Criminal records plague job-seekers

Before going crazy at that keg party on Saturday night, you might want to think about how it… Before going crazy at that keg party on Saturday night, you might want to think about how it could affect your future employment. What was considered an exciting idea at the time might hurt your chances of finding a job. Underage drinking citations, open container violations, noise violations, possession of a false identification and vandalism are all typical college mischief. They are also a part of your criminal background, and many employers consider them when they’re reviewing applications. Therefore, students are advised to be wary of any blemishes on their records. ‘There is no one vast set of rules to go by,’ said Barbara Juliussen, associate director and career counselor at Pitt’s Career Service Center. ‘Employers have stepped up on background checks. What one employer will accept, another won’t.’ According to Pitt law professor John Burkoff, it’s not unusual for an employer to consider any offenses when hiring an applicant. ‘It doesn’t mean that if you have a record you won’t get hired, but it is legitimate for an employer to consider it,’ said Burkoff. Whether or not the applicant is eligible for a job depends on many factors, including the context of the offense and how long ago it was committed. ‘There’s a big difference between possession of alcohol and sale of narcotics and a DUI, which is far more serious than just having a fake ID,’ said Burkoff. Both Burkoff and Juliussen recommend that students be open about their records rather than defending them. Repercussions exist, particularly in federal government jobs and education. While employers don’t always have policies against these offenses, they are legal, and employees are often required to go through the necessary background checks to obtain their positions. ‘It would be foolish for a law firm to cut everyone out with underage drinking violations or anyone caught with a driver’s license that was fake,’ said Burkoff. ‘If they did, half the people already in the law firm would have never been hired.’ The consequences of an offense are primarily dependent on the type of job someone is applying for. Pittsburgh Public Schools, for example, require Act 33/34 Clearances and FBI checks. Certain crimes, including felonies involving controlled substances and drugs, prevent offenders from obtaining a teaching license for up to five years. Applicable crimes can be found on the Pennsylvania Department of Education main site. City jobs, such as firefighters and police officers, also require background checks, and, as their policies state, an applicant can be disqualified based on the results of these checks. Dr. Joseph Latess, the assistant superintendent of Shaler Area School District, advises students to provide written explanations about any offenses on their records when applying for jobs. ‘When a candidate has something like that, they usually include a narrative to explain it,’ said Latess. ‘I think it would be helpful if you do get them. Some can be worse than others, and if there is an explanation, it helps. It would benefit a student trying to find a job.’ Latess explained that employing applicants with criminal backgrounds is a case-by-case basis and that some employers are tolerant, while others are not. No matter the case, risky behavior can lead to harmful results. ‘It’s up to each of those employers to gauge how serious the violations are,’ said Burkoff. ‘And gauge how much this person has learned since they have committed those offenses.’ Halyse Domencic reports on crime for The Pitt News.