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| can employers ask about criminal history: Ask a Manager Alison Green, 2018-05-01 From the creator of the popular website Ask a Manager and New York’s work-advice columnist comes a witty, practical guide to 200 difficult professional conversations—featuring all-new advice! There’s a reason Alison Green has been called “the Dear Abby of the work world.” Ten years as a workplace-advice columnist have taught her that people avoid awkward conversations in the office because they simply don’t know what to say. Thankfully, Green does—and in this incredibly helpful book, she tackles the tough discussions you may need to have during your career. You’ll learn what to say when • coworkers push their work on you—then take credit for it • you accidentally trash-talk someone in an email then hit “reply all” • you’re being micromanaged—or not being managed at all • you catch a colleague in a lie • your boss seems unhappy with your work • your cubemate’s loud speakerphone is making you homicidal • you got drunk at the holiday party Praise for Ask a Manager “A must-read for anyone who works . . . [Alison Green’s] advice boils down to the idea that you should be professional (even when others are not) and that communicating in a straightforward manner with candor and kindness will get you far, no matter where you work.”—Booklist (starred review) “The author’s friendly, warm, no-nonsense writing is a pleasure to read, and her advice can be widely applied to relationships in all areas of readers’ lives. Ideal for anyone new to the job market or new to management, or anyone hoping to improve their work experience.”—Library Journal (starred review) “I am a huge fan of Alison Green’s Ask a Manager column. This book is even better. It teaches us how to deal with many of the most vexing big and little problems in our workplaces—and to do so with grace, confidence, and a sense of humor.”—Robert Sutton, Stanford professor and author of The No Asshole Rule and The Asshole Survival Guide “Ask a Manager is the ultimate playbook for navigating the traditional workforce in a diplomatic but firm way.”—Erin Lowry, author of Broke Millennial: Stop Scraping By and Get Your Financial Life Together |
| can employers ask about criminal history: The Eternal Criminal Record James B. Jacobs, 2015-02-09 For over sixty million Americans, possessing a criminal record overshadows everything else about their public identity. A rap sheet, or even a court appearance or background report that reveals a run-in with the law, can have fateful consequences for a person’s interactions with just about everyone else. The Eternal Criminal Record makes transparent a pervasive system of police databases and identity screening that has become a routine feature of American life. The United States is unique in making criminal information easy to obtain by employers, landlords, neighbors, even cyberstalkers. Its nationally integrated rap-sheet system is second to none as an effective law enforcement tool, but it has also facilitated the transfer of ever more sensitive information into the public domain. While there are good reasons for a person’s criminal past to be public knowledge, records of arrests that fail to result in convictions are of questionable benefit. Simply by placing someone under arrest, a police officer has the power to tag a person with a legal history that effectively incriminates him or her for life. In James Jacobs’s view, law-abiding citizens have a right to know when individuals in their community or workplace represent a potential threat. But convicted persons have rights, too. Jacobs closely examines the problems created by erroneous record keeping, critiques the way the records of individuals who go years without a new conviction are expunged, and proposes strategies for eliminating discrimination based on criminal history, such as certifying the records of those who have demonstrated their rehabilitation. |
| can employers ask about criminal history: Digital Punishment Sarah Esther Lageson, 2020 Data-driven criminal justice operations have led to the transformation of criminal records into millions of data points. These records are publicly disclosed on the internet, commodified into valuable big data, and leveraged against people. In Digitial Punishment, Sarah Lageson demonstrates the consequences this system has for people, society, and public policy. |
| can employers ask about criminal history: Bossed Up Emilie Aries, 2019-05-21 In this candid, refreshing guide for young women to take with us as we run the world, Emilie Aries shows you how to own your power, know your worth, and design your career and life accordingly. Young women today face an uncertain job market, the pressure to ascend at all costs, and a fear of burning out. But the landscape is changing, and women are taking an assertive role in shaping our careers and lives, while investing more and more in our community of support. Bossed Up teaches you how to: Break out of the martyrdom mindset, and cultivate your Boss Identity by getting clear on what you really want for your career and life without apology; Hone the self-advocacy skills necessary for success; Understand the differences between being assertive (which is part of being a leader) and being aggressive (which is more like being a bully) - and how that clarity can transform your trajectory; Beat burnout by identifying how the warning signs may be showing up in your life and how to prioritize bringing more rest, purpose, agency, and community to your day-to-day life; Unpack the steps to cultivating something more than just confidence; a boss identity, which will establish your ability to be the boss of your life no matter what comes your way. Drawing from timely research, and with personal stories, and spotlights on a diverse group of women from the Bossed Up community, this book will show you how to craft a happy, healthy, and sustainable career path you'll love. |
