NVTAC Virtual Learning Class: Strategies to Succeed in HVRP: Module 7 Cindy Borden NCHV cborden@nchv.org Cori Di Biase Manhattan Strategy Group cdibiase@manhattanstrategy.com Nicole LaCorte-Klein Atlas Research nlacorteklein@atlasresearch.us Interventions to Improve Employment Outcomes for Justice-Involved Veterans in HVRP

Module Objectives: During this VLC Module, we will discuss: Criminal records and their impacts; Behaviors, interventions, and impact on job choosing; Job development process for Justice-Involved job-seekers; and Strategies for staying employed. Overview of criminal histories, expungement, behaviors, criminal records, impact of criminal records on job searches

Meet Your Instructors Nicole LaCorte-Klein, MA, CRC Cori Di Biase Training Consultant at Atlas Research, Nicole brings years of experience providing job placement, vocational case management and direct service to individuals who are homeless. Nicole has provided technical assistance to HVRP, SSVF and other Veterans Administration staff for years, offering her experience as both direct service provider and trainer. Cori Di Biase NVTAC Project director at the Manhattan Strategy Group, Cori has provided services and consultation to support veterans and civilians in employment for more than twenty years. Cori prides himself on serving the staff and leaders who have dedicated themselves to serving our country. Cindy Borden As the Director of Technical Assistance and Training for the National Coalition for Homeless Veterans (NCHV), Cindy conducts training, develops resources, and provides intensive coaching in program design and implementation to veteran service organizations. Cindy brings more than 20 years experience in both direct service and technical assistance to help organizations increase capacity and improve services.

Jen Elder, SOAR TA Center Course Schedule Date Day Topic Lead Instructor Guest Speaker 10/1 Monday Introduction to HVRP, Partnerships, AJC Enrollment Cindy   10/3 Wednesday Job Readiness & Outreach Strategies Nicole 10/8 Employment Assessment & Job Matching Cori 10/10 Housing and Supportive Services: Strengthening Community Collaboration/Partnerships 10/15 Job Driven Training, Employer Development & Job Placement, AJC Partnership Nena Siverd, VOC 10/17 Sub-population services (female veterans, younger veterans, older veterans, families) 10/22 Justice Involved Veterans – ex-offenders, incarcerated veterans, link with VJOs and Reentry Specialists 10/24 Job Retention & Follow Up 10/29 Benefits, work incentives, employment services and supports Jen Elder, SOAR TA Center 10/31 Avoiding Burnout: Taking care of Yourself

People who have been arrested, fingerprinted and a record established. Justice involved? People who have been arrested, fingerprinted and a record established. Following their military experience, some individuals have a difficult time adjusting to civilian life and as a result self medicate with alcohol or drugs and become justice involved. Justice involved veterans are also often times those veterans who have a mental health and/or co-occurring substance abuse disorder..

POLL QUESTION What has been your experience helping justice involved jobseekers gain employment? Poll Options to Include: Minimal…first time working with this population. Somewhat….have worked with this population but haven’t placed any job seekers as of yet. Experienced….have worked with and placed this population in competitive positions in the community. Expert…..have worked with, placed, developed collaborative partnerships with employers hiring this population.

Unique Challenges Stigma and Bias Background Checks Gaps in Employment Higher Rates of PTSD Legal Restrictions Difficulties Obtaining Housing Veteran Challenges in Explaining their Backgrounds During Interviews A Veterans criminal history should not keep them from getting job or having a place to live…

Impact on job choosing Time in prison may inhibit: Up-to-date knowledge and occupational skills; awareness of current labor market needs; and Self-representation skills. Offenses may be related to preferred job choices. Old convictions may still impact choices. Occupational licensing requirements may limit options.

Criminal Records Behavioral Health challenges often result in justice involvement: Problems surrounding receipt of treatment; and Prevalence of drug-related arrests and convictions. 2012 study - 30% of Americans have been arrested by age 23. Potential Impacts of a criminal record: Voting Firearms Credit Child Custody/Adoption Housing Employment Government Benefits

Diminishing Population Veterans were overrepresented in our justice system, but this is changing.

