The “Ban the Box” is a law that took effect on January 1, 2014, and it inhibits companies from asking about a potential employee’s criminal history on the initial applications for employment (Deitchler, Fliegel, Fitzke, & Mora, 2013). The Equal Employment Opportunity Commission (EEOC) endorsed this Ban the Box in that its contemplation of criminal history of arrests or convictions in the Title Ⅶ of the Civil Rights Act of 1964 (Deitchler, Fliegel, Fitzke, & Mora, 2013). It is directly related to employer’s ability to hire those employees with a criminal past to be compliant with the fair employment requirements. Employers have a balancing act to perform because they should be aware of risks related to negligent hiring. In the case of litigation …show more content…
Examples include rumination of an employee due to drug use and layoffs during times of downturn (Noe, Hollenbeck, Gerhart, & Wright, 2014, p. 305). Voluntary turnover is turnover initiated by the employee, often when the organization would prefer to keep them (Noe, Hollenbeck, Gerhart, & Wright, 2014, p. 305). Examples of these are employee retirement, or when an employee takes a job at a different organization. Both turnovers are costly to the organizations, training new hires takes time and money and replacing those works is expensive. Employees that left because of extreme job dissatisfaction can deliver bad publicity and shine an unfavorable light towards the organization in which the employee …show more content…
(2014, November 17). New 'Ban the Box ' law tripping up Minnesota employers. Star Tribune [Minneapolis]. Retrieved from http://www.startribune.com/new-ban-the-box-law-tripping-up-minnesota-employers/282888141/
Deitchler, D., Fliegel, R., Fitzke, S., & Mora, J. (2013, May 17). Minnesota Enacts “Ban the Box Law" Prohibiting Employment Application Criminal History Checkmark Boxes and Restricting Criminal Record Inquiries Until After Interviews or Conditional Job Offers | Littler Mendelson P.C. Retrieved from http://www.littler.com/minnesota-enacts-%E2%80%9Cban-box-law-prohibiting-employment-application-criminal-history-checkmark-boxes
McQuerrey, L. (n.d.). The Advantages of Surveys in the Workplace | Chron.com. Retrieved from http://work.chron.com/advantages-surveys-workplace-8212.html
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Son, S. (2015, January 14). The Pros And Cons Of Employee Feedback Surveys. Retrieved from
The use of criminal record databases by employers has greatly increased since the 1990s when the information first became relevant (Appelbaum, 2015). The biggest rise in background searches began after the terrorist attacks in New York City on September 11, 2001. Mr. Uggen, a criminologist at the University of Minnesota, states that there is a problem with criminal background checks considering most employers have no idea what they should be looking for. With every business owner having different concerns about potential applicants, “we haven’t really figured out what a disqualifying offense should be for particular activities (Appelbaum,
When felons are continually turned down because of their past, they generally have only one direction to go — back to crime. Recidivism, or relapse into previous criminal behavior says Bordelon. This can be caused by society not accepting them how easy is it for us as humans not to change, and stay in our comfort zone. Losing the ability to get a job isn't a part of the punishment, With that said the box asking if you have been convicted before if checked reminds you of your past even if one changed, and bares down on an individual's life as a consequence. If felons are put with successful people they might see things different ways and want to be as great as them or even
A writer for “The Daily Beast,” Andrew Becker reports that this additional step came “at the tail end of a massive hiring surge that began in 2006 and eventually added 17,000 employees, helping to make the agency the largest law enforcement operation in the country.” This arouses great unease and concern about “the thousands of employees Customs and Border Protection has hired over the past six years before it began mandatory polygraph tests for all applicants” (Becker). The records—official summaries of more than 200 polygraph admissions—contain many very disturbing testimonies of applicants admitting to drug smuggling and even murder (Becker). One confession, according to the Customs and Border Protection summary, consisted of an applicant admitting to having “‘no independent recollection of the events that resulted in a blood-doused kitchen and was uncertain if he committed any crime during his three-hour black out’”(Becker). The fact that thousands have been hired without the screening cannot be ignored. It is this negligence that is the cause of agents such as Justin Tackett—an officer who “had a dubious work history long before joining Border Patrol”—being able to find employment within the Border Patrol agency (Peter.) Tackett’s employment history is such as follows: “[he] joined
Moreover, throughout my research, the impact of ban the box causes many concerns for business owners, as it only allows ex-felons to hide their background at an initial stage of hiring process. Instead of removing the box and focusing on minor-scale changes, the officials should implement an alternative solution
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Every American citizen has a record that shows in detail information about that individual. Records can contain any sort of information whether it is financial records, medical records, education, etc. When one is of age and decides to apply for a job, many employers ask for an individual’s record to see if they have been apart of any criminal activities. It is quite common for employers to conduct background checks when being interested in hiring someone. People who have a criminal record have the option to either seal it or expunge it. Sealing a record does not make the record non-existing, but shields the accessibility of the record from the public, unless accessed under court order. On the other hand, the expungment of a criminal record means the record is completely obliterated as if the crime had never been committed. Depending on the circumstances of the crime committed, an ex-felon may deserve a second chance, however the employer obtains the right to know whom he or she is hiring on behalf of their own protection and the protection of the other clients and co-workers.
If the ‘Ban the Box’ movement was instated throughout the country it would not only prolong the hiring process but it could end up hurting job seekers and potential employers.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Privacy is a claim of individuals, groups, or institutions that determine for themselves who, when, how, and to what extent of information about them passed along to others. The privacy claims of employees are varied in terms of the privacy interest elaborated and their conception for privacy. In terms of background checks, the issuance of autonomy is present. Autonomy defines a person’s own personal decisions and acts with individual right. Also includes vital life choices that are also important in terms of dealing with one’s own personal identity, but with no regards to an employer and of no public concern. For example, things that deals with an individual’s marital status, other intimate relationships, family life, housing, and association or involvement. There are a lot of things that go on in the process of background checks. It’s performed ...
Many employers don’t hire applicants with criminal history. Employers have concerns about safety. They worry about potential theft and violence in the workplace. They make hiring decisions that they believe is in the best interest of their establishments and their employees. However, they’re doing a disservice to society and their country.
While this is a good step, employers are simply getting rid of the box and checking everyone anyways, before they find out that they may be the best candidate for the position, still leaving the door open for discrimination. For example: “Criminal records searches are used by 93 percent of employers that conduct pre-hire screening. But only 10 percent of employers wait until after making a job offer to ask about criminal history, according to Sterling Talent Solutions.” (Maurer) Some states have made laws to ban the boxes.
This is a controversial subject. I actually agree and disagree with the right to check an applicants’ background, it depends on the type of background check being done and for what position. Background checks can consist of medical, criminal and credit (EEOC, n.d.). I do believe there are certain situations when a criminal background check should be performed. For positions such as CEO, anything concerning finances, and police officer/ SPO (special police officer) just to name a few.
Reed, S. M. & Bogardus, A. M. (2012). PHR/SPHR Professional in human resources certification study guide. (4th ed.). Indianapolis, IN: John Wiley & Sons.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
Lack of response is the main disadvantage for mail surveys. The group survey is another low cost form, however the individual respondent is interviewed in a group. The disadvantage with group surveys are the logistics of marshaling the respondents to one location and the perception by respondents that grouping posses less anonymity. Electronic surveys are a relatively new addition in survey research and could very well become comparable to the telephone survey. Electronic surveys are advantageous for the low cost as well as ease in delivery. Because the delivery method is through internet, and the general population does not