Guide to Hiring Ex-Cons: The Benefits, Drawbacks and Procedures for Employers Hiring Ex-Cons
The idea of hiring an ex-con might terrify you, especially when faced with an offender who has committed a violent or heinous crime. However, many employers choose to hire ex-cons, both for the benefits they might reap and for the satisfaction of helping an offender to become a productive member of society. You certainly don’t have to hire ex-cons, but if you do decide to take this route, following are a few guidelines to consider.
1- Develop Criteria
Even if the idea of hiring ex-cons appeals to you, it is important to establish criteria for the hiring process. For example, some employers will consider all offenders except for those who are convicted of sex crimes, while others won’t hire an offender who has been involved in money laundering or other financial crimes. The important thing here is to protect your business, as well as your other employees, while still giving consideration to those who might work hard.
Just because an offender has been honest about his most recent conviction doesn’t mean that he’ll disclose information about prior crimes, especially those in other states. When hiring ex-cons, make sure to conduct a thoroughbackground check, one that includes investigations into other areas of the country. The individual you’re thinking of hiring might be a one-time offender, but do you really want to take a chance? Recidivism changes the game significantly.
3- Ask About Training
As pointed out on the Federal Bureau of Prisons web site, many prison inmates receive vocational or occupational training while incarcerated. This can provide a valuable asset to your business, but make sure to inquire about the candidate’s training and certification. Hiring ex-cons can be a great way to add experienced and highly-trained employees to your business.
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 officer.
5- Avoid Volatile Situations
When 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.
6- Continually Evaluate
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.
7- Learn About Benefits
The U.S. government provides many benefits to companies that are in the habit of hiring ex-cons. You can research these benefits through the BOP web site, or by talking to your accountant. Possible benefits include federal bonding programs, tax credits and job training reimbursement. If you find that you are eligible for these benefits, however, make sure you follow their requirements to the letter.
