D: Managing the Key Transition Period

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Outline
Introduction
Policy Statements:
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Additional Resources

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3: Most employers are hesitant to hire released individuals.

In this chapter:

Overview

Research Highlights:

1. There are barriers at the individual level that impede released individuals' efforts to secure and maintain employment.
2. Many of the communities that receive released individuals are ill prepared to absorb those with low employability.
3. Most employers are hesitant to hire released individuals.
4. The willingness of employers to hire this population can be increased if a third-party intermediary is involved and if they are informed about financial incentives and protections.

Recommendations:

/Report/PartII/ChapterII-D/PolicyStatement21/ResearchHighlight21-3

Employers are often hesitant to hire people recently released from prison or jail for a number of concrete reasons. Besides the stigma of a criminal record and prevalent mismatches between job needs and skill levels of released individuals, state and federal laws prohibit individuals with certain felony convictions from working in certain occupations. ^[1] In addition, employers can be legally liable for certain crimes committed by employees if they are found to have been negligent in their hiring. ^[2]

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Employers have lost 72 percent of negligent hiring cases with an average settlement of more than $1.6 million - see No citation found for FN_criminal-background-checks-for-prospective-and-current-employees-current-practices-among-municipal-agencies! .
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Reentry Policy Council

D: Managing the Key Transition Period

3: Most employers are hesitant to hire released individuals.

In this chapter: