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                                    A Key Fair-Chance Hiring Best Practice: Delaying Conviction Inquiries Until The Conditional Job Offer

      

                    
          
    A Key Fair-Chance Hiring Best Practice: Delaying Conviction Inquiries Until the Conditional Job Offer
"A record creates a serious barrier to employment for millions of workers, especially in communities of color hardest hit by decades of over-criminalization. Fair-chance hiring policies are intended to help dismantle this employment barrier by ensuring that job applicants with records are assessed on their merits, rather than on negative stereotypes associated with having a record" (p. 1). This publication explains how delaying the inquiry of criminal conviction after providing a conditional job offer is good for the employer. Sections of this document include: introduction; snapshot of key fair-chance hiring best practices; the benefits of delaying conviction inquiries until a conditional job offer-cost-effectiveness for employers, maintaining public safety, minimizing the influence of negative stereotypes in hiring, increasing clarity in decision-making, effective enforcement, and consistent with federal hiring best practices; and conclusion.Accession Number
              031333

  Download Links
          Read more on NELP.org

  Publication Year
              2015

  Length
              4 pages

  Authors
          Michelle Natividad Rodriguez
          Nayantara Mehta

  Series
          NELP Toolkit

  Sources
          National Employment Law Project (NELP) (New York NY)
Tags
    Incarcerated Individual employment Return to top

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