Hello everyone, we are group 5 and we are here today to discuss with you the human resource decision of whether or not to hire ex-convicts. Group five is made up of Kelly Joy, Randi Kania, and Evan Renwick.
Throughout our presentation we will be addressing the following topics. What is the definition of a convict, some statistics on convicts, the pros and cons to hiring ex-convicts, real life examples of the pros and cons of hiring ex-convicts, what our suggestions to HR are, and our conclusions.
The dictionary defines a convict as a person found guilty of a criminal offense and serving a sentence of imprisonment. The problem with defining a convict is where do you draw the line? Some people think that anyone with a criminal record should be considered a convict because they broke the law. If this is so, then what do you about juvenile defenses? Where do we draw the line? Should the background checks involved in hiring ex-convicts bring up offenses such as DUIs, misdemeanors, underage drinking, and so forth? Throughout our presentation we will be using the dictionary definition which includes conviction and imprisonment.
While researching we found some pretty interesting statistics regarding the demographics around convicts.
Many employers are hesitant to hire ex-convicts because they are under the notion that they will reoffend. This can be true and there many other potential risks involved when hiring and ex-convict. An ex-convicts reputation or status can have severe implications on the reputation and image of an upstanding business. Furthermore, employers place an increased amount of risk on employees, customers and the likelihood of damage and theft to personal property. Additionally, compliance issues are strict when dealing with an ex-convict. Discrimination and harassment are high amongst ex-convict employees so managing such individuals can be difficult
Continuing with theme of negative implications, employers are responsible for the negligent actions of their employees. Thus, hiring employees with an increased likelihood of disobedience can be costly to the business’ wallet culture and moral. Generally speaking a companies culture is created by the employees who are responsible for running the business. If a consensus is created that employees are not comfortable working around ex-convicts it may damage the culture and morale, which can be difficult to build. If you're hiring ex-cons, chances are many of them have been released from prison on parole, which means that there might be conditions of their release that you will need to observe. For example, some parolees must be at home between certain hours every evening - from 10pm to 6am, for example. This means that their work schedule must not prohibit them from following their parole requirements. If necessary, ask for the name and number of the candidate's parole officerWhen hiring ex-cons, it always helps to know about the offense for which they were incarcerated. For example, an employee who spent ten years in jail for theft or burglary probably shouldn't be trusted with a cash register. Similarly, a violent offender shouldn't be placed in a situation where tempers can escalate. You should also know that the conviction offense may be different than the one for which an ex-con was originally arrested; a plea bargain may have lowered the charges, so exercise caution. Make sure that you continually evaluate the situation when hiring ex-cons, which means talking to other employees and conducting regular performance evaluations. If you see that the arrangement isn't working out, or if you receive legitimate complaints from colleagues, you may need to terminate employment to maintain the culture you want for your business. Don't allow your sympathy or guilt to keep an ex-con on the payroll when he or she falls below your expectations.
We have come up with the following suggestions to propose to our human resources department. First off we think that an important part of hiring any employee is to do a thorough, in depth, accurate background check on every employee interviewed before making a hiring decisions. Secondly, all HR employees involved in the hiring and recruiting process need to pay close attention to lapses in employment on applicants’ resumes because this time lapse could have been spent doing time in prison. We think both these processes are important prior to making any hiring decisions because we are not against hiring ex-convicts but want to be knowledgeable on their offenses prior to hiring in order to protect our company and our employees. Once knowledgeable about the applicant or employee’s offenses, the HR department must make sure that any inquiries into the offenses are done in an appropriate fashion. With this they must also be sure to use cautious and correct language when speaking with ex-convicts as to not use offensive language or terms. Finally, HR needs to be informed and understanding of the rights of hiring and employing ex-convicts so that the company does not end up in any harassment or discrimination lawsuits.
In conclusion, we believe that human resource departments should hire ex-convicts depending on the nature and severity of the offense as it will relate to the job they are applying. For example, if your convictions consist of theft or fraud then we would not hire you to work an area that deals with large sums of money. We also want to keep all employee safety at a priority and do not believe it safe to hire any individuals with murder or rape convictions. This also includes the possibility of keeping ex-convicts in separate departments with other ex-convicts. Finally, we think that one of the roles of an HR manager is to maintain an appropriate relationship with any parole officers associated with hired ex-convicts as to prevent any future convictions.
Hiring ex convicts final
Kelly Joy, Randi Kania, Evan Renwick
Definition of a convict
Pros to Hiring
Cons to Hiring
Suggestions to HR
Dictionary Definition: a person found guilty of
a criminal offense and serving a sentence of
1 out of 3 of all Males ages 18-29 in California
have been arrested at least once in their life
A young one-time offender is much more likely
to commit another crime than someone who has
never been convicted of anything.
In 2010, 25% of African-Americans and 6% of
non-black adults were either felons or ex-felons
In 1983, of 16,000 released prisoners 62%
reoffended and 46% were reconvicted within
three years of release
Helping in the reform of a damaged
Stimulates the economy
Used to structure from prison environment
◦ WOTC: tax credit for employing ex-offenders
Extreme Loyalty to Employer
◦ Those that want to better their lives will commit to
job more and show gratitude to employer
Fear of Returning to Prison
◦ Less likely to violate company policies
“Take Jason Wang. He's a 23-year-old who was
hired nine months ago as a business analyst at
Ericsson. He’s already been promoted and makes
$70,000 a year consolidating information for
enterprise systems. His rap sheet? Four years in
prison for aggravated robbery starting at age 15.
He made a dumb decision as a teenager while
involved in a gang. Upon release, he had a lot to
prove. He graduated college in three years with a
3.5 GPA. This August, he’ll finish his MBA.”
“Mikey Cole is a recent graduate of Defy Ventures. He
made his first drug deal in the third grade after
getting suspended for bringing weed to his school’s
show-and-tell. Twenty years into building his drug
enterprise, Mikey was finally arrested. Defy trained
him in legal business practices, taught him financial
modeling, and put him through rigorous character
development. Through Defy, Mikey got to pitch his
start-up to the renowned Silicon Valley venture
capitalist Tim Draper, founder of Draper Fisher
Jurvetson. Today, Mikey has offers for $60,000 in
investment capital to buy a factory to expand his
business: Mikey Likes It Ice Cream, a gourmet ice
cream company. ”
Potentially damaging to the image of the
Huge Risk Factor
◦ Harm to employees
◦ Harm to Customers
Vulnerable to discrimination and harassment
Employers can be held responsible for
Changes Company Culture
Avoiding volatile situations
Requires continual evaluations
A local gym hired a convicted sex offender on
Megan’s Law as a janitor. The gym offers a
childcare center. As members with children
became aware of this, not only did the
number of children in childcare decline but so
did overall membership.
A restaurant in the Pittsburgh area hired an
individual who had been previously convicted
of drug-related offenses. Management
noticed a pattern of continuous shortages in
deposits at the end of each shift he worked. It
was revealed that he had been stealing
money from the company to help fund his
Must conduct an in-depth and accurate
background check before making a hiring
decision on every employee interviewed
Inquire about lapses in employment on
Inquire about the offenses in an appropriate
Always be cautious and corrective in your
language when speaking with ex-convicts
Be knowledgeable and understanding of the
rights of hiring and employing ex-convicts
Human Resource Departments should hire
ex-convicts depending on the nature and
severity of the offense as it will relate to the
job they are applying.
HR must protect all of their employees at all
times and make sure that any ex-convicts
hired won’t inhibit this protection.
HR Managers should maintain an appropriate
relationship with any parole officers
associated with hired ex-convicts
The Use of Criminal Record in Employment
Decisions: The Rights of Ex‐offenders, Employers
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Mark Source: Journal of Business Ethics 47, no. 3
(Oct 2003): p.237‐252
Negligent hiring: The emerging contributor to
workplace violence in the public sector. Author:
Kondrasuk, Jack N; Moore, Herff L; Wang, Hua
Source: Public Personnel Management 30, no. 2
(Summer 2001): p. 185‐195
The pros of cons. Author: Wishna, Victor Source:
Restaurant Business 100, no. 2 (Jan 15, 2001): p.
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