Category: Employment/Licensing

Should a criminal record ruin a career?

logoThe Atlantic has published an excellent article about the permanently disabling effects of a criminal record, by two attorneys at the East Bay Community Law Center (Oakland, CA), Sarah Crowley and Alex Bender (an Equal Justice Works AmeriCorps Fellow).  Haunted by the Past: A Criminal Record Shouldn’t Ruin a Career, March 25, 2015.  The authors argue, based on their experiences in their practice, that “too many applicants, particularly people of color, are being denied jobs based on background checks that are irrelevant or even inaccurate.”   They describe the sources of inaccuracy and other unreliability in criminal background checks, even ones based on fingerprinting.  But then they focus on the real problem, which is that over-reliance on background checks “inevitably screens out qualified, trustworthy job applicants.”

They tell the story of one woman whose dated misdemeanor convictions deprived a California group home of a valuable employee:  Read more

GAO reports on use of FBI records checks for employment purposes

FBI.indexThe Government Accountability Office has made public a long-awaited report to Congress on the use of FBI records by state agencies and private companies for employment-related background checks.  The report addresses three questions:
1. To what extent do states conduct FBI criminal history record checks for selected employment sectors and what challenges, if any, do they face in conducting these checks?
2. To what extent have states made progress in improving the completeness of criminal history records and what challenges remain that federal agencies can help mitigate?
3. To what extent do private companies conduct record checks, what benefits do they provide, how are they regulated, and what challenges do they face?

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New York Times editors question efficacy of expungement laws

In an editorial titled “Job Hunting With a Criminal Record,” the editors of the New York Times tackle the problem of employment discrimination against the estimated 70 million Americans who “carry the burden of a criminal record.”  They question the efficacy of expungement and other popular “forgetting” strategies for dealing with employer aversion to risk, preferring the “longer term” approach of “a change in attitudes about people with criminal records.”

The editorial points out that expungement laws typically apply only to “relatively minor transgressions,” require lengthy waiting periods, and include “significant exceptions” (e.g., they don’t apply to jobs and licenses requiring a background check, a large and growing segment of the labor market). In addition, “trying to keep anything secret in the 21st century is no sure thing.”  Finally, “record-sealing laws do not and cannot address the underlying problem of overcriminalization.”

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President promises a more “open” pardon process, more pardon grants

1024px-Pascal_Dagnan-Bouveret_(1852-1929)_-_Les_Bretonnes_au_pardon_-_Lissabon_Museu_Calouste_Gulbenkian_21-10-2010_13-52-01During a Town Hall in South Carolina on March 6, President Obama spoke for the second time in recent weeks about his intention to use his pardon power more generously in the final two years of his term.

Responding to a criminal defense attorney who asked what she could do to “increase the number of federal pardons,” the President explained that he was taking a “new approach” to pardons after receiving surprisingly few favorable recommendations from the Justice Department during his first term.  He said he had asked the Attorney General to “open up” the pardon process, and to work with advocacy groups and public defenders to make people more aware of the availability of this relief:

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Georgia becomes first state in South to ban the box

Job seekers applying for work with the state of Georgia will no longer need to disclose prior criminal convictions on their initial applications.” The order provides that this new policy “will allow returning citizens an opportunity to explain their unique circumstances in person to a potential employer.” Read more

New York certificate scheme found inaccessible and ineffective

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The certificate system for restoring rights after conviction in New York no longer serves its intended purposes, according to an investigation by City Limits.  The problem is that Certificates of Relief from Disabilities (CRD) are supposed to be a means to rehabilitation for people sentenced to probation, but the judges authorized to issue them see them (in the words of one public defender) “as a gold star, as a thing you get after you’ve been rehabilitated.”  The Parole Board appears similarly Read more

Does discrimination based on criminal record make good business sense?

During the week of February 2, Professor James Jacobs posted a series of opinion pieces on The Volokh Conspiracy blog to promote his new book on criminal records.  The basic argument advanced in these pieces, which condense the final two chapters of the book, is that “criminal record based employment discrimination is neither immoral nor illegal.”  While I am not a lawyer, and leave it to my colleagues Sharon Dietrich and Adam Klein to speak to the legal arguments in Professor Jacobs’ pieces, I believe I can speak to the public policy implications (if not the morality) of his position.  That I myself have a criminal record, am now an employer, and have spent 13 years since exiting prison working on these policy issues, ought to be considered by anyone who reads what I have to say.

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Title VII protections based on criminal record are modest not coercive

In a recent series of posts on The Volokh Conspiracy blog promoting his book The Eternal Criminal Record, Professor James Jacobs “[speaks] strongly against a public policy that coerces private employers to ignore job applicants’ criminal records while leaving them to cover the costs imposed by ex-offender employees.”    His arguments suggest that employers are being saddled with such costs (for which no proof whatsoever is presented) because of social activism on behalf of people with criminal records. In fact, modest legal protections for people with criminal records derive from longstanding employment discrimination law principles.

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How much must a law school applicant disclose about his criminal record?

The New York Court of Appeals is considering how candid a person must be about his prior criminal record when applying to law school.  During oral argument on February 12 in Matter of Powers v. St.Seal_of_the_New_York_Court_of_Appeals.svg John’s University School of Law, several judges raised public policy concerns over the law school’s summary rescission of David Powers’ admission midway through his second year, based on how he had described his criminal record on his original application.  Powers had disclosed a past conviction for drug possession, but did not also report that he had initially faced more serious charges of drug-dealing.  These underlying charges came to light mid-way through Powers’ second year, when he sought clarification from the New York courts as to whether his criminal record would preclude his admission to the bar.

According to an account of the argument in the New York Law Journal, “[Powers] involvement with drugs seemed to concern state Court of Appeals judges less than St. John’s University’s decision to rescind his admission to law school.”

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Uber sued over illegal background checks and employee policies

phones-signup@1x.8d8db861ab2ef63dc666a89f3e8f5135In recent months, heightened attention has been paid to the background check practices of the ride-sharing company Uber. Concerns about the safety of Uber services prompted the District Attorney’s Offices of San Francisco and Los Angeles Counties to file suit last December against Uber for misleading customers about the scope of its driver background checks. As discussed in a previous post, Uber has largely resisted efforts by legislators to mandate more intensive background checks, but the pressure continues to mount.

This pressure for enhanced background checks has raised another area of concern: the manner in which Uber conducts background checks, and the impact of its employment practices on drivers and prospective drivers.  At the end of 2014, our organizations, the Lawyers’ Committee for Civil Rights of the San Francisco Bay Area and the law firm Goldstein, Borgen, Dardarian & Ho, filed a putative, nationwide class action lawsuit against Uber, based in part on its violation of federal and state background check laws.

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