Chat (1) Chat Type your answer in the Public Question box and press Enter to send Or, raise your hand to come off mute. In your experience, what percent of HVRP participants in your program are or were involved in the criminal justice system? Poll Answers: 0-20% 20-40% 40-50% 50-75% 75-100%

Online job applications are increasingly the job application of choice for employers.

Incomplete Information Multiple Entries Inaccuracies Cleaning Up a RAP Sheet Sealed Information Incomplete Information Multiple Entries Inaccuracies

The Truth Will Prevail… Know the Barriers Know your job seeker’s criminal record & correct errors Help them get RAP Sheet - costs can vary in States; State/National - $25/$8 non-profit Help them get Credit Report from 3 national companies - free http://www.consumer.ftc.gov/articles/0155-free-credit- reports

Chat (2) Chat Type your answer in the Public Question box and press Enter to send Or, raise your hand to come off mute. What do your justice involved veterans say are their 2 biggest problems to getting a job?

WORKING WITH VETERANS WITH A CRIMINAL HISTORY Outreach Veteran Justice Outreach Specialists Explanation of Criminal History Placement in Employment Balance of Working and Justice System Commitments

Outreach Municipal and County Veterans Courts Parole/Probation Offices Halfway Houses In Reach to Prisons and Jails

Veteran Justice Outreach (VJO) Specialists VJO Specialists reach in to the criminal justice system to ensure that eligible justice-involved Veterans have timely access to Veterans Health Administration (VHA) mental health and substance abuse services when clinically indicated, and other VA services and benefits as appropriate. Connect with your local VJO.

Teach the Justice Involved Jobseeker To… Introduce themselves to employers. Be upfront and honest. Express desire for the job. Take responsibility for his/her actions. Describe how s/he has changed. Summarize the key points of the job and thank the employer.

Explanation of History Veteran needs to know how to convey their conviction Tell the truth about the conviction Matter of Fact Be humble Take ownership of the conviction When explaining the conviction look at the person interviewing them Talk about who they were then and who they are now Employers understand that people make mistakes and can change The only difference between the veteran and the person interviewing them is the person interviewing them never got caught for the things they have done in their past

Coach Jobseekers To… Look interviewer in the eye. Describe work skills, assets, experience. Explain “who I am now” & bring documentation: Rehabilitation/Treatment; Education/Training (in or out of jail/prison); Community and voluntary service; and/or Church involvement and support. Bring bonding and Work Opportunity Tax Credit (WOTC) info & completed forms. WOTC information will be discussed in greater detail later on in the presentation

Placements Do not place justice-involved veteran in a job that is Monday-Friday 8AM to 5PM, without flexibility for appointments: The justice system is not flexible and does not have weekend hours in most states for meeting times or testing. Employer must be aware of veterans situation Most probation/parole officers will show up at the veterans job site There are some legal protections for applicants with criminal records at the federal law. For example, when employers have a third party run background checks, they MUST obtain the job seekers written consent.

What is your response to that employer? What are 2 things employers say they are concerned about in hiring a justice involved veteran? Thanks for coming in but…1. and 2. . discuss Raise your hand to come off mute. What is your response to that employer?

