Ban The Box ' Legislation

One of the main barriers that inmates face when they are released from prison is limited cognitive skills, limited education and work experience, and substance abuse or other mental health problems. Substance abuse and other mental health problems limit employability because it limits the job readiness that is required for employment (Holzer, Raphael & Stoll, 2003). Another issue that is faced when inmates are released into society is that any skills that they did have prior to conviction has diminished greatly and they face lower pay due to their diminished or lack of skills, and the attitudes that have been developed during their time in prison deeply affects their attitude during their search for employment. Offenders also face another barrier when searching for employment. Many businesses can be held legally liable for any criminal action that their employees may cause (Holzer, Raphael & Stoll, 2003). These barriers that offenders face upon release is why solid solutions and planning must be implemented when considering the integration of ex-felons into society and preparation for reentry must begin well before the scheduled release date in order to successfully reintegrate an inmate into society and reduce the rate of recidivism.

Besides, assisting the ex-offenders in becoming competitive is equally important to make them productive to their employers if given equal opportunities. The program in Kentucky aims at making the employer understand their situation while getting back to the society. Thus, it assists them psychologically and through other means to prepare to face new challenges. Besides, some of the counties and cities that note the devastating effect of not employing the ex-convicts remove the criminal records from a job application. The reform commonly has the name ‘ban the box’ that aim at reducing discrimination of qualified ex-convicts while applying for jobs (Entin, 2015). The use of ban the box is beneficial especially in the early stages of the hiring process when employers do not know their potential employees

To fully appreciate the effects that employment schemes have on the rehabilitation of ex-offenders, we must examine the different methodologies that have been utilised to investigate this branch of

The benefits of having Ban the Box laws would reduce recidivism. Employment is a vital factor for people reentering society from prison because people with criminal records that have a stable working environment are less likely to reoffend (Weissert, 2016, p. 1534). Ban the Box laws differ for when the employer can find out about the applicants criminal history, but by not having to admit to a criminal history on the intimal application it allows employers to rely on unfounded stereotypes of people with criminal records than forming their own opinion of the applicants character (Weissert, 2016, p. 1536). By the employer not being able to find out later in the

The United States of America has always been considered the beacon of freedom, but somewhere along the way freedom has become a selective process. Many American citizens are finding it very hard to exercise their freedom after being incarcerated. Due to the lack of job opportunities for former criminals, they can’t care for themselves or their families. In a state of despair many began to have thoughts of hopelessness and they eventually return to a life of criminal activity to survive. According to a poll conducted by Kaiser Family Foundation in the New York Times, "Men with criminal records account for about

That the rates of imprisonment and criminal justice supervision have grown significantly in America is no longer a surprise to anyone. What has become one of America’s invincible elephant and unspoken problems is another form of criminal sanction, the network of laws that limit the rights and privileges of ex-offenders. These sanctions, called "invisible punishment," range from barriers to public housing for drug offenders to lifetime registration requirements for sex offenders. These sanctions reduce the chances of successful reintegration for ex-offenders.

I believe the “ban the box” should be banned because there are a lot of convicted felons that can not get a break in society. They have served their time and should be allowed to accomplish goals and make a better life for him or her selves. The “ban the box” is aimed at persuading employers to remove their hiring applications that have applicants check box that ask if applicants have a criminal record or not. I have seen a lot of educated criminal of all ethnicities try to pull their life together, but they could not get decent jobs in the society. By checking the box, society prohibits former criminal applicants for jobs, loans, housing, benefits, and many other services that they need. Many people in companies think that they are a target

After conducting my own research on Ban the Box movement to prohibit employers from requiring disclosure of past criminal convictions on employment. I noticed that the Ban the Box movement was put together by civil rights groups, and other advocates for ex-offenders. The movement is also an international campaign that is aimed at convincing employers abroad to remove the criminal history box (box that asks if an applicant has been arrested) from the applications. I truly understand the purpose of this movement, which is to enable ex-offenders a better chance at landing a job while on parole or after they are released from jail. For instance, if an ex-offender has a tough time finding a job after incarceration, then he/she will have a higher

Over a 150 cities and counties have adopted ban the box so that employers are viewed by qualification and not their criminal record (Natividad-Rodrigues & Avery, 2017). The passing of this ban is backfiring on potential candidates with and without criminal records making job call backs even far and fewer than before.

According to Duwe (2014), the rationale for work release programs lies in the claim that they can help reduce recidivism and promote post-release employment. The achievement of a smoother transition into mainstream society would help explain the aforementioned reductions in recidivism. Whereas the merits of

The focus group consisted out of seven members and met on the 14th of February 2017, to prepare a persuasive communication. Discussed was firstly the public opinion on the attitude object ex-offenders and then more in detail the attitudes of the target group potential employers including hiring managers, recruitment agencies, executive search agents, recruitment consultants and heads of human resource departments, towards ex-offenders and to which obstacles these attitudes lead for the attitude object. Afterwards, the focus group concentrated on creating ideas on how these attitudes could be changed, to create equitable job application processes and increase employment rates amongst ex-offenders.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

Susan Ward(TB, 2016) talks about the different hiring shortcuts which are made available to new applicants which we find realistically speaking very modern and applicable to this new era of technology. Part 3 examines the different developmental stages in the recruitment process and how employers should go about it. We discuss new ways toward a better recruitment process and at the same time see the importance of incentives or perks to employees.

For many years companies have depended on three basic tools, such as résumés, interviews and references to gather qualified candidates. These sources are commonly used in a day to day basis but have proven to be inadequate for consistently selecting good employees. When it comes to hiring and selecting you want to use productive tools to help determine the best decision possible. Using the incorrect tools to hire and test potential candidates causes employee turnover and retention. Companies need to understand what pre-employment assessments are and why they are effective. I will be discussing the best means of hiring and testing new employees. Exploring what other companies are doing in hiring and testing, accessing the positives and negatives of each, and lastly offering recommendations to our department.

At the end of 2012 the National Unemployment Rate was 7.8% (“Labor Force Statistics from the Current Population Survey”) and employers were struck with the daunting task of filling 3.6 million job openings (Smith.) In an article for Forbes on the subject of the daunting prospect of the job search, Jacquelyn Smith shares this startling fact: “The average number of people who apply for any given job: 118.” With the downturn in the economy in recent years, candidates for any given job can include inexperienced job seekers, seasoned competitive candidates, and even those who are looking to start their second or third career. The job market is flooded. Employers are overwhelmed by the sheer number of applicants, sometimes willing to compromise