I am very much impregnated with the vision of becoming successful within my community with the model of Second Chance Alliance, my named business for helping disenfranchised felons. I am in search, prayer and faith that this will materialize. If you are a felon who is being denied housing and employment and you have mental illness challenges or are just being alienated or ostracized due to the stigmas associated with being a “felon” have hope, keep hope alive we will prevail in getting you reintegrated with society and your families.
Reentry Matters: Strategies and Successes of Second Chance Act Grantees Across the United States
Judiciary Committee leaders in the House and Senate are renewing the effort to re-authorize the Second Chance Act.
Originally signed by President Bush in 2008, this law funds programs that help ex-offenders who are re-entering the community from prison. In mid-November, bills to improve the current program were introduced in both chambers with bi-partisan support (S.1690/HR 3465).
Language throughout the bill reinforces housing and homeless assistance as important elements of re-entry programming. The demonstration projects that could be funded are expected to target vulnerable re-entering populations such as people with behavioral health conditions and those experiencing homelessness.
The proposed re-authorization would make more nonprofit organizations eligible for grants, along with units of state and local government. Currently, efforts are focusing on adding co-sponsors to the bill.
What is a Reentry Council?
Reentry refers to the transition of individuals who are incarcerated in prisons or jails back into the community after release. Currently, there are reentry efforts emerging throughout the US and in California that employ evidence-based strategies focused on comprehensive planning and coordinated service delivery to increase the likelihood that individuals will make safe and successful transitions back into their communities after incarceration.
Reentry Councils, Partnerships, and/or Roundtables refer to groups that are organized to coordinate local reentry efforts. They may focus on: (1) sharing local reentry information and resources; (2) developing directories of local reentry services; (3) organizing collaborative reentry planning and policy development; (4) and/or encouraging public engagement in local reentry efforts. Membership in various Reentry Councils, Partnerships, and/or Roundtables may differ, though most aim to engage multiple community reentry stakeholders including local government agency leadership, community service providers, individuals who have been previously incarcerated and/or their family members, and other community leaders.
California Reentry Council Network Upcoming Events
February 6, 2014 8:30 am
Sacramento County CCP Meeting
February 6, 2014 10:00 am
CRCN Conference Call – AB 218 (Ban the Box)
February 27, 2014 12:30 pm
Sacramento Reentry Council Meeting
I am diligently looking for information from all types of models already in place as to allow my wife and I the maturity needed to get this vision of Second Chance Alliance into action in Riverside County. This is another program started to allow industry to help the disenfranchised of America:
What is the Joint Venture Program?
The Joint Venture Program (JVP) is responsible for implementing the Prison Inmate Labor Initiative, Proposition 139, passed by the voters in 1990. Under its provisions, private businesses can set up operations inside California correctional facilities and hire inmates. This includes only those businesses that are starting a new enterprise, expanding an existing business or relocating within California.
This unique relationship is a cooperative effort of private industry and the state of California benefiting businesses, victims, and the state while preparing inmates for successful reintegration into the community.
With over 95 percent of people in the nation’s state prisons expected to be released at some point1, officials at all levels of government recognize the need for initiatives to support the successful reentry of these individuals to their communities. For the estimated 60,000 youth incarcerated in juvenile detention and correctional facilities on any given day2, there is a particular urgency to help them avoid crime and improve their prospects for a successful future when released.
The program snapshots in this writing illustrate the positive impact these reentry initiatives can have by focusing on areas vital to successful reintegration back into the community, including employment, education, mentoring, and substance abuse and mental health treatment. Also highlighted are programs that address the needs of a particular population, such as women, youth and their families, and tribal communities. Representing a wide range of populations served, these programs also demonstrate the diversity of approaches that can address recidivism and increase public safety.
Head way has been accomplished with this piece of avocation. Ban the Box has great success in California and spreading through out the nation. We were on house arrest ourselves while taking part in this movement. We also introduced this bill to Congressman Takano and ask him to support us in getting it to Washington. Will you do your part to help us in getting change and reform in our communities?
Advocates against Felon Employment Discrimination Act ******************************************************************************SENATE OR HOUSE OF REPRESENTATIVES) OF THE UNITED STATES OF AMERICA
Introduced by: Advocates against Felon Employment Discrimination
Primary Sponsor: Maymie Chandler-Pratt
Secondary Sponsor: Aaron D. Pratt
1. The purpose of this bill is to stop the employment discrimination of felons throughout the United States.
2. The (Senate or House of Representatives) of the United States of America hereby enacts as follows:
3. SECTION 1:
4. This act shall be known as the Advocates against Felon Employment Discrimination Act
5. SECTION 2:
6. Reinstate people with felonies their right to work, and modify the hiring requirements in
7. companies from the unrealistic term of 7 to 10 years to 2 to 5 years for felons who are willing 8. and able to earn an honest living wage and are skilled in those areas of work.
