The Coalition is charged with creating safer neighborhoods and more productive residents by increasing the success rates of ex-offenders transitioning from correctional and rehabilitative institutions back into the community. We hope the resources listed on this page are a valuable resource toward achieving that vision.
In recent years, great strides have been made in the area of protection and support for companies who wish to hire returning citizens. You can find great help in navigating this landscape from the Ohio Justice & Policy Center. They have issued a document that deftly outlines the programs listed below. You can download The Redemption and Retention Gateway here.
Concerned about negligent hiring and regulations? Ohio employers have the opportunity to maximize their talent pool by relying on the fairly new Certificate of Qualification for Employment (CQE). If a worker has a CQE, businesses cannot be sued for negligent hiring. And these workers cannot be categorically excluded from jobs and job-related licenses by over-restrictive regulations. Learn more at the Ohio Justice & Policy Center or Certificates of Qualification for Employment.
This program, administered in our state by the Ohio Department of Rehabilitation and Corrections, offers employers a $5,000 bond that lasts for 6 months. It can cover any employee with a criminal records that is initially deemed a risk to the company. The employer applies for this. You can get more information and forms at The Federal Bonding Program or Ohio Department of Rehabilitation and Correction.
This program, administered in our state by the Ohio Department of Job and Family Services, offers employers a tax-credit of up to $2,400 per eligible worker. An eligible worker includes people with felony records within 1 year of their release from prison. The employer applies for this soon after the hire. Note: applications must be submitted to the Ohio WOTC Office within 28 days of the start to work date to meet the timely filing criteria.
Winning the best talent for your company goes hand-in-hand with EEOC compliance. That federal agency requires that any criminal-record-based hiring exclusion be job related and consistent with business practices. Courts have ruled that categorically excluding job applicants based on criminal records may violate Title VII of the Civil Rights Act, because such a policy often has a racially disparate impact. See the checklist that can help you build a solid hiring policy – to get the best workers without being held back by criminal-record issues. Download The Redemption and Retention Gateway here.