2nd Chance Employer Webinar Series

Most employers recognize that individuals with a criminal history are a valuable talent pool that they cannot ignore, they understand that fairly considering the applicants who present minimal risk isn’t just good social policy, it’s good business policy.

However, many of these employers do not have the formal guidelines in place to ensure that former offenders are considered for employment in a thoughtful and consistent manner. 

To ensure consistency, fairness, and risk mitigation, employers need policies and tolls to guide their deliberations when considering individuals with criminal histories for employment.

In this seven-part webinar series, Imperative shares our insight and experience from two decades of consulting with employers about the legal and practical considerations of using criminal history in making hiring decisions and to properly equip employers to make fair, well-informed, and legal hiring decisions. 

Each webinar
is approved for 1 hour of recertification credit from both HRCI and SHRM. 

Each webinar is approved for 1 hour of recertification credit from both HRCI and SHRM. 

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

The Business Case for Becoming a Second-Chance Employer

In this presentation, we will dive into the statistics and studies surrounding criminal offenses, recidivism, and employment as we review the benefits to businesses from considering and hiring qualified former offenders for positions. We will also review risk-evaluation and mitigation techniques employers should consider to ensure smart hiring decisions.

Seven Steps to Making Bulletproof Hiring Decisions

In this presentation, Mike Coffey, SPHR will outline a thorough background screening process that begins with a risk-based analysis of the position, identifies red-flag behaviors of concern for the position, includes a thorough employment application and interview process, and ends with verification of the information provided by the applicant.

How to Fairly and Legally Evaluate Applicants’ Criminal History Information

In this webinar, we will walk through the process of developing a criminal history relevance matrix, an effective tool for documenting employers’ policies with regard to the impact of individuals’ criminal histories on their employment eligibility.

How to Legally and Meaningfully Discuss Criminal History with Applicants

Nationwide, the “ban the box” movement is limiting when and what employers can ask applicants about their criminal history.  Various federal agencies have weighed in on this topic, leaving employers in a quandary as to how to make an informed hiring decision without running afoul of myriad laws. In this presentation, we will discuss when and what to ask applicants about their criminal history.

Legal and Practical Background Check Considerations

Dozens of federal class action lawsuits have been filed against employers claiming violations of the Fair Credit Reporting Act (FCRA). In this presentation, we will discuss the ways employers can verify their applicants claims while avoiding the most common causes of background check litigation.

Drug-Free Workplaces in an Increasingly Tolerant (and Stoned) Society

Beyond marijuana, the abuse of prescribed medications – particularly opioids – is increasing employers’ workers’ compensation costs, delaying injured employees’ return to work, and creating safety issues on the job. In this one-hour presentation, Mike Coffey, SPHR, SHRM-SCP will review the legal, scientific, and practical landscape in regards to marijuana, opioids, and other drugs.

Why and How to Legally Monitor Employee Off-Duty Conduct

In this presentation we will review the kinds of insider threats about which employers may need to be aware. We will also review policy considerations to ensure that red-flag incidents are identified and evaluated fairly. These considerations include employee self-reporting of certain incidents, periodic background checks, evaluating job-specific risks suggested by incidents, and appropriate responses to job-relevant incidents.