Employment and Recidivim: the critical connection (part 3 of 3)

Recidivism and Employment – the critical connection

Recidivism: Repeated or habitual relapse, as into crime. Or, as I like to describe it – The art of going back to prison.

Here are some figures to consider:

In 2008, the  New York Department of Labor found that  83% of offenders who violated probation  or parole were unemployed at the time.

A 2003 Harvard University study of businesses in four major cities, only 12.5% of employers surveyed stated they would “Definitely accept” applications from ex-convicts.

According to United States Bureau of Justice Statistics (BJS), each year more than 650,000 men and women are released from Federal and State prisons and returned to their communities and families.

There are over 6 million ex-prisoners in the United States.

Estimated rate of unemployment among ex-prisoners: between 25-50%. The one year post-release recidivism rate: 44%

Recent studies estimate that after five years of staying clean, an individual with a criminal record is of no greater risk of committing another crime than other individuals of the same age.

Ex-offenders actually have turnover rates that are lower than the general population

What does all of this mean and how does it relate to our society?

                Those released from prison fall into two categories: Those who return back to prison, and those who don’t. With the number of ex-prisoners in the United States, chances are, you probably live down the street or around the corner from one of them. Face it, once released from prison, they go back to their own communities, and that could be YOUR community as well.  Granted, some convicts released from prison have no intention of becoming a ‘productive member of society’ and probably will re-offend within a matter of time. But what about the ones who sincerely desire to reform themselves and ‘do the right thing’? What happens when this group keeps getting denied employment, mostly based upon the fact that they have a criminal record? I know, I, for one, was fortunate enough upon my release to be giving a second chance, to have someone stop long enough to listen to what I had to say and to see the sincerity I had in bettering myself. But let’s say I kept getting turned down, time and time again. Then what? Well, it doesn’t leave too many options, and one of the few remaining options is to return back to the life of crime you were living prior to being arrested. Chances are, there was some sort of income or profit being made from those activities, and when you’re desperate enough and you’ve exhausted all other resources that may be the only viable choice you feel you have left.  Am I saying this is right, or excusing that kind of behavior? Absolutely not! But to a lot of ex-prisoners, that’s exactly what they do. While doing research for this article, I found quite a few companies that kept an open mind regarding hiring ex-felons. And in doing this, ultimately what they are doing is making their own (or your) community a little bit safer. Think about it: would you rather have that  ‘ex-con’ who lives down the street unemployed, with little options and a lot of time on their hands, or would you feel safer knowing they’re putting in 40 hours a week at work, bettering themselves and able to (legally) provide for themselves and family? The bottom line is, in our society people commit crimes. Those who do eventually get caught and do time. When they get released, they are still members of our society and community. What happens next depends not only on what  their intentions are, but also how our society reacts to them and treats them. As well as what chances they are given, or what opportunities they are denied.

Summary:

                I don’t think I could put it any better than John Shegerain, Chairman and CEO of Electronic Recyclers International, who has employed hundreds of ex-convicts in the last 20 years: “Imagine what  would happen to our recidivism rates, gang participation rates, crime rates, and drug abuse rates if every business in the United States opened their doors and  hearts to just one ex-offender. We would  change  our communities for  the better, forever”

Hiring someone with a felony, getting hired with a felony (part 2 of 3)

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’.

 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.

Are you 'Felon Friendly' when it comes to employment? (Part 1 of 3)

Felon-Friendly?  Or Not?

            As an employer, or someone in a position to hire, would you consider yourself, or your firm or company policy to be described as ‘Felon-Friendly’? As a job seeker, if you happen to have a background that  includes criminal convictions (misdemeanor or felony), I’m sure  you don’t need to be told how big an obstacle that can be to overcome, or about the brick wall you hit that stops you cold, without ever having  the  opportunity to discuss the matter. So, whether you’re an employer faced with having to make the choice of hiring an applicant with a felony in their past, or you’re out there looking for work and your past is making it more difficult, I believe after reading this blog, you’ll have a better understanding of the problems this can be for either party, and hopefully I’ll give you some food for thought regarding how this effects both sides. Originally, this was going to be directed towards employers and the decision regarding hiring ‘ex-cons’. But because of my past and the experiences I’ve had regarding this matter, I’ve decided to address the issue from the perspective of both sides, because when I was out looking for work, I never considered anything other than the effect it had on my ability to get hired, never from the  employers point  of view. And  I’d be willing to bet if you’re in a position to make  the decision regarding who gets hired, you most likely don’t know what it’s like to be in the shoes  of someone trying  to get  hired that  has that felony in his past.

