Rebuilding Lives. Strengthening Communities.

Engage employers to devise effective hiring incentives and retention
strategies.
Recommendation
MAYORAL POLICY CAUCUS ON PRISONER REENTRY
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Issue
To successfully place released prisoners into jobs as soon
as they leave prison, education and employment agencies
must have established strong relationships with employers.
Many employers are admittedly hesitant to hire
former prisoners, but some indicate a willingness to do so
with appropriate incentives (e.g., insurance against any
potential legal liability) and interventions (e.g., case managers)
88 to work with the employee and help avert any
problems. These incentives and interventions need to
address concerns of employers about the perceived risks of
hiring individuals who were formerly incarcerated and
provide former prisoners with necessary job training,
placement and supports. 89
If employers are not incorporated into the workforce
development discussion—if they are not asked what
works and what does not work from a business
perspective—then they will continue to be reluctant to
employ released prisoners.
Solution
Listening to and learning from employers on issues ranging
from job readiness to retention concerns is a critical
step in crafting long-term solutions.
The City, through the Chicago Workforce Board, the
Mayor’s Office of Workforce Development, the
Department of Business Affairs and Licensing, the
Chicagoland Chamber of Commerce, World Business
Chicago, the Civic Committee of the Commercial Club,
and other partners, should solicit employer feedback
(either through surveys or focus groups) to better understand
and manage issues of hiring and retaining formerly
incarcerated individuals.
As a result of these conversations, the City should form a
“Business Leadership Group” with private employers to
identify potential strategies for employing these individuals.
This group could serve as an incubator for innovative
ideas, act as a peer exchange network, and host educational
forums for the broader business community.
This employer group, along with City departments (e.g.,
Budget, Law, Planning and Development, Procurement,
Revenue, Business Affairs and Licensing, and the Mayor’s
Office of Workforce Development) should explore options
of creating local business incentives to supplement the
Federal Bonding Program and the Federal Work
Opportunity Tax Credit. Under the Federal Bonding
Program, the Illinois Department of Employment Security
issues bonds of $5,000–$10,000 with no deductible for
up to one year in case of theft or damage by an “at-risk”
employee. 90 Under the Work Opportunity Tax Credit,
employers receive up to a $2,400 federal income tax
credit for each low-income person on their payroll who
has a felony record and who is within one year of conviction
or release. 91 More employers should be urged to take
advantage of these existing incentives. During fiscal year
2004–05, only 34 bonds were issued 92 and approximately
579 individuals were certified as former prisoners for tax
credit purposes in Illinois. 93 Employers should provide
advice as to what supports are needed, what financial and
business incentives should be provided to encourage them
to hire qualified men and women with criminal records,
and what rewards and recognition should be given to
employers willing to hire these individuals.
“Sustained employment keeps me from
going back to street crime. It’s about
learning to love what you do . . . you
can’t say that about dealing. You may
love the money, but you don’t really
love what you’re doing for it. But my
biggest accomplishment goes beyond
my paycheck. I have an 18-year-old
daughter. I missed out on six years
of her life, but she’s proud of me now.
That’s the best.”
Lafayette Haynes
Spent seven years in prison for drug crimes and currently has been
employed for over one year with a wood design company