9. SECTION 3:
10. Require companies to hire people with felonies after a period of 2 to 5 years after said
11. person(s) have finished parole, have successfully complied with terms of release as presented 12. by the parole board; (Drug Rehabilitation, boarding house residency, random drug testing) 13. and have demonstrated a desire to work by enrolling in classes to improve their work skills 14. and moral turpitude.
15. SECTION 4:
16. Require companies to at least have bonding agents and resources within the HR department 17. which will allow companies to be compensated with tax write offs as an incentive to hire felons.
18. SECTION 5: Funding
19. The cost of the implications of this proposal should not exceed the amount of $1,000,000.00 20. dollars. Funding for this bill will come partly from the Advocates against Felon Employment
21. Discrimination Act fundraising committee and participating government programs.
22. SECTION 6: Regulations
23. The EEOC has historically taken the position that an employer’s policy or practice of
24. excluding individuals from employment because they have criminal conviction record is
25. unlawful under Title VII of the Civil Rights Act of 1964 unless the policy or practice is
26. justified by a business necessity. If the information was
27. erroneous or the conviction was not job-related, employees and applicants have a right to file 28. a discrimination claim with their state equal employment opportunity agency.
29. The government will impose sanctions on companies which are offering employment that
30. have no direct correlation with the crime that was committed by person’s applying for a job if 31. they don’t hire a person with a felony on their background that is older than 2 to 5 years.
32. All offenders:
33. For most offenders it is difficult to prove that a possible employer illegally discriminated 34. against them even with an expungement. In California an individual’s criminal history is
35. never erased, but rather erases the word “Conviction” and replaces it with “Dismissed in Furtherance
36. of Justice” in the disposition.
37. Constitutional issues:
38. The Fourteenth Amendment to the United States Constitution explicitly permits felon 39.disenfranchisement, but it has been pointed out that constitutional approval of felons’ political 40. powerlessness is not the same as constitutional approval of government prejudice toward the 41. politically powerless. Such prejudice may violate the Equal Protection Clause, which contains
42. no provision authorizing discrimination against felons. A “discrete and insular” minority 42. 43. subject to prejudice, in particular, may be considered particularly vulnerable to oppression by 44. the majority, and thus a suspect class worthy of protection by the judiciary.
45. SECTION 7: Penalties
46. The penalties for not hiring a person with felonies older than 2 to 5 years on their background 47. and who are willing to work and are skilled in that field or position will be a fine of $5000.00 48. dollars and or if the information was erroneous or the conviction was not job-related, 49.employees and applicants information was erroneous or the conviction was not job-related, 50.employees and applicants have a right to file a discrimination claim with their state equal
51. employment opportunity agency. If a felon is bonded by a company and hired on, and is later found to not be in compliance with the bonding agreement he/she shall be terminated.
52. SECTION 8: Definitions
53. Equal Employment Opportunity Commission:
54. The U.S. Equal Employment Opportunity Commission (EEOC) is a federal law
55. enforcement agency that enforces laws against job discrimination. The EEOC investigates 56.discrimination complaints based on an individual’s race, color, national origin, religion, sex, 57. age, disability, genetic information and retaliation for reporting, participating in and/or 58.opposing a discriminatory practice. The EEOC also mediates and settles thousands of 59.discrimination complaints each year prior to their investigation. The EEOC is also 60.empowered to file discrimination suits against employers on behalf of alleged victims and to 61.adjudicate 58.claims of discrimination brought against federal agencies.
62. Moral turpitude: A legal concept in the United States that refers to “conduct that is 63.considered contrary to community standards of justice, honesty or good morals.” As of 1998, 64. seven states absolutely barred felons from public employment. Other states had more narrow 65. restrictions for instance, only covering infamous crimes or felonies involving moral turpitude.
66. Over inclusive: Relating to legislation that burdens more people than necessary to accomplish
67. the legislation’s goal. Some laws have been criticized for being over inclusive; for instance, a 68. law banning all ex-offenders from working in health care jobs could prevent a person 69.convicted of bribery or shoplifting from sweeping the halls of a hospital. The law in Texas 70. requires that employers consider things like the nature and seriousness of the crime, the 71.amount of time since the person’s committed the crime, and letters of recommendation all be 72. taken into account even when the applicant has a felony.
73. SECTION 9: Effective Date
74. This bill shall take effect approximately and at a minimum of 1 year after passage before the 75. law is implemented.
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