The Big Question on the application

            I can empathize with those of you who have a ‘not-so-desirable’ past. Especially when you get to that dreaded question that’s on every application: “Have you pled guilty or been convicted of a felony in the past 7 years”? (There are many variations of that question, I’ve come across the wording to include misdemeanors, not including minor traffic violations, as well as having it ask if you’ve EVER been convicted…)While some of these variants are worded to narrowly and others are too broad and ambiguous, they all boil down to the same thing – a big hurdle that you have to deal with.

            I understand, from an employer’s point of view, the  need and desire to know what kind of person you’re about to hire, your concerns about keeping your workplace safe, as well as the  potential for legal problems should the hiring decision result in harm. Checking criminal records of the applicant demonstrates Due Diligence, as opposed to negligent hiring were no background check is ever conducted, and because of that, unforeseen problems could have been avoided.

           

My Story

            I’ve had to address that question quite a few times after being released from prison, and believe me, even though  there’s a little box for you to explain (in detail) the circumstance of your criminal history, (should you have answered ‘yes’ to the  previous question), I’ve found  it to be almost  impossible to adequately do so. In my case, I had both State and Federal convictions, and after doing 60 months of incarceration, I was released in 2001. I found that little ‘explanation box’ wasn’t even big enough for me to list my convictions, let alone try to  describe them in the least damaging light. What where my charges, I’m sure you might be wondering. Well, for the State, I had Attempted Assault 1 and an Arson in the first degree.  My Federal conviction was under the description of: ‘Unlawful possession of an un-registered explosive device (ie: a pipe bomb). So, instead of even trying to figure out how to list my crimes as well as giving a detailed explanation or description, I usually wrote: “Not enough room to adequately and properly explain my past”. That usually got me an opportunity  to talk face to face with  someone about it, whereas otherwise I  doubt my  application  would  have  gotten  any  further  then the  closest trash can. At this point, you’ll have the opportunity to  discuss the  matter and it’s going to be up to you  to put it in the  best possible light and to sell yourself.      

            Whenever possible, when given an application to fill out, or even if I have to complete it before talking with the person doing the interview or hiring, I go directly to the  question regarding my arrests and say something like this: “This question here, regarding whether I’ve ever been convicted  of a felony…….Let’s talk about that first, because if that ends up being a deal-breaker for you, I don’t want to waste your  time, because I’m sure it’s valuable, and I certainly don’t have the time to waste;  because  I  need to be spending mine on getting  hired, and if it’s  not going to be here, then I need to be on my way  to my next interview.” The other advantage of approaching it this way, is instead of trying to cram an explanation into a small box using 2 or 3 sentences explaining my charges, I’m now in a much better position to be  able to have some control as to  where this  conversation goes. Plus, I find, if  I’m the one to bring the matter up, and I’m that  up front about it and not trying to hide it, I’m showing  that I’ve taken  responsibility for  my  past actions, and the  openness about it goes a long way with a much more  desirable result. I’d usually explain what I  was convicted  of, and before they get the chance to ask,  and then tell them the honest truth:  It was during  a time in my life that I wasn’t making  good choices, (obviously), that I  wasn’t the most enjoyable period in my life, including being  incarcerated, that  I  wasn’t angry  or bitter, and that I’ve taken the opportunity  to have made numerous changes during that time and I’m confidant  I’m not  going to be repeating  those mistakes again and now it’s time for  me to put that part of my life behind me, make positive choices and become a ‘productive member of society’.

            You might  be thinking, with the severity of my crimes and  having  both  State and Federal, convictions, I  wouldn’t be  able to get  a job at McDonalds. And you wouldn’t be that far from the truth. I’ve found that the larger corporations were absolutely the hardest to get hired.at, and I learned real quickly not to waste my time there. Instead, when I was given the opportunity to actually talk with the person making the hiring decision, I had about an 80% success rate, if not better. Prior to the economy going south and the  housing  market crashing, I  had a position as a Computer Aided Drafter, (which, by  the  way,  was a trade I learned in prison), that paid $57k a year. I know finding a job in this economy is a bitch, and having  a felony on your  record makes  it harder, but it doesn’t  make  it impossible.

Part 2 of this blog will address the question:  “Why should I hire YOU”?

This will provide you with some  very useful  tips and information’s regarding improving your  chances of landing that job, and if you’re an employer reading  this, I’m going  to point out some very convincing reasons  as to why you’d want that  guy with the  felony on your payroll. Including a tax credit of over $2000, as well as recidivism and the connection it has to employment, and how this affects the community, in which you live. Stay tuned….