This article has been updated with comment from Volz.
Convicted Felon: I Am So Much More
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Special Projects. Pride In addition to SHRM's study, the job site Glassdoor barred job listings from employers who intend to weed out ex-offenders. New Jersey-based consultant Eric Mayo says a long list of top American companies have proved themselves open to hiring ex-offenders , mostly for service jobs, ranging from minimum-wage employers from McDonald's to CNBC parent Comcast and, in Mayo's Atlantic City backyard, casinos, which he said are practically cities unto themselves, demanding an array of service workers.
To stoke more action, the federal government is offering a tax incentive called the Work Opportunity Tax Credit for employers who hire and retain ex-felons, veterans and individuals from other target groups with significant barriers to employment. Under this program if an employee works at least hours a year, a company can claim a 25 percent tax credit of their first year's wages and 40 percent if he or she works hours.
Some cities and states also offer tax credits and other incentives to employers willing to hire ex-cons and give them a second chance. Philadelphia's Fair Chance Hiring Initiative provides a cash reimbursement to employers who hire felons that have been released from prison within the past five years. Many employers are apprehensive about hiring felons and look for ways to hedge their risk. They partner with local organizations that work to train ex-cons for jobs and provide other types of rehabilitation services. To find these organizations, state unemployment or workforce development offices can offer referrals.
The Federal Bonding Program is another option companies turn to. This program bonds felons who are hired and mainstreamed by companies of all sizes. The bond provides compensation if an employer suffers theft or loss due to the employee's dishonesty. Greyston's "open hiring" model means that anyone who puts their name on a list for a production job can have one as they become available, CEO Mike Brady said. The trick is, they have to make it through an apprenticeship program designed to test and build their basic work aptitudes, such as staying on schedule and working well with others.
About half don't make it, Brady said. But enough do to convince Greyston that other companies would be better off investing less in screening out workers and more in training and supporting them to capitalize on second chances and on connecting them to social services they need to support a transition to working life. Here's how to keep employees from quitting Richard Branson believes the key to success is a three-day workweek. But if they're not, we let a lot of people go. Two such candidates are one-time drug dealers Dion Drew and Alvin Wilson.
Drew, 41, grew up in Yonkers and said he plied his old trade a three-minute walk from Greyston.
Benzino allegedly facing prison time on felony drug charges
Wilson, 64, spent nearly a decade after his release as a self-employed contractor, doing everything from carpentry to snow shoveling before coming to work there. Drew has become an ambassador for open hiring, even doing a Ted Talk with Brady about it. He claims he has the two dogs and now "just needs the house. Wilson is a mixer on the brownie line, where the quickly moving array of goodies waiting to be wrapped recall the famous scene from I Love Lucy where the heroines land short-lived jobs in a candy factory the bakery makes about a tractor-trailer load of brownies daily, or 7 million pounds per year.
He was released in , from the last of his five felony cases, and arrived at Greyston two years ago. Both said their big problem in getting back to work was learning how to take direction and fit in, as people do in the workplace. And each said the biggest difference between themselves and others who fail at reentering society is that they simply decided, while in jail, that they had to do better. I wanted to put the smile back on my mom's face. Greyston now is trying to package its approach to lure in other companies. Just a short drive from its factory, Greyston set up the Center for Open Hiring , which Perry Solomon, a consultant working on the project, described as a way of training companies to "think the right way" — swapping expenses spent finding workers who don't have red flags for more investment in training.
A study on employers' attitudes toward hiring ex-felons suggests that many are ready for change. Only 14 percent of human-resources managers won't consider hiring ex-offenders, the report commissioned by the Society of Human Resources Management and funded by the Charles Koch Instituted says. The biggest reason is simple: 82 percent of executives say their ex-offender hires have been at least as successful as their average hire.
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Other common motivations were to help build communities and give ex-offenders a second chance. But only 5 percent actively recruit ex-offenders, the survey said. The most important factors in getting hired: A verifiable work history, and some level of education or training after the workers were convicted, indicating that they improved themselves while imprisoned. That's consistent with a study by the RAND Institute , which found that 59 percent of employers would consider an ex-offender with one conviction if they were given an incentive through a tax credit, which they are offered under federal law.
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But the biggest difference-maker is if employers can recover staffing-agency fees they pay to find workers who don't stick with the job, or get the agencies to find them a replacement worker for free if they take a chance on an ex-offender who doesn't work out. Rand found that employers are much less willing to look at felons with a history of violence, such as robbery charges, Rand scholar Priscilla Hunt said.
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What doesn't appear to work as well is trying to force employers' hands by forbidding them to ask about criminal records on job applications.