| can employers ask about criminal history: Grit Harley Blakeman, 2017-03-12 Harley Blakeman had a very tough life from age fourteen to twenty-five - losing his father, battling drug addiction, homelessness, going to prison for selling drugs and trying to get a job and build a career with a criminal record. Now, Harley has a career as an Operations Manager and works in his community to increase offenders' chances of finding employment after their release. In this first of its kind account convicted felon and operations manager Harley Blakeman tells of his run with drug addiction and incarceration. After completing a 14-month prison sentence and moving to a new city, he faced the same painfully challenging task that millions of other Americans are facing today - getting a job and building a career with a criminal record. Drawing from five years of powerful experience following his release, Harley has simplified the best methods for overcoming a criminal record. The examples and advice given can be easily understood and applied by anyone, regardless of skill set or education. He also provides sure-fire ways to get quick wins as well as long term tried and true methods to grow your career. |
| can employers ask about criminal history: We Are All Criminals Emily Baxter (Attorney), 2017-09-08 One in four people in the US has a criminal record; four in four have a criminal history. These are their stories.We Are All Criminals combines criminal justice statistics and statutes with compelling photography and first-person narrative to personalize the destruction caused by decades of mass criminalization, while leaving the reader with a sense of hope and inspiration to affect change.From the pediatrician who blew up a porta potty to the chiefs of police who burglarized a liquor warehouse to the countless students who smoked and sold pot, this 279 page photo-packed book is filled with stories of people who got away with crimes--and parallel stories of people laboring under the stigma of a criminal record. It's an examination of criminality, privilege, punishment, and second chances. Woven throughout is incisive commentary on the havoc our carceral state has wreaked upon the nation; the disparate impact of our legal system on poor communities and communities of color; and the exploration of innumerable life barriers created by criminal and juvenile records. |
| can employers ask about criminal history: Integrating Substance Abuse Treatment and Vocational Services Nancy K. Young, 2006 |
| can employers ask about criminal history: Workplace Violence Christina M. Holbrook, David E. Bixler, Eugene A. Rugala, Carri Casteel, 2018-07-03 Workplace Violence: Issues in Threat Management defines what workplace violence is, delves into the myths and realities surrounding the topic and provides readers with the latest statistics, thinking, and strategies in the prevention of workplace violence. The authors, who themselves have implemented successful workplace violence protection programs, guide novice and experienced practitioners alike in the development of their own programs. |
| can employers ask about criminal history: Marked Devah Pager, 2008-09-15 Nearly every job application asks it: have you ever been convicted of a crime? For the hundreds of thousands of young men leaving American prisons each year, their answer to that question may determine whether they can find work and begin rebuilding their lives. The product of an innovative field experiment, Marked gives us our first real glimpse into the tremendous difficulties facing ex-offenders in the job market. Devah Pager matched up pairs of young men, randomly assigned them criminal records, then sent them on hundreds of real job searches throughout the city of Milwaukee. Her applicants were attractive, articulate, and capable—yet ex-offenders received less than half the callbacks of the equally qualified applicants without criminal backgrounds. Young black men, meanwhile, paid a particularly high price: those with clean records fared no better in their job searches than white men just out of prison. Such shocking barriers to legitimate work, Pager contends, are an important reason that many ex-prisoners soon find themselves back in the realm of poverty, underground employment, and crime that led them to prison in the first place. “Using scholarly research, field research in Milwaukee, and graphics, [Pager] shows that ex-offenders, white or black, stand a very poor chance of getting a legitimate job. . . . Both informative and convincing.”—Library Journal “Marked is that rare book: a penetrating text that rings with moral concern couched in vivid prose—and one of the most useful sociological studies in years.”—Michael Eric Dyson |
