Employers seeking to hire individuals in recovery from substance abuse or those re-entering the workforce after incarceration face unique legal considerations. It is crucial to adhere to the regulations outlined in the Americans with Disabilities Act (ADA) and the Fair Chance Act to ensure fair and non-discriminatory hiring practices. Understanding these laws is essential for creating an inclusive and supportive work environment that fosters growth and rehabilitation for individuals who have faced challenges in the past.
Navigating the legal landscape of hiring individuals considered high risk requires an in-depth understanding of the Equal Employment Opportunity Commission (EEOC) guidelines. This entails being mindful of any discriminatory practices during the hiring process. Providing reasonable accommodations for individuals in recovery or those with criminal records is not only a legal obligation but also promotes a more inclusive workplace culture.
Federal Bonding Program
Fidelity Bonds for “at-risk,” hard-to-place job seekers..
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