I have a coupon code. For instance: Is a man with a past indecent assault conviction unsuitable for employment with a landscaping company where all of his co-workers also are adult males? Although you may not be able to use the sex offender registry as a factor in your hiring decision, you may still receive and use court records showing convictions for the underlying offense s committed by a registrant.
Email Address. Finally, at the interview, employers can have an applicant authorize in writing a review of his or her criminal history. Already a member? According to the printout, the employee had a six-year-old conviction for indecent assault.
They are actively prevented from obtaining employment of any kind. First, the California Prison Industry Authority - Inmate Employability Program provides incarcerated individuals with hands-on job training during the term of imprisonment.
Somebody who reads this please help. Someone may be automatically disqualified if there is a lie that is discovered by a potential employer. September 26, at pm.
Other considerations:. Upcoming Events. Web site: The Re-entry Policy Council. Keep in mind that applicants should always have a chance to explain their criminal background. That means she follows new legislation and court decisions and advises the company on processes that follow compliance best practices.
For the employer, this raises a number of legal issues.
Finally, keep in mind that if you do hire someone with a record, your company may be eligible for the Work Opportunity Tax Credit, which is a Federal tax credit that is available to employers who hire and retain individuals from target groups that face considerable barriers when it comes to finding a job, like sex offenders.
Does the state frown upon consideration of temporally remote convictions, even if they involved serious crimes? Will this be a concern to my employees? In some instances, reassignment may be preferable to dismissal.
Page Information Page Properties. In assessing whether to reassign a former sex offender to a job involving less exposure to liability, employers should consider the type and location of the job, whether it would give the offender access to potential victims, the types of co-workers and subordinates in the workplace, whether the job would involve travel, the work hours, the degree of supervision, and the amount of access to technology such as the Internet.