| can employers ask about criminal history: Basic Guide to the National Labor Relations Act United States. National Labor Relations Board. Office of the General Counsel, 1997 |
| can employers ask about criminal history: The New Scarlet Letter? Steven Raphael, 2014 This book explores the labor market prospects of the growing population of former prison inmates in the United States. In particular, the specific challenges created by the characteristics of this population and the common hiring and screening practices of U.S. employers. In addition, various policy efforts are discussed to improve the employment prospects and limit the future criminal activity of former prison inmates either through improving the skills and qualications of these job seekers or through the provision of incentives to employers to hire such individuals. |
| can employers ask about criminal history: The Collection Process (income Tax Accounts) United States. Internal Revenue Service, 1978 |
| can employers ask about criminal history: National Child Protection Act of 1993 United States, 1993 |
| can employers ask about criminal history: Revenue Officer United States. Internal Revenue Service, 1972 |
| can employers ask about criminal history: Evaluating Gun Policy Jens Ludwig, Philip J. Cook, 2004-05-13 Compared with other developed nations, the United States is unique in its high rates of both gun ownership and murder. Although widespread gun ownership does not have much effect on the overall crime rate, gun use does make criminal violence more lethal and has a unique capacity to terrorize the public. Gun crime accounts for most of the costs of gun violence in the United States, which are on the order of $100 billion per year. But that is not the whole story. Guns also provide recreational benefits and sometimes are used virtuously in fending off or forestalling criminal attacks. Given that guns may be used for both good and ill, the goal of gun policy in the United States has been to reduce the flow of guns to the highest-risk groups while preserving access for most people. There is no lack of opinions on policies to regulate gun commerce, possession, and use, and most policy proposals spark intense controversy. Whether the current system achieves the proper balance between preserving access and preventing misuse remains the subject of considerable debate. Evaluating Gun Policy provides guidance for a pragmatic approach to gun policy using good empirical research to help resolve conflicting assertions about the effects of guns, gun control, and law enforcement. The chapters in this volume do not conform neatly to the claims of any one political position. The book is divided into five parts. In the first section, contributors analyze the connections between rates of gun ownership and two outcomes of particular interest to society—suicide and burglary. Regulating ownership is the focus of the second section, where contributors investigate the consequences a large-scale combined gun ban and buy-back program in Australia, as well as the impact of state laws that prohibit gun ownership to those with histories of domestic violence. The third section focuses on efforts to restrict gun carrying and includes a critical examination of efforts in Pit |
| can employers ask about criminal history: Americans with Disabilities Act United States. Congress. House. Committee on Public Works and Transportation. Subcommittee on Surface Transportation, 1990 |
| can employers ask about criminal history: Barriers to Reentry? Shawn D. Bushway, Michael A. Stoll, David Weiman, 2007-06-14 With the introduction of more aggressive policing, prosecution, and sentencing since the late 1970s, the number of Americans in prison has increased dramatically. While many have credited these get tough policies with lowering violent crime rates, we are only just beginning to understand the broader costs of mass incarceration. In Barriers to Reentry? experts on labor markets and the criminal justice system investigate how imprisonment affects ex-offenders' employment prospects, and how the challenge of finding work after prison affects the likelihood that they will break the law again and return to prison. The authors examine the intersection of imprisonment and employment from many vantage points, including employer surveys, interviews with former prisoners, and state data on prison employment programs and post-incarceration employment rates. Ex-prisoners face many obstacles to re-entering the job market—from employers' fears of negligent hiring lawsuits to the lost opportunities for acquiring work experience while incarcerated. In a study of former prisoners, Becky Pettit and Christopher Lyons find that employment among this group was actually higher immediately after their release than before they were incarcerated, but that over time their employment rate dropped to their pre-imprisonment levels. Exploring the demand side of the equation, Harry Holzer, Steven Raphael, and Michael Stoll report on their