Employers, Are You Felony Friendly?

Part 2: Felon Friendly? (Hiring and Criminal Backgrounds)


Who does this blog apply to? Whether you’re an employer faced with the decision regarding hiring an applicant with a criminal background, or you’re the one out looking for work with the felony on your record, there’s information in this blog that pertains to you. I’m going to list several very good arguments as to why you shouldn’t automatically pass over that application when you see a yes in answer to the question, “Have you ever been convicted of a felony”? And again, if that’s you and your application, these points, when explained to your potential employer, may help sway his decision as to choosing you.

In a perfect world, we’d like to think we would judge and applicant based on the ability they show regarding the skills needed to perform the job proficiently. And that once a person has ‘paid their debt’ to society, they become at least somewhat forgiven, at least enough to be given a second chance to redeem themselves. But, what happens when there are two applicants applying for the same position, both have the same qualifications and skills required, and all other things being equal, with the exception of one of them was convicted of a felony in the past and the other has no criminal past? In most cases, I think it’s safe to say we have a pretty good idea who’s getting hired. So, now let’s present some valid reasons for that same employer to consider before they make that choice. Again, these are good points to work into your ‘sales pitch’ when you interview or apply, as well as if you’re and employer and have reservations about putting that ‘ex-con’ on your payroll.

Why Should I Hire You??
The first and usually most overlooked benefit of hiring an ex-convict is that they’re eager and hungry to work. Chances are, they have a lot of motivation and desire to re-enter the work force. Terms of their parole or probation require most ex-convicts to either be employed full time or enrolled in school. And once they find employment, they not only have their own personal reasons to succeed, but most likely will be reporting to a parole officer, informing them of where they are employed and the days and hours they work. Most parole officers follow up on this information and periodically check up on their ‘clients’ to see how they’re performing at their job, and to check attendance. Prior to ‘hitting the streets’, most of those who were incarcerated learned some kind of trade, attended training programs designed not only to make them more educated, but also more employable. And not only are these applicants hungry for work, they often know the importance of keeping that job, and aren’t as likely to take it for granted, as your average citizen might do. And finally, they know beforehand that chances are, they’re going to be starting at the bottom of the organizational chain and working up.

As I mentioned, many receive training and education while incarcerated. The range of subjects and work related areas that they may have been exposed to could be anywhere from personal fitness training, assembly work, painting, HVAC, computer software programs, sewing, electrical, just to name a few, not to mention the transferable skills that are often overlooked and under-utilized. Many develop a strong understanding of authority from their incarceration, and have developed an above average ability for coping with stressful situations and environments.

Incentives for the employer
Let’s move away from the personal attributes of the applicant and present a different type of incentive for the employer. Money. An often overlooked, (and under-used) benefit is something known as the ‘Work Opportunity Tax Credit’. This is a tax credit that can be applied to employers who choose to hire certain classifications of people, which in this case is a felon or “an individual who was convicted of a felony and who is hired not more than one year after the conviction or release from prison”. This can be a tax credit of up to $2,400.00 per adult hired. (The same as the tax credit for hiring veterans of the armed forces). This gives an immediate contribution to an employer’s “bottom line” by providing employers with a federal tax break. Additional information regarding this can be found at the U.S. Department of Labor website (www.doleta.gov). I suggest, if you’re out there looking for work, to plan ahead and bring the completed forms with you when seeking work. This gives the employer an opportunity to not only recognize the benefits firsthand, but also shows incentive and follow-through on your part and that you’re ‘on the ball’.

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Another, lesser known program available is a Federal Bonding program which may provide the employer with a short term liability bond of up to $25,000 at NO COST to the employer. These bonds are designed to protect employers from the possibility of theft or dishonesty on the part of an ex-felon, and when combined with the Tax Credit, they can make a very appealing and compelling case for not automatically passing over an applicant just because they answered ‘yes’ when asked about having a past felony.

The United States Department of Labor has also recognized the importance of ex-offenders finding employment, as well as the hardships involved in getting hired. They’ve developed a program called “The Reintegration of Ex-Offenders – Adult Program (RExO), which, formerly was known as the Prisoner Reentry Initiative (PRI), and it’s designed to “strengthen urban communities through an employment-centered program that incorporates mentoring, job training, and other comprehensive transitional services”. Grants are available through this program as well. For more information, please visit the Department of Labor website at: http://www.doleta.gov/RExO/eta_default.cfm. You’ll also find a link on there that for more information on the grants that have been awarded under this project. The National Reentry Resource Center (http://www.doleta.gov/RExO/eta_default.cfm) offers a compressive listing of not only available programs and services for those seeking reentry into the work force, but also has information regarding various government programs that employers can access the gives additional incentives for hiring ex-felons and recently incarcerated individuals. One example is the “Second Chance Act” which was passed into law in 2008, which helps train individuals in technology-based jobs and careers during the three-year period before their release.

In the final part of this blog, we’re going to look at the important connection between recidivism and employment, the effects it has on the community and a few examples of companies that have extensively been active in putting ex-felons back to work and the success they’ve had.

Written by: Scott Free

The opinions of the writer and this blog are not necessairly the opinions of

Absolute Know It All.

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