The employment of ex-offenders exposes you to risks that seemingly pull in opposite directions.
If it is true that ex-offenders are inherently more risky, then hiring these individuals would expose you to a higher chance of a negligent hiring or retention lawsuit. But refusing to hire ex-offenders puts you at odds with a wide swath of employment law that aims to prevent discrimination against ex-offenders and to promote their employment options.
Our slideshow on the ‘second-chance’ workforce describes how you can use background screening in compliance with applicable laws to thread the needle between these risks. The process puts you on firmer ground if you decide to exclude an ex-offender, and it may help you find an applicant who will become an excellent employee.
Flip through the slideshow here: