Outcare Western Australia > Crime Prevention in Action

What is Outcare? Vision statement Aims & Objectives Philosophies Outcare Strategic Plan Images of Outcare What our clients say about us Links to associated agencies Employment at Outcare Forms Constitution Privacy Statement

Why Should Employers Consider Convictions Discrimination Myths About Employing People With Records The Recruitment Process Assessing A Conviction Recruitment Literature Interviewing Selection for Employment If Undisclosed Convictions are Revealed References State and Federal Legislation e.g. of a rejection letter on criminal conviction e.g. of a rejection letter on skills and experience Useful addresses Outcare Employment & Training Human Rights & Equal Opportunity

Action you may need to take after Prison CentreLink: Ten communication tips CentreLink payments Changes to prison release payments Changing your name Child support information and requirements Criminal record & deportation issues for migrants Extraordinary Driver's Licence Housing Issues Insurance Power of attorney Problems with infingements? Spent convictions, dealing with old convictions Superannuation Tax returns The Statute of Limitations Act Your credit rating

Donating Sponsors & Sponsorship Client Case Studies

Becoming a member of Outcare Volunteering at Outcare Volunteer Positions and Application Form

Annual Reports Newsletters Press Releases Policy

These offenders are distributed across all sections of our society. The range of convictions is enormous, from extremely serious to very minor. However, the prejudice which many exoffenders face when applying for employment encourages them to not disclose their record to employers. Most employers will have recruited exoffenders without knowing. In the vast majority of cases, this will not be a problem.

For some employers, and for whole occupational sectors, a person's criminal convictions may be of little importance in assessing suitability for vacancies. For other employers, and for certain jobs, it may be important that applicants disclose any criminal conviction, so that judgement can be made on its relevance to the job applied for.

Employers want to employ the best possible person for each job in their Company. This guide is aimed at assisting employers to do just that.

The term, exoffender, is used in this guide to refer to people who have been convicted of a criminal offence, and who have fulfilled their sentence, or paid their fine, or completed whatever punishment had been ordered by the Courts.

THE HUMAN RIGHTS AND EQUAL OPPORTUNITY COMMISSION ACT 1986

The Human Rights and Equal Opportunity Commission's jurisdiction covers Commonwealth Government authorities, State Government authorities, and the private sector.

This legislation specifies that discrimination on any of the following grounds is unlawful and complaints can be received.

Sex
Marital status
Pregnancy
Race
Religious and political conviction
Impairment
Sexual harrassment

Since the January 1, 1991 amendments, the Act also covers:
Age
Medical record
Criminal record
Sexual preference
Trade union activity

Discrimination in the following areas of public life is unlawful:
Applicants and employees · Professional or trade organisation
Contract workers
Qualifying bodies

Site Map s