survey of employers in Los Angeles about the hiring of former criminals, in which they find strong evidence of pervasive hiring discrimination against ex-prisoners. Devah Pager finds similar evidence of employer discrimination in an experiment in which Milwaukee employers were presented with applications for otherwise comparable jobseekers, some of whom had criminal records and some of whom did not. Such findings are particularly troubling in light of research by Steven Raphael and David Weiman which shows that ex-criminals are more likely to violate parole if they are unemployed. In a concluding chapter, Bruce Western warns that prison is becoming the norm for too many inner-city minority males; by preventing access to the labor market, mass incarceration is exacerbating inequality. Western argues that, ultimately, the most successful policies are those that keep young men out of prison in the first place. Promoting social justice and reducing recidivism both demand greater efforts to reintegrate former prisoners into the workforce. Barriers to Reentry? cogently underscores one of the major social costs of incarceration, and builds a compelling case for rethinking the way our country rehabilitates criminals. |
| can employers ask about criminal history: Behind Bars Jeffrey Ian Ross, Stephen C. Richards, 2002 Best ways to avoid being beaten, sexually abused, or getting killed; US origin. |
| can employers ask about criminal history: The Safe Hiring Manual Lester S. Rosen, 2017 A complete guide to creating a legal and effective safe hiring program. |
| can employers ask about criminal history: The Belmont Report United States. National Commission for the Protection of Human Subjects of Biomedical and Behavioral Research, 1978 |
| can employers ask about criminal history: Tips for Finding the Right Job , 1996 |
| can employers ask about criminal history: The Growth of Incarceration in the United States Committee on Causes and Consequences of High Rates of Incarceration, Committee on Law and Justice, Division of Behavioral and Social Sciences and Education, National Research Council, 2014-12-31 After decades of stability from the 1920s to the early 1970s, the rate of imprisonment in the United States has increased fivefold during the last four decades. The U.S. penal population of 2.2 million adults is by far the largest in the world. Just under one-quarter of the world's prisoners are held in American prisons. The U.S. rate of incarceration, with nearly 1 out of every 100 adults in prison or jail, is 5 to 10 times higher than the rates in Western Europe and other democracies. The U.S. prison population is largely drawn from the most disadvantaged part of the nation's population: mostly men under age 40, disproportionately minority, and poorly educated. Prisoners often carry additional deficits of drug and alcohol addictions, mental and physical illnesses, and lack of work preparation or experience. The growth of incarceration in the United States during four decades has prompted numerous critiques and a growing body of scientific knowledge about what prompted the rise and what its consequences have been for the people imprisoned, their families and communities, and for U.S. society. The Growth of Incarceration in the United States examines research and analysis of the dramatic rise of incarceration rates and its affects. This study makes the case that the United States has gone far past the point where the numbers of people in prison can be justified by social benefits and has reached a level where these high rates of incarceration themselves constitute a source of injustice and social harm. The Growth of Incarceration in the United States examines policy changes that created an increasingly punitive political climate and offers specific policy advice in sentencing policy, prison policy, and social policy. The report also identifies important research questions that must be answered to provide a firmer basis for policy. This report is a call for change in the way society views criminals, punishment, and prison. This landmark study assesses the evidence and its implications for public policy to inform an extensive and thoughtful public debate about and reconsideration of policies. |
| can employers ask about criminal history: Employee Dismissal Law and Practice Henry H. Perritt, 1992 |
| can employers ask about criminal history: Studies of Labor Market Intermediation David H. Autor, 2009-12-01 From the traditional craft hiring hall to the Web site Monster.com, a multitude of institutions exist to facilitate the matching of workers with firms. The diversity of such Labor Market Intermediaries (LMIs) encompasses criminal records providers, public employment offices, labor unions, temporary help agencies, and centralized medical residency matches. Studies of Labor Market Intermediation analyzes how these third-party actors intercede where workers and firms meet, thereby aiding, impeding, and, in some cases, exploiting the matching process. By building a conceptual foundation for analyzing the roles that these understudied economic actors serve in the labor market, this volume develops both a qualitative and quantitative sense of their significance to market operation and worker welfare. Cross-national in scope, Studies of Labor Market Intermediation is distinctive in coalescing research on a set of market institutions that are typically treated as isolated entities, thus setting a research agenda for analyzing the changing shape of employment in an era of rapid globalization and technological change. |
