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Date: November 22, 2024 Fri
Time: 12:09 pm
Time: 12:09 pm
Results for ex-offender employment (u.s.)
2 results foundAuthor: Neighly, Madeline Title: Wanted: Accurate FBI Background Checks for Employment. Reward: Good Jobs Summary: At a time when millions of America's workers continue to struggle to find work in the aftermath of the Great Recession, many face an additional barrier-faulty records released by the FBI for use in employment and licensing decisions. Although considered the gold standard of criminal background checks, the FBI records routinely fail to report important information on the outcome of arrests, information that is often beneficial to workers subject to these reports. Given the massive proliferation of FBI background checks for employment-roughly 17 million were conducted last year-these inaccuracies have a devastating impact on workers, especially workers of color who are disproportionately impacted by the criminal justice system. There is a solution to this problem that would immediately result in less job-loss and financial hardship: the FBI must ensure that records are accurate and complete prior to being released for employment and licensing decisions. Key Findings of this report: - The use of FBI background checks for employment is rapidly increasing. Roughly 17 million FBI background checks were conducted for employment and licensing purposes in 2012, which is six times the number conducted a decade ago. - Despite clear federal mandates that require the background reports to be complete and accurate, 50 percent of the FBI's records fail to include information on the final disposition of the case. The missing information is frequently beneficial to job seekers. For example, one third of felony arrests do not result in conviction and many others are reduced to misdemeanors. - NELP estimates that 1.8 million workers a year are subject to FBI background checks that include faulty or incomplete information, and 600,000 of those workers may be prejudiced in their job search when the FBI reports do not include up-to-date and accurate information that would benefit them. - African Americans are especially disadvantaged by the faulty records because people of color are consistently arrested at rates greater than their representation in the general population, and large numbers of those arrests never lead to conviction. For example, African Americans were more than four times as likely as whites to appeal an inaccurate FBI record under the federal port worker security clearance program. - In conspicuous contrast to background checks for employment, the FBI searches for missing disposition information when a person seeks to purchase a gun, and the extra effort tracks down nearly two thirds of the missing information in just three days. Details: New York: National Employment Law Project, 2013. 51p. Source: Internet Resource: Accessed August 19, 2013 at: http://www.nelp.org/page/-/SCLP/2013/Report-Wanted-Accurate-FBI-Background-Checks-Employment.pdf?nocdn=1 Year: 2013 Country: United States URL: http://www.nelp.org/page/-/SCLP/2013/Report-Wanted-Accurate-FBI-Background-Checks-Employment.pdf?nocdn=1 Shelf Number: 129652 Keywords: Criminal Background ChecksCriminal RecordsEx-Offender Employment (U.S.)FBIFederal Bureau of Investigation |
Author: National Employment Law Project Title: Ban the Box: U.S. Cities, Counties, and States Adopt Fair-Change Policies to Advance Employment Opportunities for People with Past Convictions Summary: Nationwide, 100 cities and counties have adopted what is widely known as "ban the box" so that employers consider a job candidate's qualifications first, without the stigma of a criminal record. These initiatives provide applicants a fair chance by removing the conviction history question on the job application and delaying the background check inquiry until later in the hiring. Momentum for the policy has grown exponentially, particularly in recent years. There are a total of fourteen states representing nearly every region of the country that have adopted the policies - California (2013, 2010), Colorado (2012), Connecticut (2010), Delaware (2014), Georgia (2015), Hawaii (1998), Illinois (2014, 2013), Maryland (2013), Massachusetts (2010), Minnesota (2013, 2009), Nebraska (2014), New Jersey (2014), New Mexico (2010), and Rhode Island (2013). Six states - Hawaii, Illinois, Massachusetts, Minnesota, New Jersey, and Rhode Island - have removed the conviction history question on job applications for private employers, which advocates embrace as the next step in the evolution of these policies. Federally, the U.S. Equal Employment Opportunity Commission (EEOC) endorsed removing the conviction question from the job application as a best practice in its 2012 guidance making clear that federal civil rights laws regulate employment decisions based on arrests and convictions. The Obama Administration's My Brother's Keeper Task Force also gave the movement a boost when it endorsed hiring practices "which give applicants a fair chance and allows employers the opportunity to judge individual job candidates on their merits." Fair chance policies benefit everyone because they're good for families and the local community. At a recent event in Oakland for employers to discuss reentry issues, one business owner spoke to the personal benefit he finds from hiring people with records. "I've seen how a job makes all the difference," says Derreck B. Johnson, founder and president of Home of Chicken and Waffles in Oakland. "When I give someone a chance and he becomes my best employee, I know that I'm doing right by my community." This resource guide documents the 14 states, Washington D.C., and the 100 cities and counties -that have taken steps to remove barriers to employment for qualified workers with records. Six states, Washington D.C., and 25 cities and counties now extend the fair chance policy to government contractors or private employers. Of the localities, Baltimore, Buffalo, Chicago, Columbia (MO), Montgomery County (MD), Newark, Philadelphia, Prince George's County (MD), Rochester, San Francisco, Seattle, and Washington D.C. extend their fair chance laws to private employers in the area. A chart summarizing all the policies is at the end of this guide. Details: New York: NELP, 2016. 64p. Source: Internet Resource: Accessed April 2, 2015 at: http://www.nelp.org/page/-/SCLP/Ban-the-Box-Fair-Chance-State-and-Local-Guide.pdf?nocdn=1 Year: 2016 Country: United States URL: http://www.nelp.org/page/-/SCLP/Ban-the-Box-Fair-Chance-State-and-Local-Guide.pdf?nocdn=1 Shelf Number: 135147 Keywords: Background ChecksBan the BoxCriminal ConvictionsCriminal RecordsEx-Offender Employment (U.S.) |