by Alonzo Martinez - Forbes
The Denton City Council is exploring the adoption of a Fair Chance Hiring Ordinance that would restrict an employer’s inquiry into a job applicant’s criminal history. While the ordinance promotes inclusivity and provides individuals with prior criminal records a fair chance in the job market, it imposes additional compliance requirements on employers.
by Sawyer Coffey - The Bottom Line News
Kentucky continues to struggle with a major substance use disorder crisis, with devastating effects not only on public health and families but also on Kentucky’s economy and workforce. In fact, substance use disorder, or SUD, is a key reason why Kentucky has one of the lowest workforce participation rates in the nation, according to a new report by the Kentucky Chamber Center for Policy and Research titled Working Towards Recovery.
by Carey L Biron - Sight Magazine
By the time Lee "Taqwaa" Bonner got out of prison in California, he had spent 30 years behind bars and was unsure where to go.
He stayed at a halfway house for three months, but then had to find a home. Everywhere he went, doors were slammed in his face.
"I tried to move in with my younger sister, until [an official] informed me that I was putting her housing in jeopardy," Bonner, 56, told Context.
by Henry Savage - Inquirer
Hiring people who have been impacted by the justice system, whether from being incarcerated or put on parole or probation, can change a person’s life, but also reduce the chances of them returning to prison again.
However, “returning citizens” can find it difficult to get a job after being released. To combat recidivism, the Department of Commerce created the Fair Chance Hiring Initiative in 2017, a program that financially incentivizes employers to hire returning citizens and keep them employed for the long term.
by Brian J. Clark and Lauren R. Stocks-Smith - Venable LLP
Over the last ten years, a flurry of "ban-the-box" laws have been enacted, on the state and local level. Such laws are now being passed at the federal level. In response, many employers reevaluated how they used criminal history screens and background checks in hiring. Now, lawmakers in several jurisdictions—like New York City, Philadelphia, and Illinois—are expanding existing laws, imposing new, more stringent requirements on employers. As a second wave of "fair chance" legislation starts to form, lawsuits related to criminal history screens and background checks have also intensified. The shifting legal landscape and growing risks of litigation present challenges for organizations large and small. Prudent employers will take this opportunity to review existing practices and build a compliant, flexible system for hiring new talent.
