So now we’re saying someone who makes a mistake or commits a misdemeanor of ANY sort should be prevented from gainful employement? Doesn’t that create a slippery slope that perpetuates crime? I have yet to meet one person that hasn’t knowingly or unknowingly committed one crime (and to the jokester that says “I’ve never done anything illegal”…congrats!). The difference between a young white male and a young black male committing the same crime is that the black male will be more likely to be arrested, charged and convicted. It’s the way our judicial system is and for those that deny it I’m sure you’re not nor have you ever had an open, honest conversation with an honest criminal lawyer. My uncle fights everyday for felons that can not get back into society after being rehabilitated (which is what the legal system is about..right?). How are they to get a job and lead an honest life if no one will hire them. This isn’t just felons either.

Information regarding this has just been published and I don’t know why this seems so unbelieveable for people to understand. The study from Princeton said that a white male with a felony conviction would be more likely to receive a job offer than a black male with no criminal history. There are still racist people…just because you think you’re not doesn’t mean there aren’t people running companies that are.

I’m really happy for those that don’t even understand how great their white privilege is. I really hope there’s never a time in your life where you’re put into a situation where you’re a minority and targeted just because the way you look.

Rob

My attempt to be objective: I think this “Fair Criminal Record Reporting Act” may have a little merit to it, but only to a certain extent. Assault, DUI’s, Bad checks, etc, are a few that standout to me. Why should these “perps” get a clean slate after they decide to fight or drive drunk or intentionally try to buy something when they know they don’t have the funds? Can you or I really trust someone to work for our company who would do such a thing? Yes, I do believe people deserve a second chance, but for every action there has to be a consequence.

I would assume that the following will be important in determining the outcome:

* Does Madison Square Garden conduct background checks on all prospective employees in the same position that the applicant applied for?
* Has Madison Square Garden made similar hiring decisions when background checks have revealed similar convictions (including time, scope, repeat offenses, etc.)?
* Have they ever hired other candidates with a similar record?
* Did the applicant grant consent to the background check and was she notified that her employment was predicated on the successful outcome of the check?
* Did the applicant dispute the findings? (It seems she did not.)

If criminal records impact those that are black this is now my fault? Ridiculous. Then again this was great advertising for clearyourrecord.com

In the face of a paucity of facts (you don’t expect the EEOC to change its “guilty until proven innocent” approach especially given the history of MSG?), this article has put the cart way before the horse.

In Clarke’s attorney spouting that, “the fact is, about one in five U.S. adults has a criminal record, and a disproportionate number of them are African-Americans and Hispanics”, he has begun to create pseudo-data that may have no bearing in the case of MSG but its mere mention is intended to sway locals who may ultimately sit on a civil jury. Another sad day for New York politics!

But a Fair Criminal Reporting Act??? Talk about putting a colorful coat of paint on a termite infested house!

How about better education programs for early in life so people don’t have to resort to crime?

I don’t believe that the essence of disparate impact was meant more against organizations that had improper qualifications requirements, such as necessary test scores or the ever-infamous, “College Degree Required.” Other examples would be height/weight requirements, and subjective procedures such as interviews.