| can employers ask about criminal history: Reference Checking for Everyone Paul W. Barada, J. Michael McLaughlin, 2004-01-21 Everyones guide to protecting yourself from dishonest people, by the nations most respected reference-check expert Unqualified hires, abusive nannies, delinquent renters, dishonest contractors . . . in todays dog-eat-dog world, what readers dont know about the people they depend on can definitely hurt them. Written in plain, jargon-free English by Monster.coms reference expert, Reference Checking for Everyone tells managers, business owners, HR professionals, landlords, administrators, and even parents how to find everything they need to know about anyone. Paul Barada covers every aspect of personal intel-gathering with a wealth of easy-to-access information on: Choosing the best employees, tenants, nannies, service providers, and other key people Navigating the complex legal issues--includes a waiver form and lists of questions that can and cannot be asked legally Getting information quickly to avoid slowing down the hiring or rental process Exposing liars and dealing with dishonest candidates, renters, and others Obtaining in-depth history, even when confronted with no comment policies |
| can employers ask about criminal history: Individual retirement arrangements (IRAs) United States. Internal Revenue Service, 1990 |
| can employers ask about criminal history: Staff Screening Notebook John C. Patterson, Nonprofit Risk Management Center, 2014-11-15 |
| can employers ask about criminal history: Think Like an Interviewer Ronald J. Auerbach, 2008-10 Praised by hiring managers, career advisors, and even job seekers, Think Like an Interviewer is a job hunter's best friend. It'll help you be successful and blow your competition away. Full of with tips and techniques you won't find anywhere. Tips and techniques that improve your chances of success and work. Think Like an Interviewer is the perfect resource for anyone looking for work today. In fact, it so helpful that libraries across the country have added it to their collections. Within its pages, you'll learn: Various interviewing methods and how to handle each one successfully How cover letters, resumes, and interviews fit into the hiring process Valuable tips and information for creating a winning cover letter and resume The main purpose behind many interview questions How you can successfully respond to interview questions Mr. Auerbach is a master at presenting information in a very straightforward way that is very easy to understand and follow. His varied background, training, and experiences help him relate to you in a way most others cannot. So whether you're a looking for work, changing careers, in school, or a recent graduate, Think like an Interviewer is for you! Proven advice from somebody who's worked in the real world, is a skilled instructor, and wants you motivated and successful! |
| can employers ask about criminal history: Paramedic Heretic: Immutable Laws and Ethical Illusions K. Patrick McDonald, 2014-12-08 At one point during our lunch the famous Sonny Bono asked, So in other words, we've reached a point where a rescuer can't say 'screw the rules' and just do the right thing? Not in other words, Sonny. Those are the perfect words. Immutable Law #2 Saving lives is not our priority. Following our policies is our priority. Protecting ourselves comes next. Avoiding lawsuits comes third. You come somewhere after that. * * * I was not even out of school before I witnessed my first doctor commit murder. It would not be my last - Lord, no - but I can recall that night as vividly as though it happened last week. Few medics forget their first physician homicide. * * * The ugly truth is some of the most macho medics on the planet turn into complete lollipops in the presence of an arrogant, incompetent physician. No matter how you parse it, that is professional cowardice. * * * K. Patrick McDonald is a graduate of UCSD La Jolla School of Medicine original Advanced Field Medicine program. He was appointed the first EMS Supervisor for the City of San Diego under Mayor (and then Governor) Pete Wilson's administration. He created one of the nation's first STAR (Special Trauma & Rescue) Teams and co-authored the San Diego City Disaster Preparedness Plan. He was a co-author of the National Waterpark Lifeguard Training Manual. He has acted as consultant to the U.S. Secret Service in Presidential Protection matters. He writes, After 30 years of occasionally saving lives, I learned that by writing and speaking, I can do more good for more citizens, while tolerating far fewer medical-political snollygosters. (For more on this fascinating subject, visit www.ParamedicHeretic.com) |
