Drug and alcohol policies can work against job applicants

| Jun 20, 2016 | Employee Rights

While the national job market appears to be slowing, there are still a number of people still seeking work. The monthly jobs report may not account for the number of temporary, seasonal jobs that have already been filled, as well as the many parents who choose not to work because their children are out of school.

Nevertheless, there may be skilled job applicants who may be unfairly denied opportunities because of prior drug and alcohol convictions.  

Indeed, a person convicted of certain crimes may have a tough time getting some jobs, such as those with theft crime histories applying for sales positions or those with felonies involving violence applying for customer service positions.  However, applicants with drug and alcohol convictions may be unfairly targeted through blanket policies against applicants who have criminal histories.

Unfortunately, questions about criminal histories are commonplace, and employers have a right to know if an applicant is trustworthy and a good fit for the position. But there are countless instances where an otherwise qualified applicant may have pled guilty to a drunk driving (for example) in order to take advantage of a deferment program. The same could apply in drug possession cases.  In these instances, a plea deal may have nothing to do with whether the applicant can perform the job.  

If you feel as if you have been treated differently or have been denied a position because of a drug or alcohol conviction, an experienced employment law attorney can advise you of your rights and options.

The preceding is not legal advice.  

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