Criminal Defense Attorney Seattle
How to Find a Job in Washington Following a Criminal Conviction
In this day and age, it has become more and more important to employers to know whether potential employees have a criminal past or criminal record. In part, some of this concern may result from increasing instances of enormous verdicts against employers of convicted workers for knowingly hiring employees with criminal backgrounds who end up harming others. However, the laws regarding which criminal records an employer has the right to review vary widely throughout the United States. These laws also differ in regards to what an employer may inquire about while interviewing a potential employee and what the job applicant is obligated to reveal. If you have a criminal record and are looking for a new job, you should consult a skilled Seattle criminal defense attorney at McNeese & Trotsky, PLLC who is knowledgeable in Washington criminal law and employment law. We can assist you so that you may search for a job, while being completely informed of your legal rights and any restrictions that you may face.
Conflicting Public Policies
In many cases, the public would like to reintegrate people back into society who have criminal histories, and have been successfully rehabilitated and are willing to be employed. It is believed that the chances of re-offending are reduced when an individual has a routine schedule and a regular income from employment. Unfortunately, a person with a criminal record does face many prejudices while undergoing the job application and interviewing process. While giving a person with a criminal history a chance at rewarding employment can be a kindhearted thing to do, many potential employers are wary of putting themselves in that situation.
At the same time, it is important to protect the public from contact with people who have a criminal history with a propensity to commit serious crimes. For example, people who have been convicted of sex crimes should not be allowed to work with or near minors or other vulnerable citizens. Another example would be not allowing people convicted of property crimes, such as burglary or theft to have access to or work in the homes of citizens, or be responsible for handling large sums of money. It is the legal duty of an employer to implement due diligence while hiring a new employee. If the employer knowingly hires an employee who is or should have been known to be dangerous, the employee has breached that duty.
Discrimination based on Criminal History
Throughout the U.S., courts have found it discriminatory to automatically deny an applicant employment due to a past criminal conviction. In an effort to avoid a potential claim of discrimination, an employer must determine whether or not there is a reasonable business or legal basis not to hire an individual with a criminal record. The employer may want to take into consideration certain factors involving the offense, for instance, if it was work related, where and when it took place, and what the applicant has done with their time following their conviction.
How Much to Reveal to a Potential Employer
The State of Washington has unique rules when it comes to what an applicant must reveal regarding their criminal background to potential employers. If you have questions about what you must reveal and what you may not have to reveal in a job application or during an interview, you should contact McNeese & Trotsky, PLLC and discuss your situation with one of our skilled Seattle criminal defense lawyers. We can also discuss your options as far as expungement is concerned, if your conviction can be sealed, as well as other legal options.
Following the completion of a prison term or repaying your debt to society in any other way is what is expected, but it may be just the beginning of the repercussions of a criminal conviction. Your post-conviction employment opportunities may be impacted as well. As many people know, finding a job can be the first step toward rebuilding your life and getting things back on track.
DISCLAIMER: This site and any information contained herein are intended for informational purposes only and should not be construed as legal advice. Seek competent legal counsel for advice on any legal matter.