HR Outline
Problem to be address is balancing avoiding "negligent hiring" while at the same time complying with the EEOC and other agencies and groups, both ethically and legally, when it comes to discrimination against those with a criminal past
The upsides of not hiring people with criminal or other challenged background
Avoid negligent hire situations
Better chance of avoiding theft and other negative outcomes
The case for giving people a "second chance"
Some people truly want to redeem themselves
A prior record should not end one's career chances
General compliance and other concerns when it comes to the matter
Accusations of discrimination
Lawsuits
Disparate Impact
Scrutiny from EEOC, etc.
Conclusion
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