| Have You Ever Been Convicted of a Crime? | | | | Many applications have a Certification |
| | | | Release Statement that the applicant must |
| This question is the most agonizing part of | | | | sign before the application is considered. |
| any ex-offenders job search. Some believe by | | | | This statement may also be called an |
| being honest they dont have a chance at | | | | Authorization. The wording may vary but the |
| getting a job. The fact is an employer cannot | | | | employer is asking you to certify with your |
| legally refuse to hire you because you have a | | | | signature that all of the information you |
| criminal record unless the conviction is | | | | have given is correct. Part of this |
| directly related to the job for which you are | | | | certification is a release that gives the |
| applying. I have spoken with former inmates | | | | employer access to information provided by |
| who have lied on applications and gotten | | | | past employers, law enforcement agencies, |
| jobs, only to lose them later when background | | | | educational institutions and other |
| checks were done. Some have been encouraged | | | | organizations that may have information about |
| to use the response Will discuss at | | | | you. |
| interview. In my opinion, these are not good | | | | |
| practices. The best advice I can give is BE | | | | In reference to criminal records, it is |
| HONEST! Employers have a responsibility to | | | | necessary to list all relative information. |
| know as much as possible about prospective | | | | Include the name of the conviction, date, |
| employees. There have been employers who have | | | | location, and the disposition (time served, |
| been found guilty of negligent hiring when | | | | fine and/or probation.) |
| employees who have criminal pasts committed | | | | |
| acts that resulted in harm to others. Those | | | | Example: |
| situations could have been avoided by careful | | | | |
| screening through background checks. | | | | Possession of a Controlled Dangerous |
| Employers will ask directly on applications | | | | Substance 8/12/02 Houston , TX Time Served |
| about criminal convictions as a means to | | | | (18 mos.) |
| protect himself, his business, and others. | | | | |
| | | | You may have to practice to fit your response |
| In many states prospective employers may not | | | | into the space given. For those who have more |
| ask about arrests that do not end in | | | | than one conviction, list your convictions on |
| convictions. Pay careful attention to the | | | | a separate sheet of paper, make copies, and |
| wording of this question. It may vary from | | | | attach a copy to each application you |
| application to application. Typically the | | | | complete. In the space provided, write see |
| question will ask about convictions of crimes | | | | attached sheet. Be sure to list each and |
| and/or felonies and not misdemeanors. If you | | | | every conviction. I have seen individuals |
| are unsure about the type of convictions you | | | | that had been working on jobs for months, |
| have, you should obtain a copy of your record | | | | suddenly lose them because of failing to list |
| as outlined in section one. | | | | one conviction. That is why it is so |
| | | | important to get a copy of your record. |