Should employers be banned from asking about criminal history on a job application?
It's a valid question and worth the ask in today's job hiring environment. Also, should there be limits on an employer’s ability to make pre-employment inquiries into and statements about a job applicant’s criminal history? Especially if the criminal act took place decades ago and the individual has repaid their debt to society and turned their life around?
"Ban-the-Box" provides employment opportunities to people with criminal records by not allowing employers to “blanket ban” them from employment. Access to gainful employment only improves the quality of life for people with a criminal history and the communities in which they live, which will reduce recidivism and increase public safety. Organizations who hire ex-convicts are eligible for the Work Opportunity Tax Credit, which offers tax incentives for hiring those who have been convicted of a felony or were released from prison from the felony within a year's time.
"Ban-the-Box" is also expanding into prohibiting asking about salary history as well as criminal history on higher education admissions applications. The removal of these boxes creates new opportunities for certain populations and evens the playing field when it comes to bettering oneself.
If you are having trouble keeping abreast of the rapidly changing legislation or determining which laws take precedence, you are not alone. Contact a representative at OPENonline to learn more about why "Ban-the-Box" needs to be left off of job applications.
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