Seattle City Council proposal dramatically changes state law on hiring

By Jan Teague, President/CEO

Last week WRA sent a letter to the Seattle City Council voicing strong opposition to a proposal that would limit the ability of employers to use background checks with making hiring decisions.  The employer must first make a hiring offer and then do a criminal background check.  At that time, the employer is required to talk with the potential employee about the crime and make a decision.  This idea is a lawsuit waiting to happen.   Proposed ordinance 117583 threatens the financial security and physical safety of Seattle businesses, their customers, and their employees.

The city wants to find jobs for ex-convicts who go back into jail all the time.  They think that if they get a job, they won't continue their illegal activities.  That seems like a big leap to think a job will cure criminal activity. 

If the crime is theft, why would we want to hire this person?  If the crime is violent, could we even figure out how to work with an explosive type employee?  If the crime is drugs, is there proof that a job will change that behavior or will it just fund the drug habit?  If they steal cars for a living, will a job after they get out of jail change their behavior or just give them cover until the next theft opportunity presents itself?  The city council may think they can lower their jail costs or their other local social services costs with this idea, but I think it would be a marginal change for them and a significant risk for our businesses.

Social engineering is certainly a rampant activity in Seattle.  Many people who live in Seattle are proud of their extreme liberalism on a long list of issues.  But this one takes the cake. 

I would suggest that if you have a store in the City of Seattle, you send a letter of concern asking them to give up this idea.  There is no proof it will help an ex-convict not to re-offend.  We have lots of proof in our stores of retail crime, drug related violence, employees and customers being hurt and other stories of crime problems.  Tell them a story or two and ask them if they want us to knowingly hire these people and risk harm to our other employees and customers. 

Take the time to do this letter.  You can see our letter by clicking here.