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Ban The Box!

Should We Ban The Box?

  • Yes

    Votes: 4 36.4%

  • No

    Votes: 6 54.5%

  • Other

    Votes: 1 9.1%
  • Total voters
    11
  • Poll closed .
jr602az

jr602az

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Hello everybody:)
[ame="http://www.youtube.com/watch?v=l0B7gac08Ok"]YouTube- Drug Policy Alliance New Mexico Victory "Ban the Box"[/ame]
Drug Policy Alliance: Julie Roberts acting director of New Mexico's Drug Policy Alliance speaks about the new legislation recently passed. New Mexico has become the second state in the nation to "ban the box" after Gov. Bill Richardson signed into law a measure prohibiting employment applications for government agencies from asking job seekers if they'd been convicted of a crime.

The measure, signed Monday, covers job applications for state, county or local government. It does not apply to private business.

The legislation doesn't prohibit employers from asking the question once they're face-to-face with applicants and doesn't stop them from doing background checks.
It passed the Senate 35-4 and the House 54-14 during this year's regular session.

Minnesota passed similar legislation in 2009, becoming the first state to outlaw the conviction question, according to the National Conference of State Legislatures and the National Employment Law Project.
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I think depending on the job the employer should have the right to ask if you have ever been convicted of a crime.For example banks and stores may not want to hire someone who was convicted of theft,burglary, or some other theft related crime. A strip club may not want to hire a bouncer who was convicted of rape. A daycare,school, youth church group or some other similar place that deals with children may not want hire someone convicted of child molestation/rape. A company that has a lot of valuable merchandise may not want to hire a junkie. Some people change and some people do not.If a company wishes to not take a chance with someone who has a criminal record then that is their business,
 
Complete sillyness, like jamesrage said. Are New Mexico's drug enforcement agencies not going to check to see if someone they have hired has been convicted of a drug violation? Will a school district be unable to check to see if a school teacher has had sexual contact with minors?
 
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Keep it. I see no reason for us to further coddle the miscreants of our society.
 
Mindbogglingly pointless. The proposal would ban employers from asking that question on the application, but then they can just ask it when the people show up and decline to hire them for that reason anyways. End result is more time wasted.
 
RightinNYC said:
Mindbogglingly pointless. The proposal would ban employers from asking that question on the application, but then they can just ask it when the people show up and decline to hire them for that reason anyways. End result is more time wasted.
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Bold equals bureaucracy at it's finest.
 
Why would anyone here care if some employer somewhere hired a person with a felony on their record? It won't bother you at all.

The felon will have to lie about past convictions in person. Not a great way to start out. But, it won't be in writing.

As hard as it is for anyone to care about our miscreants, there is a small percentage of rehabilitated criminals. They get out of prison clean and sober and figure that crime really doesn't pay. They need a second chance.
 
Mickey Shane said:
Why would anyone here care if some employer somewhere hired a person with a felony on their record? It won't bother you at all.
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If you are the employer you might care, if you use the services of that company you might care, or if you have to work around those individuals you might care. Not everybody changes when they get of out prison, to some prison is just a revolving door.





The felon will have to lie about past convictions in person. Not a great way to start out. But, it won't be in writing.

As hard as it is for anyone to care about our miscreants, there is a small percentage of rehabilitated criminals. They get out of prison clean and sober and figure that crime really doesn't pay. They need a second chance.
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It should be up to the employer to give that individual a second chance. Because it will be that employer's ass if that individual does something and it is later found out by others that employee was a convicted in the past of a similar crime. That employer may not want to hire that individual if there is a risk he or she may repeat past bad behavior.
 
Except that it's not legal for employers to discriminate based on criminal records, which is why on applications it is required by law to explicitly state that (not that they don't, BTW).
 
jamesrage said:
If you are the employer you might care, if you use the services of that company you might care, or if you have to work around those individuals you might care. Not everybody changes when they get of out prison, to some prison is just a revolving door.
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But checking the convicted felon box keeps them from ever getting employment. This is known to contribute heavily to the revolving door syndrome.
It should be up to the employer to give that individual a second chance. Because it will be that employer's ass if that individual does something and it is later found out by others that employee was a convicted in the past of a similar crime. That employer may not want to hire that individual if there is a risk he or she may repeat past bad behavior.
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When I had my own residential framing crew I hired many guys that had felonious records. I always asked what they were in for. Most were non-violent offenders. They admitted to their previous incarcerations, but explained that they never wanted to have to go back into the Pen. They weren't required to check a box and write out an explanation.

I never had any trouble. I can only remember having to fire one guy for missing too much work. We built condos, apartments, tract homes, and custom homes all over the USA. Maybe yours.
 
Mickey Shane said:
But checking the convicted felon box keeps them from ever getting employment. This is known to contribute heavily to the revolving door syndrome.
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Again this should be up to the employer if they want to hire someone with a criminal record. You wouldn't expect a day center to hire someone who was convicted of child molestation or a strip club to hire a bouncer or DJ with a rape and assault record would you?

When I had my own residential framing crew I hired many guys that had felonious records. I always asked what they were in for. Most were non-violent offenders. They admitted to their previous incarcerations, but explained that they never wanted to have to go back into the Pen. They weren't required to check a box and write out an explanation.

I never had any trouble. I can only remember having to fire one guy for missing too much work. We built condos, apartments, tract homes, and custom homes all over the USA. Maybe yours.
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That is your business if you wish to hire those with criminal records. You took a chance it didn't burn you in the ass.
 
jamesrage said:
Again this should be up to the employer if they want to hire someone with a criminal record. You wouldn't expect a day center to hire someone who was convicted of child molestation or a strip club to hire a bouncer or DJ with a rape and assault record would you?
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They all check the 'NO' box anyway.

That is your business if you wish to hire those with criminal records. You took a chance it didn't burn you in the ass.
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I never felt like I was taking a chance. I'm not naive.
 
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