What Businesses Should Consider When Hiring Someone On Parole
In recent years, people with criminal records have been given a second chance in the workplace. However, when it comes to hiring someone on parole, lawyers agree that there are specific considerations that employers should consider. Here are eight things businesses should consider when hiring someone on parole.
1. Understand The Terms Of Parole
Employers must understand what is and isn’t allowed under the terms of the employee’s parole agreement. This includes any restrictions or conditions that may be placed upon them to ensure their successful reintegration into society. It’s also important to understand that some limitations imposed by parole can prevent an individual from taking certain positions or working in specific business areas.
2. Have An Open Dialogue
Having an open dialogue with potential employees can help employers better understand what they are looking for and how they plan on meeting their goals while on parole. This can also help build trust between employer and employee, essential for establishing a successful working relationship.
3. Provide Support
Employers should support employees on parole to help them succeed in their job roles and stay out of trouble with their probation officers or the law. This could include providing resources such as mentoring programs or counseling services that could help employees adjust to life outside of prison and excel at work without violating any terms of their parole agreement.
4. Document Everything
Employers should document all interactions with employees on parole, including disciplinary action taken if necessary so that there is a record of compliance with state laws regarding employment of those with criminal records and any related internal policies. This will also help protect both parties if future conflicts arise due to misunderstandings or miscommunication about expectations or requirements related to employment while on parole.
5. Be Flexible
If possible, employers should try to be flexible when accommodating an employee’s needs while they’re still under supervision by their probation officer or the court system. They may need additional time off due to court appearances or other obligations related to their parole, and understanding this can go a long way towards creating an environment where they feel supported rather than judged because of past mistakes they have made.
6. Utilize Resources
Employers should take advantage of resources available through government agencies such as The Department Of Labor, which offer guidance and assistance related to specific state laws regarding employment of those with criminal records and best practices for creating an inclusive workplace culture. By using these resources, businesses can ensure they’re taking all necessary steps towards creating an environment where everyone feels welcome regardless of past mistakes made by themselves or others.
7. Follow State Laws
State laws vary when hiring someone on parole, so employers must ensure they are familiar with and comply with the laws in their state. For example, some states have passed “Ban The Box” legislation which restricts when an employer can ask about a potential employee’s criminal history as part of the hiring process. Employers should also understand any restrictions or conditions placed upon someone on parole that could prevent them from taking certain positions or working in specific business areas. It’s essential to know these things before making a final decision on whether to hire someone who is on parole.
8. Establish Clear Expectations
Establishing and communicating clear expectations for the employee while on parole is also essential. This includes setting boundaries and outlining their work performance, behavior, and attendance policies. Doing so will provide a sense of security and help ensure everyone understands what is expected of them during their employment with your organization.
9. Monitor the Situation
Employers should monitor the situation to ensure employees meet all expectations and comply with their parole agreement. This can help prevent any potential problems from arising in the future. Employers can identify issues early by keeping tabs on an individual’s progress and providing extra support or guidance.
10. Encourage Professional Development
Finally, employers should encourage employees on parole to take advantage of professional development opportunities such as continuing education or job training programs. This can help them gain the skills and experience needed to succeed in their current position and eventually move into more advanced roles within the company. Encouraging and supporting these efforts can be instrumental in helping employees on parole find success and stability as they transition back into society. By providing these opportunities, employers can create a positive environment where everyone feels supported and respected regardless of past mistakes.
Conclusion
Lawyers can tell you that hiring someone currently serving a sentence or recently being released from incarceration is not always easy. Still, it can be done successfully if employers consider the unique challenges faced by those affected by the criminal justice system, such as limited job opportunities due to lack of education/experience, housing/transportation limitations, social stigma, etc. By taking these factors into consideration and utilizing available resources, businesses can create an environment where everyone feels welcome regardless of past mistakes made by themselves or others.
