Hiring ex convicts final


Published on

Published in: Career
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • 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.
  • http://www.youtube.com/watch?v=NLaDZNcCdTM
  • 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

    1. 1. Kelly Joy, Randi Kania, Evan Renwick
    2. 2.         Definition of a convict Statistics Pros to Hiring Cons to Hiring Real-Life Examples Suggestions to HR Conclusion Citations
    3. 3.  Dictionary Definition: a person found guilty of a criminal offense and serving a sentence of imprisonment
    4. 4.     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
    5. 5.     Helping in the reform of a damaged individual Stimulates the economy Used to structure from prison environment Tax Incentives ◦ WOTC: tax credit for employing ex-offenders  Cheap Labor
    6. 6.  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 ◦ Parole/Probation ◦ Less likely to violate company policies  Drug Tests
    7. 7.  “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.”
    8. 8.  “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. ”
    9. 9.   Potentially damaging to the image of the business Huge Risk Factor ◦ Harm to employees ◦ Harm to Customers ◦ Theft  Vulnerable to discrimination and harassment cases
    10. 10.      Employers can be held responsible for employee’s actions Changes Company Culture Parole Limitations Avoiding volatile situations Requires continual evaluations
    11. 11.  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.
    12. 12.  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 relapse.
    13. 13.      Must conduct an in-depth and accurate background check before making a hiring decision on every employee interviewed Inquire about lapses in employment on applicants resumes Inquire about the offenses in an appropriate fashion 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
    14. 14.    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
    15. 15.    The Use of Criminal Record in Employment Decisions: The Rights of Ex‐offenders, Employers and the Public. Author: Lam, Helen; Harcourt, 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. 20‐26
    16. 16.    Rohr, Catherine (June 25, 2013). Why You Should Hire Ex-Cons [Article]. Retrieved November 14, 2013 from http://www.inc.com/catherine-rohr/why-you-shouldhire-ex-cons.html. Between a rock and a lawsuit [Article]. (June 22 2013). Retrieved November 14, 2013 from http://www.economist.com/news/unitedstates/21579832-legal-minefield-employers-betweenrock-and-lawsuit Brooks, Chad (June 28, 2011). Life After Prison: Would You Hire an Ex-Con? [Article]. Retried November 14, 2013 from http://www.businessnewsdaily.com/1140hiring-ex-cons.html.
    17. 17.   MPowerE36M3. (November 26, 2012). Ex Convict Discrimination: Video Mashup [Video File]. Retrieved on November 17, 2013 from http://www.youtube.com/watch?v=NLaDZNc CdTM Gilluly, John. (October 9, 2012). Why hire exoffenders?[Video File]. Retrieved on November 20, 2013 from http://www.youtube.com/watch?v=pVLfWf0Jy eY