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Therefore, certain jobs would require much more scrutiny than others, and would require employers to not hire, or possibly terminate existing employees who are sec offenders in such job roles.
Every organization's Human Resource department then has to deal with the sensitive issues in terms of potentially hiring sexual offenders, and how to handle breaking that news to other employees and customers. It is the burden of the HR department in any given organization to have to go through and actually check each application and each applicant's background. This has become a necessity within the context of the modern workplace. According to the research, "HR offices are weeding through more unqualified applicants and investing time and energy ensuring the accuracy of backgrounds presented on application materials" (Heathfield 2011). This process can be quite tedious, especially if HR does not take preventative steps to ensure they are promoting full disclosure within applicant populations. HR departments must facilitate the efficiency of the process by carefully designing application materials and questions that would force sexual offenders to have to disclose their offenses on the actual applications. Questions regarding such offenses should then be correlated to the actual application materials presented by the applicant....
This will automatically point out applicants who failed to provide the necessary full disclosure of their crime under the law. If the applicant failed to disclose such information, it should be an automatic dismissal of any potential hiring with an organization, as it is both unethical and illegal on behalf of the applicant to do so. HR must "establish a no tolerance policy and track record" in terms of applicants failing to disclose any criminal histories, especially sexual offenses (Heathfield 2011). Yet, there are variations within the specific state laws that further complicate the role HR plays in terms of how to handle applicants that have been charged with a sexual crime. Each department must uphold the laws of the individual state in which the organization arises, and sometimes that does still allow for the hiring of sex offenders, depending on the nature of the position and whether or not they had disclosed such information at the time of applying for the position. When issues arise, it is also important for the HR department to step in and mediate the situation. It is the HR's responsibility to investigate any issues further, which could potentially lead to asking details about the crime itself in order to see if the applicant is still potentially open for the position even after disclosing their crimes.
Sex Offenders and the Internet The types of sexual habits occurring online range from very unusual behaviors to others that are plain illegal (Caroline & Klein, 2014). A considerable amount of literature on sexual abuse of minors occurring and getting promoted online is being developed although there is a scarcity of information concerning other internet sexual based interactions that touch on manufacturing, dissemination and online viewing of sexual materials (Carolina &
Female Sex Offenders There have been extensive studies regarding child sexual abuse, however, there have been minimal attention paid to sexual abuse by females (Denov 2001). During the last twenty years there has been a rise of interest in the issue of child sexual abuse with most research concluding that sexual offending is an exclusively male activity (Denov 2001). In fact, early research on sexual offenders suggested that sexual offending among
The website explained that the law's necessities turned on a person's finding of guilt alone a fact that a person had already had a procedurally protected occasion to challenge. Even if the person could show that he was not liable to be presently harmful, Connecticut had determined that the registry knowledge of all sex offenders had to be openly revealed. The offender had relied only on procedural due process,
The boy spoke Spanish and had been diagnosed as being "multiple-handicapped and perceptually impaired," which means he could not read or spell simple words, and "had difficulty reasoning on an abstract level" (NJLJ 2001). The therapist testified that the boy admitted to "penetration" but apparently did not know the meaning of the word; he "equated rape with sex, and...he understood sex to mean the act of 'rubbing against someone.'" Further,
Unfairness of Sex Offending Laws. Current laws that govern sex offences are placed under scrutiny for their potential unfairness towards those convicted. Often, these laws are excessively harsh against those who do not pose a current danger to public safety. There are few things as dire to the public mind as sex offences. Hence, current laws are as harsh as possible to protect what is perceived as the safety of the public
Disclosure Authorized Mandated/Disclosure Mandatory disclosure is an issue that affects many different facets of life. The set of laws and regulations known as mandatory disclosure are designed to provide various entities with information to protect the interests of businesses, the legal system and individuals. The purpose of this discussion is to explore the concept of authorized mandatory disclosure as it pertains to define mandatory disclosure, examine different types of authorized mandated