Question: What do you get when you combine “ban the box” compliance with utterly idiotic hiring practices? (I know I’m supposed to be diplomatic but no can do in this instance.)
Answer: Ask the city of Austin, Texas who hired a six-time convict to work in their public library . . . that just plead guilty to attempted indecency with a child.
Before we dig into the details, let me show you the resume (see: rap sheet) of said employee, Joe Heath brought with him to the Austin Public library where he would come in regular contact with the public, including children.
- 1987 – Trespassing
- 1987 – Assault 1-year probation
- 1990 – Assault 1-year probation
- 2004 – Aggravated Assault w/ deadly weapon 4-years probation
- 2005 – Money Laundering = >$20K <$100K, sentenced to 4-years jail in 2007
- 2006 – Hindering Secured Creditors = >$100K – $200K
And here’s the kicker, not only didn’t the city of Austin fail to ask about past convictions on their job application, their hiring manager never bothered to ask at any point in the hiring process. Worse, they never conducted an employment background check.
How Did This Guy Get Hired?
The comedy of errors that led to Joe Heath’s hiring and retention would be funny if the consequences weren’t so serious. Read on to learn how you can avoid these mistakes when it comes to complying with ‘Ban the Box’ laws and exercising responsible hiring practices through employee background checks. [...]