Hiring Ex-Convicts The United States Bureau of Justice Statistics estimated that at least nine percent of the entire American population will at one time serve in federal of state prison. Furthermore, the proportion of those expected to serve time among certain minority subgroups is even greater. For instance, sixteen percent and thirty percent of Hispanic and African American men respectively will at some point in their lives serve state or federal sentences. Even through federal and states prisons populations may seem to be heightening up, the speedy increase in imprisonment rates in the past few years clearly reveals that the population of ex-convicts among the non-institutionalized populace are likely to increase in the near future.
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Given that the nature and magnitude of crime vary from one ex-convict to another, employers who would embark on employing such persons must be certain that the contract is in harmony with the state’s stipulated laws regarding the employment of ex-convicts. Whether they made simple unfortunate mistakes in their lives or have served their prison sentences, most ex-convicts want stable jobs in their attempt to redeem their lives. Such cases may warrant employers to look beyond the employment background check results and consider recruiting them (Lauren …show more content…
Negligence is legally premised on the notion that the person who breaches an obligation of care to others in the public or in a company is legally accountable for any resulting damages. Based on the negligent hiring theory, employers are accountable for any risk that results from exposing their employees and the general public to potentially precarious persons. With such policies employers may be afraid of hiring ex-convicts in order to safeguard their positions and work as well. Nevertheless, the policy is only based on the assumption that the employed ex-convict will act against the company’s stipulated standards which may not be the case will every ex-convict. This also is another sort of discrimination (Holzer, Raphael & Stoll,
The …show more content…
Given that the nature and magnitude of crime vary from one ex-convict to another, employers who would embark on employing such persons must be certain that the contract is in harmony with the state’s stipulated laws regarding the employment of ex-convicts. Whether they made simple unfortunate mistakes in their lives or have served their prison sentences, most ex-convicts want stable jobs in their attempt to redeem their lives. Such cases may warrant employers to look beyond the employment background check results and consider recruiting them (Lauren …show more content…
Negligence is legally premised on the notion that the person who breaches an obligation of care to others in the public or in a company is legally accountable for any resulting damages. Based on the negligent hiring theory, employers are accountable for any risk that results from exposing their employees and the general public to potentially precarious persons. With such policies employers may be afraid of hiring ex-convicts in order to safeguard their positions and work as well. Nevertheless, the policy is only based on the assumption that the employed ex-convict will act against the company’s stipulated standards which may not be the case will every ex-convict. This also is another sort of discrimination (Holzer, Raphael & Stoll,