Just wondering what you think about bringing someone with a conviction for low-level crime (for example, fraud) back into the workforce.

Any opinions gratefully received!

For example,

1. How does a company assess the risk of hiring someone with a conviction for low-level crime (eg, fraud)?

2. How do you monitor the employee’s progress and likelihood of re-offending?

3. What should a policy on this include?

4. How do you integrate the ex-offender into the workforce?

5. Is it best practice to inform other employees or keep the information confidential?

I’m writing a feature on this for HR Zone and would love to hear your comments.

Either post here or email me at Sarah Fletcher with your thoughts.

Sarah Fletcher