The EEOC in June of this year made monumental changes to
their guidelines for using criminal records against job seekers. I was happy to see these changes because it
will help my participants in the long run.
Now I do realize that when an employer discriminates against someone it
is hard to prove, but now employers cannot have a blanket policy that blocks
individuals with criminal records from employment. Since there is nearly 700,000 people being
released from prisons and millions of individuals cycling through local jails
or prisons this is going to help them with employment. There are a few points that will help employers
succeed in changing their policies to make sure they are not being discriminatory
in their hiring practices.
1. The
EEOC has strongly suggested that employers remove the question “Have you Been Convicted
of a Felony”. This question is often used to automatically exclude an
individual from employment possibilities.
I agree with taking this question off of an application because just
because an individual has committed a crime does not mean that this person is
that crime. The felony question is also
used to discriminate between individuals who are African American and not
White. Some places will hire a white
individual with a felony more than they would an African American. Removing this question is a great thing.
2. To
make sure you are in compliance look over your job descriptions and decide what
felonies are o.k. and which have restrictions.
There are felonies that can be regulated to not be acceptable. Someone Convicted of Auto Theft, should not
expect to work in a car lot. Looking at
the instances of what the job entails will help you The new changes to the guidelines will make
it to where once there is an intent to hire, then the background check should
be performed and if there is a background then the hiring manager should call
in the individual and give them a chance to discuss the situation.
3. Length
of time and rehabilitation is also to be taken into account when in the hiring
process. The EEOC suggests a policy that
looks at the amount of time that has passed since the event, the severity of
the event and if the person did anything while incarcerated to change and
better their self. Without blanket
hiring policies that automatically throw a person with a felony out of the
running, it is now time to look at the events that surrounded the crime. It is only to be known by the hiring manager
and has to be kept confidential. If a
secretary is the one who orders the criminal history it needs to be received in
a sealed envelope to be opened only by the hiring individual, then locked in a
cabinet.
4. The
EEOC is also suggesting that employers develop an individualized assessment per
each job seeker. An Individualized
assessment allows an individual who may not be eligible for a job to come in
and explain any circumstances or give more information surrounding the
crime. It allows details to be explained
about the offense like how long ago it was, how old they were when the crime
was committed and what they have done since the crime, any work experience
including temp work they have had since the offense.
If society does not want the revolving criminal door, then
every employer needs to begin to give a chance to someone who has been
convicted of a crime. In my experience
someone just out of jail has the gratitude for the job and the desire to work
hard at succeeding, some more than the employees who are working now and not
engaged in their job, they are just there.
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