Nationwide, each state has slowly been adopting the ban-the-box law to help ex-offenders find work. Ban-the-box or the “fair-chance policy” is a policy that requires employers to remove the conviction history question from their job applications. In some areas, it dictates when an employer can conduct a background check. The goal is to get employers to view all job applications equally, and schedule interviews based on qualifications alone in order to help convicts find work after prison.
Discrimination in the Workplace: What to Consider when Hiring Someone with a Record
So, you’ve received a background check on an applicant for your business that has criminal records found on it, now what? How do you know if an applicant is a good or bad fit for your company based on their criminal record? You can’t discriminate, but you don’t know what crimes make a person a liability for your company. We recently had a client ask how to tell if an applicant is qualified for the job based on their background check. Here are a few ways to use a consumer report to judge if an applicant is a good candidate or not.
How SimpliVerified is Balancing the Background Check Process with Criminal Record Expungement
We believe in the good in people and want to give everyone the opportunity to right their wrongs, especially after they’ve paid their debt to society. It can be hard to get a good job and turn your life around when you have a criminal record, but there is hope. Criminal record expungement means the record is sealed or destroyed and no longer available to be accessed. An expunged crime will not show up on a background check and employers are not allowed to ask about it or use it against you in an employment decision. Typically, after we view a background check and generally determine expungement qualification, we will send a secure eligibility test email to the applicant. This form will help them, and the attorney determine if they qualify in the state the crime was committed.
