Ban The Box: What It Means For Your IT Hiring Practices - InformationWeek

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Ban The Box: What It Means For Your IT Hiring Practices
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Paul Korzeniowski
Paul Korzeniowski,
User Rank: Apprentice
1/29/2016 | 6:19:28 AM
Ban the Box Laws
The laws differ a bit. The main contention is when a background check can be conducted. The Ban the Box proponents say the company cannot ask the question or conduct a background check until a job offer is made. Opponents think the firm should have the right to conduct the background check before extending the offer. What do you think?
User Rank: Ninja
1/27/2016 | 10:49:10 AM
Re: Fine line
There is a fine line in making sure people have an equal shot at a job and the safety of the workplace. Any question of convictions should be able to be followed with an actual in-depth conversation with a hiring manager after they have met the person as opposed to a check box when you are a nameless faceless applicant. There are a fair amount of people who have been convicted of minor offenses simply because they plead guilty to stay out of jail so they could go to work and not lose the jobs they had. Or those who were convicted for possession during the war on drugs 30 years ago. It's not that a conviction is not a consideration when looking at the job applicant in question, but that a conviction is not an automatic denial of a possible job.
User Rank: Ninja
1/27/2016 | 8:43:10 AM
In positive direction
Ban the box is a move in positive direction. Such candidates should not be discriminated against. Asking it in the application form initially when applying is a door for discrimination. The door should be closed. In not just America. Everywhere.
User Rank: Author
1/26/2016 | 10:22:10 AM
Fine line
Unless I am misunderstanding the lawit just removes the question from a job application . It does not preclude the employer from running a background check on an employee which would then provide any information on their criminal history . WhIle I understand the need for privacy there is also a fine line between privacy and safety in the workplace . If someone has a history of drunk driving arrests snd they are applying for a job operating a vehicle the employer should have the right to know about their history . Additionally if an employee has a criminal history involving children or violence an employer should also have the ability to make a hiring decision with this in mind . WhIle I understand that many people are concerned about the lack of privacy end seemingly constant monitoring employees are subjected to it is the double edge sword of technology . Employees can and do have a big impact on organizations they work for not understanding your employee and their background could prove to be a critical error for many .
User Rank: Ninja
1/25/2016 | 12:56:33 PM
Employers Have Too Much Power
Employers have way too much power over non-work related areea of employees' lives. It's none of their business delving into our social media lives, what drugs we take or anything else not directly work related. This is a very good step toward reversing these despicable intrusions.

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