Helping Individuals with criminal records Reenter through Employment

July 2015 Newsletter






Each year we kick off our summers celebrating and commemorating our nation's Independence Day, the 4th of July, to celebrate and recognize the United States' national independence, particularly our ideals of "Life, Liberty, and the pursuit of Happiness." These are inalienable rights that should be equally shared by all people. But independence is also an ideal that we are encouraged to achieve. Independence can be defined as having the sufficient means necessary to have a comfortable livelihood. However, for most of us, independence is only achievable through work and earning adequate wages. Let's not forget that equal employment opportunities are necessary to compete for the jobs that will yield the reward of independence.


I ask that you to continue to support the National H.I.R.E. Network's mission to increase and improve job opportunities for workers with criminal histories. People who are committed to changing their lives can show their commitment to change through work but only if given the opportunity. People can only achieve independence and self-sufficiency when given the opportunity to work and earn an adequate living.


I am encouraged and motivated to ensure that every individual who is committed to rehabilitation and wants to work has the opportunity to work, be independent, self-sufficient, and a productive contributing member of society. I hope you will work with us by continuing to educate and advocate for equal opportunity and fair hiring for qualified workers with a criminal history.

Below are some updates on how we are working to promote equal opportunity and fair hiring:


On May 18th the National H.I.R.E. Network had the pleasure of co-hosting a Southern Regional Summit on Fair Hiring to provide employers and other key stakeholders comprehensive hands-on guidance on the best practices ( for dealing with job candidates with criminal records. Click here ( to view more about the conference and videos taken of each of the four panels. The summit, in short, covered the following topics:


● Complying with the complex and overlapping requirements of FCRA, Title VII, and negligent hiring


● Ensuring that reports of criminal history are accurate and up to date


● Risk analysis


● Public/private partnerships that help employers connect with qualified workers with records


● Experience of employers that succeeded in hiring qualified applicants with records


In late October 2015 we will be hosting a Midwestern Regional Summit on Fair Hiring. Stay tuned!


Feedback Request


We need your help! If you or someone you know has benefitted from the implementation of a "Ban the Box" policy where an employer (a company or government agency) did not ask about criminal record information on the job application but asked at the time a conditional offer of employment was given, please tell us your story. Email us at ( and let us know your name, the name of the employer (company or agency), the job applied for, the city and state where you applied, and whether or not you got the job. Please also share when and how the criminal history information was later provided (i.e. Did the employer have you to fill out a second application?; Were you asked to provide a written statement about your history?). We hope to collect stories that we may use to motivate other employers to adopt a fair hiring policy that will allow qualified workers with records of arrest and prosecution (RAP sheets) to have a fair opportunity to compete for jobs. If you are someone we can count on to submit testimony in support of fair hiring policies like "Ban the Box" in the future on the federal level or in other jurisdictions, please let us know.


We look forward to hearing from you.


National H.I.R.E. Network
Legal Action Center
225 Varick St.
4th Floor
New York, NY 10014
212 243-1313 (p) | 212 675-0286 (f) |