For Employers

As unemployment falls below 4 percent, an 18-year low, employers are searching for untapped sources of talent. Expanding the labor pool to include individuals with criminal records is becoming increasingly more attractive and necessary. 

To assist employers with expanding the applicant pool to include skilled individuals with criminal records, CJEI analyzes and proposes best practices on the issues of evaluating candidates with criminal records, employment of justice-involved individuals, criminal records education, and occupational licensing. Its work has included national conferences, focus groups, educational public programs, direct training of individuals with criminal records, employers and advocates, outreach, and the development of resources including the website: www.ilr.cornell.edu/labor-and-employment-law-program

What are Employers Doing?

Below are examples of employers who have provided job training and placement services for these individuals with criminal records, which eventually led to employment.

What do Employers Need to Know?

It's most important to provide recommendations and evidence for the best practices used when considering criminal records in employment decisions, highlight what strategies and programs exist and should exist for the justice-involved to decrease the chances of recidivism, and provide strategies and evidence for effective ways to reduce unfair barriers of employment for people with criminal records.

The U.S. Department of Labor addresses what is inappropriate to consider when making employment decisions with a person with a criminal record.