04-17-2012, 09:49 AM
I don't care what my employees do when they're not working. But, mine care for the elderly and others who are vulnerable to theft and abuse, so I absolutely won't put someone to work until reference and background checks are complete and clear. I own my business and have "no cause" termination clauses in my employment contracts, so I could boot anyone at any time if they committed a crime after the checks had cleared.
If I worked for a company and managed employees on-site or in an office, I might not care about some types of criminal history in the past if the employee hadn't lied about it initially. For sexual assault of minors, it would have to be one stellar irreplaceable performer with an amazing attitude for me to even consider keeping him on board. If he could convince/prove to me that it was a case of dating a minor a couple of years younger and the parents filing charges, I might consider it. But, someone who has truly sexually minors would be kicked to the curb immediately, due to my personal feelings and because I think there are major problems in such a person that could manifest themselves on the job over time. If the company had no policy against hiring felons, I'd check with the HR manager and make sure that termination was handled legally.
If I worked for a company and managed employees on-site or in an office, I might not care about some types of criminal history in the past if the employee hadn't lied about it initially. For sexual assault of minors, it would have to be one stellar irreplaceable performer with an amazing attitude for me to even consider keeping him on board. If he could convince/prove to me that it was a case of dating a minor a couple of years younger and the parents filing charges, I might consider it. But, someone who has truly sexually minors would be kicked to the curb immediately, due to my personal feelings and because I think there are major problems in such a person that could manifest themselves on the job over time. If the company had no policy against hiring felons, I'd check with the HR manager and make sure that termination was handled legally.