they are safely able to do the job. And that means knowing if their criminal past could pose a threat to you or your company. 

There is also the question of employer liability when hiring someone with a criminal record, whether you know about it or not. Lawsuits where the employee is held liable for the behavior of their employees are not unheard of.

Using expungement as a way to act as if a person’s criminal record NEVER existed is not the answer.

I think that instead promoting expungement, the best option is to fully enforce existing FCRA and EEOC requirements concerning criminal backgrounds and employment.

The current screening laws need to be more vigorously monitored and, if infractions occur, employees should be held accountable. This includes laws concerning banning the box, individual assessments, and applicant rights in employment background checks.

This would help ensure that ex-offenders are being given the chance to become productive and successful. And there is no doubt that having a job goes a long way towards accomplishing that goal.

Instead of expanding expungements, there is also a better way to address employer liability. It starts with giving employers immunity from prosecution for hiring someone with a criminal record. Knowing that you will not be held accountable goes a long way towards giving you the peace of mind to take a chance on hiring an ex-offender.

Increasing the number of programs that teach convicted criminals needed job skills are equally as important. It is also crucial to form partnerships with companies willing to hire these trained ex-offenders. 

These ideas only work, however, if you are able to hire with the full knowledge of your applicant’s criminal past. Then you can be more careful where you place these employees and that you monitor them more closely.

This gives ex-offenders a second chance to prove themselves without putting your company in jeopardy.

Whether or not expungement rights exist in your state, as an employer, you should consider periodically re-screening your existing employees. This can help protect you in case your employee either re-offends or offends for the first time.

Discover more about re-screening your existing employees here!

If the ability to expunge records is available, it shouldn’t be done with the “one size fits all” approach. Using the idea of individual assessments instead makes sense. This would allow judges to look at each request on a case by case basis.  

It would be wise to look at what the ex-offender has done since committing their crime. Have they taken any steps to try and better themselves?

It is also crucial to be vigilant about checking for any other instances of criminal behavior, and not just in the court where the last offense occurred.  

These steps can work beyond the arena of employment and into the areas of student loans, voting rights, home ownership, and many others where having a past criminal history impedes future rights.

Taking the time to look at each case individually, instead of making blanket assumptions, makes sense.  

People need to be held accountable for their actions, but we also need to recognize and reward efforts of rehabilitation.  

We, as people, will be better for it! 

Please Share this article and Leave a Comment. We would love to hear your thoughts!

Authored by   

I will give you the tools you need to navigate the world of hiring and background checks. 

API Can Help You Hire Safely!
Discover more About Us and Our Background Investigation Services too!  Thanks! 

Sunday, February 21, 2016

No Longer Banned ~ New Law Allows Ex-Offenders to Work with Elderly. What this Means to You!

Elder Care Hiring, Background Checks, & Criminal Records

According to current legislation, anyone convicted of a violent offense or certain non-violent offenses, forgery and theft-related offenses for example, is banned for life from working with the elderly.  This includes anyone seeking work in a nursing home, an adult day care facility, or as a home health care worker.

At least in Pennsylvania, this is about to change.

Ex-Offenders No Longer Automatically Banned from Working with Our Elderly “Tweet This”

A Pennsylvania court has recently ruled that the lifetime ban is both unconstitutional and unenforceable.  

The resulting legislation overturns the Older Adult Protective Services Act that prohibited ex-offenders guilty of any one of a long list of crimes from ever working with the elderly.  This ban was in force no matter how long ago the offense occurred and whether or not it directly related to the job.  

Instead, the court’s decision now follows the EEOC (Equal Employment Opportunity Commission) recommendations concerning criminal history and employment.   Employers hiring for any kind of elderly care services will no longer be able to immediately exclude an applicant based on their criminal history.

In the court’s view, the lifetime ban was in direct conflict with EEOC guidelines.  They also believed that the ban continued to perpetuate disparate impact in hiring when criminal history is used as a way to deny employment.

As a basis for their decision, the court also cited examples of individuals unfairly impacted by the lifetime ban.  Stories included people convicted of a single offense, some as far back as the age of 18, who are continuing to be penalized, despite having committed no further criminal offenses.

Despite this change, protecting our elderly still needs to be our ultimate goal ~ and the court agreed.  However, they believe that this can be accomplished without the lifetime employment ban.

This is where Individualized Assessments come in.

These assessments will help employers evaluate the risk of hiring an ex-offender and help them make an informed decision.  As an employer in the elderly care field, you will now need to take into consideration the nature of the offense, the time that has passed since the offense, and whether the offense directly relates to the job being filled.

Individualized Assessments “keep a strong balance between the rights of Your Company to hire safe and qualified employees, and the chance for ex-offenders to gain employment”.

You can find out more about Individual Assessments (what they are and how you can use them) here!

My take…….

With caveats, I believe removing the lifetime ban for those working with our elderly is a good idea.  In many cases, especially where the applicant is a one-time offender, hiring them in these fields will not put our elderly at increased risk.   

Eliminating the ban will also open up the applicant pool for employers in these industries.  Many of these jobs can be low paying, and attracting the number of workers needed to keep up with the demand is difficult.  Having access to more potential employees can help alleviate this strain.

However, that does not mean that all applicants with a criminal past should be hired.  Those guilty of certain offenses should continue to be excluded.  For example, anyone convicted of elderly or child abuse, violent felonies, or drug trafficking should be hired with great caution, or not at all.  But banning anyone guilty of the lesser crimes that currently keep them from this type of job is unnecessary.

What You Need to Do Now….

Make sure Your Hiring Practices are EEOC/FCRA Compliant
~ Obtain a Signed Release from All Your Applicants.
~ Inform your Applicants of their Rights - copy of report
~ Notify Your Applicants in Writing of any Adverse Action
~ Give Your Applicants a Chance to Mitigate Your Findings

Use Individualized Assessments Wisely
~ Do Not Automatically Disqualify an Applicant with a Criminal History
~ Consider any Applicant with a Criminal History on a Case by Case basis

Be Aware of the Risks for not Following these Guidelines
~ Open Yourself to Charges of Discrimination and Disparate Impact
~ Recognize the Costs of Litigation 

Discover how to Keep Your Business out of the EEOC Radar here!

Implementing these steps will help you continue to hire safely and with compliance.

Knowledge Equals Power.  

Remember, as an employer, you are entitled to know the criminal past of your employees.  This knowledge helps you determine whether it is safe to hire them and also help you assess your employee’s work. 

But having a criminal record shouldn’t immediately mean an automatic lifetime ban from this type of job.  Taking the time to look at your applicants as individuals, and not only as the product of their criminal past, is key.

Something to think about……

This court decision may be only the beginning.  Reassessing the ban to exclude any ex-offenders from working with other vulnerable members of our society, mainly children and the mentally or physically disabled, may get notice.

Once again, it is in your best interest for You and Your Small Business to be Proactive.

Let me know what you think!  Leave a comment below.  Thanks!

Authored by  

I can help you hire the best candidates for you!

Visit my About Me and 
Find out More!