Example Policy for Hiring Employees with Prior Criminal Record

The Company is committed to a practice of diversity and inclusion in all hiring decisions. Our commitment expands to our promise to fairly consider all applicants, including those with prior misdemeanors and felonies on their records. All applicants with required experience level and other desired factors expressed in The Company’s job posting will be considered at least preliminarily for placement in the role for which the applicant has applied.

The Company will never inquire about previous criminal convictions during the initial application phase, including during the interview for a role. However, The Company’s background check policy [reference background check policy Section No. here] applies to all applicants. If, during the final stages of the hiring process, a financial crime, violent crime, or a crime that raises concerns as to the applicant’s ability to meet the expectations for the role for which they have applied arises, The Company will request details from the applicant including the circumstances of the charge, the length of time since the commission of the offense, and the success of any rehabilitation efforts.  The Company will then make a final decision regarding whether to extend an offer to an applicant, taking all factors from the interview and background check process into consideration.

The Company has a zero-tolerance policy regarding any discrimination or maltreatment amongst employees at any level, including management. For more information on The Company’s anti-discrimination policy, see [reference antidiscrimination policy Section No. here]. Employees of The Company should not mistreat, withhold promotions or bonuses, or show any other negative treatment to another Employee based on real or perceived past criminal offenses. All breaches of The Company’s anti-discrimination policy will be taken seriously and are subject to the disciplinary action described in [reference disciplinary action policy Section No. here].

Not Legal Advice

The information and materials on this site are provided for informational purposes only. They do not necessarily represent the position or opinions of Axcet HR Solutions or its employees, and they do not constitute legal advice. You should consult with a qualified lawyer of your choice who is familiar with all of the facts of your situation before making a decision about any legal matter.