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Employers

 

KTEmployerYou have the opportunity to help create one of the first and most stable bridges to reentry success. Fair Shake supports an employer’s desire to understand formerly incarcerated applicants by offering tools for our members to more fully demonstrate their character than may be available on a standard job application.

Did you know that support is also available to you through bonding programs and tax incentives? We have included that information, too.

 

 Share a ReferenceSubmit Reference

 

If you’ve had a great experience working with a formerly incarcerated person on a for-pay or volunteer basis, please share your experience! FS members can include your reference on their Personal Web Page. If you know an applicant’s Fair Shake email address, you can enter it here and view their Personal Web Page

Fair Shake Email Address
@fairshake.net

 

Fair Shake Employer Support Guide

Why Hire a Formerly Incarcerated Person?

  • To get the best employee!
  • Often Trained and Motivated
  • May have job coach or advisor

Smart Solutions Booklet

Michigan Public Radio Interview

ceCascade Engineering, in Western Michigan, Encourages Employers to Hire the Formerly Incarcerated

http://michiganradio.org/post/west-michigan-company-has-success-tapping-talent-pool-ex-offenders#stream/0

Interview with the company’s vice president, Kenyatta Brame, and Jahaun McKinley, formerly incarcerated and lean manager at Cascade who has been with the company for six years.

Economic Incentives

Bonding

Directory of State
Bonding Corrdinators

Work Opportunity Tax Credit

Directory of State WOTC Coordinators

WOTC Information

Bonding

WOTC

Fair Shake Personal Web Page

The Power of the Personal Web Page: Understanding your applicant!

What it shows you:

Ownership

Initiative

Character

Computer Skills

 

National Hire Network

We offer smart solutions to employers to help them access qualified workers, protect themselves from negligent hiring concerns, and maximize cost-savings. We provide peer-to-peer exchange of ideas and innovative practices that can be utilized in your community or state. http://www.hirenetwork.org/

Funding Employee Training

Did you know you might qualify for state or federal grants to help you train your employees? Find information here.

State and Federal Grants

Your business may be eligible for a state or federal training grant (or other funding). Learn more through your local Workforce Investment Board, Small Business Development Center, or economic development agency.

Obtaining training grants can be a complex process, but worthwhile pursuing. Key points to keep in mind:

  • The opportunities are real and are offered through federal, state, and local government authorities you can trust.
  • Before applying for a grant, always check your eligibility and carefully consider your ability to meet grant requirements.
  • To increase your chances for success, follow application instructions to the letter and prepare a thoughtful, thorough response.
  • Grant-making agencies want you to succeed! Get the help you need to navigate the process.

If training grants are not available, funding may be available in another form. The sources below can help you explore your options.

State and Local Grants

When exploring grants or other funding for training, start at the state or local level. Here are some options for getting started:

Federal Grants

Federal training grants are administered through the U.S. Department of Labor (DOL). For an introduction to this process, listen to The Basics – Grant Management 101.

For help with training grants and other workforce issues, contact your local American Job Center.

American Job Center finder:

Find an American Job Center in your local area, where you can connect with a Business Services Representative for help recruiting job candidates, or training and retaining your employees. Nearly 3,000 Centers nationwide help businesses meet workforce needs.
American Job Center

Work Opportunity Tax Credit

This federal tax credit offers funds to train new hires who meet certain requirements.

List of State Coordinators

On the Job Training (OJT)

Need skilled workers? On-the-Job Training (OJT), a federal program funded by the Workforce Investment Act (WIA), lets you hire and train skilled workers and get reimbursed for your efforts.

As an employer, you’ll benefit from more efficient recruiting, more targeted training, and assistance with training expenses:

  • OJT specialists help you find the right talent when you need it, reducing time, effort, and money spent on recruiting.
  • The specific technical skills you need may be hard to find. OJT helps you train the right workers to meet your requirements.
  • You receive up to 50% of the costs to provide on-the-job training for individuals you hire through the public workforce system.

Because OJT offers a comprehensive training solution, you must meet certain criteria to participate. Steps in the process:

  • Find out if you meet OJT employer criteria. Staff at your local American Job Center (AJC) can help you determine your eligibility.
  • Before proceeding, you’ll sign a contract covering terms of the agreement, including positions to be trained, wages, and reimbursement.
  • An OJT specialist will refer potential OJT candidates and help you fine-tune your training plan. You’ll always make the final hiring decision.

Need help with OJT or other workforce issues? Contact your local American Job Center to connect with a Business

Services Representative or other resources that can help.

Labor Apprenticeship Program

PURPOSE: To stimulate and assist industry in developing and improving apprenticeship and other training programs designed to provide the skilled workers needed to compete in a global economy.

DESCRIPTION: Apprenticeship is a combination of on-the-job training and related classroom instruction in which workers learn the practical and theoretical aspects of a highly skilled occupation. Apprenticeship programs are sponsored by joint employer and labor groups, individual employers, and/or employer associations.

Office of Apprenticeship (OA) registers apprenticeship programs and apprentices in 23 States and assists and oversees State Apprenticeship Agency (SAA) which perform these functions in 27 States, the District of Columbia, Puerto Rico, and the Virgin Islands. Government’s role is to, first, safeguard the welfare of apprentices, second, ensure the quality and equality of access of apprenticeship programs, and third, provide integrated employment and training information to sponsors and the local employment and training community.

ESTABLISHING AN APPRENTICESHIP PROGRAM: Prospective employers work with OA or SAA field representatives to develop a set of apprenticeship training standards which include the on-the-job training outline, related classroom instruction curriculum and the apprenticeship program operating procedures. The program will be registered if it meets Federal requirements.

FOR FURTHER INFORMATION: Write or call the OA State Offices, U.S. Department of Labor, 200 Constitution Ave, NW, Washington, D.C. at (202) 693-3812. You may also contact your nearest OA Regional Office.

http://www.careeronestop.org/businesscenter/trainandretain/

Equal Employment Opportunity Commission Guidelines

Rights and Responsibilities of Employers

140px-US-EEOC-Seal.svg The federal Equal Employment Opportunity Commission (EEOC) has created Enforcement Guidance on Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964.

Read the full report here: http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm

Highlights from the report:

  • Federal EEOC laws prohibit employers from discriminating when they use criminal history information, except where the nature of the conviction may relate to the nature of the position, and including consideration of the time that has elapsed since conviction.
  • The Guidance discusses the differences between arrest and conviction records; the fact of an arrest does not establish that criminal conduct has occurred.
  • When asking questions about criminal records, limit inquiries to records for which exclusion would be job related for the position in question and consistent with business necessity.
  • Identify essential job requirements and the actual circumstances under which the jobs are performed, then determine if there are specific offenses that may demonstrate unfitness for performing such jobs.

For more information:

Pre-Employment Inquiries and Arrest & Conviction http://www.eeoc.gov/laws/practices/inquiries_arrest_conviction

Arrest and Conviction Records FAQ: http://www.eeoc.gov/eeoc/newsroom/wysk/arrest_conviction

Background checks: http://www.eeoc.gov/laws/practices/background_checks.cfm

EEOC Enforcement Guidance http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm