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Employment discrimination against persons with criminal records in the United States has been illegal since enactment of the Civil Rights Act of 1964. [citation needed] Employers retain the right to lawfully consider an applicant's or employee's criminal conviction(s) for employment purposes e.g., hiring, retention, promotion, benefits, and delegated duties.
In 1991 a new law in Georgia authorized formal contracts under the Probation Services Agreement between local governing authorities and private organizations to supervise misdemeanor offenders. [6] Georgia Legislature county-run probation services for misdemeanor cases were suspended and replaced with out-sourced private firms since c.1992. [12]
Employers might be unwilling to hire those with criminal records for many reasons – such as the risk of legal liability if a previous offender harms a customer or coworker, the risk of financial liability if the offender engages in theft, fears of personal violence, and the negative signals that a period of incarceration sends about their ...
In addition to Jillian’s Law, a second new Tennessee law mandates an additional $3.3 million in state funding for mental health evaluations and treatment for misdemeanor offenders believed to be ...
Of the roughly 1,000 people in jail on Monday, Oct. 30, 12% were there for misdemeanor charges and 88% for felonies. Clifford said “quite a few” of the people jailed were for drug-related ...
CNN asked convicted felons about their struggles, their hopes and how they feel about President-elect Donald Trump, who will return to the White House after being convicted of 34 felony charges.