As reported in the Journal Inquirer June 28, 2010, Connecticut joins the growing list of states and cities adopting what is termed the “ban the box” movement within the hiring process.
The box the article is referring to is on the job application completed by each candidate. The question asks if the candidate has ever been convicted of a crime.
The law for Connecticut goes into effect October 1, 2010. The article states several cities including New Haven, Hartford and Norwich has also adopted the “ban the box” change. It appears the law change will only effect state and city positions at this time.
The change does not prohibit an employer from asking the question, just not on the initial job application form. The theory is that if the candidate has been successfully screened into a potential hiring position, during a face to face the candidate can offer details and explanations as to why they have the conviction, whereas a check box on the application could lead to a sure fire screening out of being potentially hired.
As a fraud examiner who has dealt with many individuals who have made poor decisions, permanently effecting their family, reputation and career, I encourage every employer to ensure themselves that this question regarding the potential trustworthiness of a future hire is included within every hiring process. It’s not to say that anyone convicted of a crime should not be hired ever again, certainly that should not be the case. However, every employer should have all the facts about a candidate’s background to allow for an informed hiring decision.
As I website possessor I conceive the written content here is real excellent, appreciate it for your efforts.
Useful blog website, keep me personally through searching it, I am seriously interested to find out another recommendation of it.
I’ve read some good stuff here. Definitely worth bookmarking for revisiting.
Advantageously, the post is in reality the freshest topic on curing acne naturally. I concur with your conclusions and will thirstily look forward to your upcoming updates. Just saying thanks will not just be enough, for the phenomenal clarity in your writing. I will right away grab your rss feed to stay abreast of any updates.
Howdy, i just concept i’d write-up and let you realize your personal blogs is handy for uncovered the advantageous blueprint.I certainly adore your blog.Fully, the article is in fact the top on this worth though topic. I concur with your conclusions and will eagerly search forward to your coming fresh news. Simply just saying thanks will not just be enough, for the phenomenal lucidity in your making. I will right away grab your rss feed to remain updated of any updates.Genuine work and a good deal achievements inside your efforts and enterprise opportunities.Anyhow maintain up the excellent do the job.Many thanks.
I really liked this post. You explain this topic very well. I really like your blog and I will definetly bookmark it! Keep up the interesting posts! 🙂
I really love going back to your site to read your story and see more pictures that are really taken with great care. . . . . .
Moving and strong! Youve absolutely obtained a way of reaching people that I havent noticed incredibly usually. If most folks wrote about this subject using the eloquence which you just did, Im sure men and women would do far more than just examine, theyd act. Great stuff below. Please retain it up.
Keep up the amazing work!! I love how you wrote this and I also like the colors here on this site. Very good opinions expressed here 🙂
You can count me in for a Digg. Thanks for posting this on your site!
The layout for your site is a bit off in Flock. All The Same I like your site. I may have to install a “normal” browser just to enjoy it. 🙂
Nice website!!
Here’s more on this issue – today’s Connecticut Law Tribune:
EEOC Warns Against Illegal Job-Screening Tactics
Companies using criminal records or bad credit reports to screen out job applicants might run afoul of anti-discrimination laws as the government steps up scrutiny of hiring policies that could hurt blacks and Hispanics. A blanket refusal to hire workers based on criminal records or credit problems can be illegal if it has a disparate impact on racial minorities, according to the Equal Employment Opportunity Commission. “Our sense is that the problem is snowballing because of the technology allowing these checks to be done with a fair amount of ease,” said Carol Miaskoff, assistant legal counsel at the EEOC. In 2008, African-Americans were about six times more likely to be incarcerated than whites. The incarceration rate for Latinos was 2.3 times higher than whites. If criminal histories are taken into account, the EEOC says employers must also consider the nature of the job and seriousness of the offense. For example, it may make sense to disqualify a bank employee with a conviction for embezzlement, but not necessarily for drunken driving.
I tried to leave you a response directly to your email listed in your post. Unfortunately my email was returned undeliverable. Please go to my website and send me an email (Contact Us) and I will send you my response. Hope that helps – I’ll watch for your email.
how can I enforce the visitation rights granted by the divorce? my ex-wife isn’t complying with the visitation that we agreed upon in the divorce and she’s now allowing me to visit w/my child.. she’s moved over a hundred miles away and we had agreed to meet halfway to drop off/pick up my girl – i’ll drive it, but there are times that i drive all the way down there and they aren’t home!! I’ve tried calling the courts, but I need a lawyer and the divorce has left me broke – i can’t afford a lawyer!! what can I do? I live in Jersey, BTW
This is an intriguing topic. We’re always looking for smart resources to share with clients and my coworkers, and your post is definitely worth sharing!