“It’s not just about developing a felon friendly employer list” http://howfelonscangetjobs.blogspot.com/p/incredible - list-of-companies-that-hire.html

Working aND Commitment to the Justice System JUSTICE SYTEM COMMITMENTS Reliable Meetings/Court Dates Dependable Drug/Alcohol Monitoring On Time Quality Worker Mandatory Classes Present Financial Obligations

Employers frequently ask on Applications: Have you ever been convicted of a felony? States that have passed laws to remove conviction history question on job applications: http://www.nelp.org/publication/ ban-the-box-fair-chance-hiring- state-and-local-guide/ To find out what states do not require criminal background checks for employment…this law prohibits employers with 15 or more employees from advertising in a job posting that applicants with a criminal history will not be considered for OR asking job applicants about their criminal histories during the initial job application process including on an employment application. This information can be asked of an employer ONLY after it has conducted an interview of the applicant. However the law does provide some exceptions e g. if the position is in law enforcement or if a criminal background check for that position is required by law (homeland security position for TSA). 11 states that removed this question from job applications for BOTH public and private sector employers and there are 20 states that have ban the box laws that apply ONLY to public employers.

Bonds4jobs.com Call Toll Free 1-877-872-5627 Provides bonds to employers, protecting them from employee dishonesty including theft, embezzlement, larceny. Employers receive FBP bonds free of charge as an incentive to hire justice involved veterans….5K dollar limit covering the first 6 months of the individuals employment. Bonds can be applied to ANY JOB, in ANY STATE and full or part time work including temp work Bonds4jobs.com is this website Call Toll Free 1-877-872-5627

Federal Bonding Program Funded by the US Dept of Labor Program information http://www.bonds4jobs.com State coordinators http://www.bonds4jobs.com/state‐coordinators.html Bond gives employers incentive to hire “at risk” individuals http://bonds4jobs.com

Chat (3) Chat Type your answer in the Public Question box and press Enter to send Or, raise your hand to come off mute. Have you ever helped a veteran use the Federal Bonding Program? IF SO, WHAT WAS YOUR EXPERIENCE LIKE?

Comments about the FBP from the Field “Catch 22” situation I don’t know how much time it takes to get a bond The bond is the employers’ responsibility, not HVRPs I think there is too much paperwork and employers won’t do it Employers just rather hire someone for whom a bond is not needed

Employer Candidates… Bond May be Most Useful Larger companies Limited customer contact Middle-skills jobs including office occupations Jobs with higher wages

Job Seeker Candidates Violent crime (crimes against persons) Longer criminal records Limited education Limited work history/experience Minority status

Work Opportunity Tax Credit Tax Credits Work Opportunity Tax Credit $2,400 for each adult hire from a target group Ex-felon hired w/in 1 year of conviction or release from prison https://www.doleta.gov/business/incentives/opptax/

https://justiceforvets.org/ Resources VA Programs: https://www.va.gov/homeless/vjo.asp https://www.va.gov/homeless/reentry.asp https://justiceforvets.org/ http://www.nationalreentryresourcecenter.org/ http://www.nicic.gov/owd

References Giguere, R. and Dundes, L. (2002). Help Wanted: A Survey of Employer Concerns About Hiring Ex-Convicts. Criminal Justice Policy Review, 13:4, 396-408. Harris, P.M. and Keller, K.S. (2005). Ex-Offenders Need Not Apply - The Criminal Background Check in Hiring Decisions. Journal of Contemporary Criminal Justice, 21:1, February, 6-30. Albright, Shelley. (1996). Employer Attitudes Toward Hiring Ex-Offenders. The Prison Journal, June, 76:2, 118-137. Gebo, Erika and Norton-Hawk, Maureen (2009). Criminal Record Policies and Private Employers. Justice Policy Journal, 6:1.

The Need Is Still There Even though there are fewer veterans in our justice system, there are many veterans who need our help. Bureau of Justice Statistics: in 2011-2012, approximately 181,500 veterans were serving time in correctional facilities. The legacy of high incarceration still ripples through our system.

Questions and Comments Concerns? Common misconceptions? Looking ahead.

CONTACT INFORMATION Cori Di Biase: Dallas Region Manhattan Strategy Group cdibiase@manhattanstrategy.com Cindy Borden: San Francisco, Philadelphia, and Atlanta Regions NCHV cborden@nchv.org Nicole LaCorte-Klein: Boston and Chicago Regions Atlas Research nlacorteklein@atlasresearch.us