| can employers ask about criminal history: Hardcore [C]loser Ryan Stewman, 2015-08-14 This isn't some Rah, Rah bullshit book that's designed to make you feel good about having a fucked up life. I wrote this book to show those of you out there that are in the struggle, what's possible if you work for it. Nothing in life is free. Everything costs money or time. Allow me to save you both by reading this book. Some of the stories you will read in this book will be hard to believe, but they are true nonetheless. I've replayed many of these scenes and scripts in my mind a thousand times, trying to figure out how in the hell things went down the way they did. At age seven I was adopted by my step dad; at age eight I was put to work by my step dad; at age 17 I dropped out of school; at age 21 I was in prison; at 23 divorced; at 24 I filed for bankruptcy; at 27 I was in federal prison again; at 28 I was divorced a second time; and at 35 divorced a third time. And that's just the 50,000-foot view. This book will explain it all and how it was all part of a plan from the universe to push me out of my comfort zone and into the hands of everyday winners like you. I wrote this book to show those who are oppressed with their past that it doesn't matter if you can develop skills. The timelines may not be exact, so just go with the flow and enjoy the story. It's about the big picture, not a timeline of when shit went down. Look at each chapter as its own individual story. When it happened is not really as important as the fact that it did happen. Join me, as I share my journey and all of the ups and downs it took me on, with you. Oh, and for protection purposes the names of people have been changed. Also, if you're a cop or government entity, this is all entirely fiction so chill. |
| can employers ask about criminal history: Marilyn Norman Mailer, 2012 In 1973, Norman Mailer published 'Marilyn', his celebrated in-depth account of the life of Marilyn Monroe, as a glossy, fully illustrated coffee-table tome. Now, it has been made available in an accessible mass-market paperback edition. |
| can employers ask about criminal history: Fundamental Rights and Legal Consequences of Criminal Conviction Sonja Meijer, Harry Michael John Annison, Harry Annison, Ailbhe O’Loughlin, 2019-06-27 Includes papers presented at a workshop sponsored by the Oänati International Institute for the Sociology of Law (IISL). --ECIP acknowledgments. |
| can employers ask about criminal history: The Book of Company Policies National Institute of Business Management, 2001 |
| can employers ask about criminal history: The Real Cost of Prisons Comix Kevin C. Pyle, Sabrina Jones, 2008 One out of every hundred adults in the U.S. is in prison. This book provides a crash course in what drives mass incarceration, the human and community costs, and how to stop the numbers from going even higher. This volume collects the three comic books published by the Real Cost of Prisons Project. The stories and statistical information in each comic book is thoroughly researched and documented. Prison Town: Paying the Price tells the story of how the financing and site locations of prisons affects the people of rural communities in which prison are built. It also tells the story of how mass incarceration affects people of urban communities from where the majority of incarcerated people come from. Prisoners of the War on Drugs includes the history of the war on drugs, mandatory minimums, how racism creates harsher sentences for people of color, stories on how the war on drugs works against women, three strikes laws, obstacles to coming home after incarceration, and how mass incarceration destabilizes neighborhoods. Prisoners of a Hard Life: Women and Their Children includes stories about women trapped by mandatory sentencing and the costs of incarceration for women and their families. Also included are alternatives to the present system, a glossary and footnotes. Over 125,000 copies of the comic books have been printed and more than 100,000 have been sent to families of people who are incarcerated, people who are incarcerated and to organizers and activists throughout the country. The book includes a chapter with descriptions about how the comix have been put to use in the work of organizers and activists in prison and in the free world by ESL teachers, high school teachers, college professors, students, and health care providers throughout the country. The demand for them is constant and the ways in which they are being used is inspiring. |
| can employers ask about criminal history: Guidelines for State Insurance Regulators to the Violent Crime Control and Law Enforcement Act Of 1994 Naic, 2011-10 |
| can employers ask about criminal history: The Fair Labor Standards Act Ellen C. Kearns, Monica Gallagher, 1999 |
| can employers ask about criminal history: Civil Practice and Remedies Code Texas, 1986 |
| can employers ask about criminal history: Business and Commerce Code Texas, 1968 |
| can employers ask about criminal history: Employer Access to Criminal Background Checks United States. Congress. House. Committee on the Judiciary. Subcommittee on Crime, Terrorism, and Homeland Security, 2007 |
| can employers ask about criminal history: The Employer's Legal Handbook Fred S. Steingold, 2021-07-27 Includes updates on the COVID-19 pandemic, remote workers, and more--Cover. |
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