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Statement of Facts- Narrative Explaining Difficult Situation to Potential Employer or State Licensing Agency

So, you’ve just been offered a face-to-face interview for your dream job. The hiring manager has spoken to you on the phone and thinks you’d be a perfect fit for the role. After a successful interview, the only thing they’ll need from you are your previous work references (not a problem because you’ve always been a fantastic employee) and a signed declaration that states you’ve never been convicted of a crime. You stop as the usual dread starts to sink in. What about the DUI six years ago?

You would think that a minor offence like a DUI, committed all those years ago, could not affect your job prospects. However, the fact remains that employers are unlikely to look favorably on candidates the law states as having a criminal record. And they are even less likely to investigate the specific details surrounding charges against you. Unfortunately, it’s more often a straight mark against your name. The hiring manager now says, “We have to wait for the background investigation to be complete, before we can finalize your offer” – keep waiting. With a tight labour market – ghosting can still exist.

This issue becomes even more concerning when you consider that a ‘criminal record’ includes a summary of all charges that have ever been made against you – even if they were dropped or dismissed.

In instances where you are applying for a job and that ‘criminal’ question comes up (more than 80% of employers now run background checks on candidates), you need to arm yourself with the very best resources to overcome this hurdle. After all, this is your career and essentially your livelihood at stake.

Across the US, many companies and individuals hiring staff are now conducting background checks that determine if a person has a criminal record. Whilst this is understandable in circumstances such as a school hiring new teachers, it does present challenges for applicants who may have minor, unrelated charges on their record.

If an employer is challenged on asking for a person’s record, all they need to do is demonstrate that it was a business necessity to make such a judgement. And as you can see, the term ‘business necessity’ is too general to be used when assessing all prospective employees across all job roles.

It is also important to note that many employers justify their need to ask about a criminal record as a method to avoid being sued for negligent hiring.

According to US law, there are circumstances where an employer could be deemed as negligent if they knowingly employee a person that is classified as unfit for the role. By first asking if a candidate has a criminal record, this protects an employer if the employee then harms another person while working. Additionally, an employer may be denied insurance payouts if they employ someone who then goes on to commit a fiscal crime that could have otherwise been predicted given the employees criminal record.

So, when viewing from this context, it’s understandable that most employers would ask the question to all prospective employees. However, this doesn’t serve to ease the frustration and anxiety of hard-working job seekers who may be adversely affected.

So, what exactly should you and do you tell an employer about your criminal record? And how do you go about framing and wording this in best possible way?

There is in fact a better method of explaining your circumstances to a prospective employer before an interview. It what’s known as a Statement of Facts.

A formal Statement of Facts is akin to a cover letter in that it introduces you to an employer and highlights your skills and suitability for a job role. The difference though, is that it contains an honest and accurate summary of the crime contained in the criminal record. In addition, it focuses on what you’ve since been doing to improve your life and atone for the crime.

An effective Statement of Facts needs to be concise, expertly written and specific to each job that you’re applying for. It needs to detail the facts surrounding the crime in a manner that will engage and resonate with the reader. Most importantly, it should help the reader understand the applicant’s point of view.

By presenting a properly written Statement of Facts, an applicant will substantially increase the chances an employer will consider them for a job. It will paint a more defined picture of the applicant, their character and their strengths; than simply another applicant with a ‘criminal record’.

Our professional staff will take the time to get to know you and hear YOUR side of the story. We can tailor an optimal Statement of Facts that addresses your strengths in an easy to read and informative manner. What’s more, our services are affordable – meaning that more people can now engage with prospective employers.

At Florida Electronic Fingerprinting Services and Background Screening Services, we understand that it can be challenging applying for work when you have a criminal record. That’s why we’ve created a service that can better explain you, your circumstances and the value to which you can provide a prospective employer.

Contact us TODAY to find out we can prepare a Statement of Facts that will vastly improve your chances of securing more meaningful employment.

WHY is the FBI in our Adoption?

Adopting a child brings immeasurable joy to the lives ofa child and their new parents. Both the adoptee and adopters can enrich each other’s lives with laughter, happiness and unconditional love. In the US, the process that couples must go through in order to adopt a child is rightfully very strict. Whilst this process is complex and multi-layered, an increasing number of Americans are now seeking to adopt – both in the US and abroad.

Before they can adopt, US citizens must submit a raft of documentation that supports their claim of suitability to adequately raise a child. This will cover factors including a detailed financial and employment analysis.As a further means of highlighting one’s character and suitability to raise a child, people wishing to adopt a child from a foreign country – as well as most parts of the US – will need to submit a copy of their official FBI Criminal report.

This process is performed by what’s known as an FBI Channelling Agency. An FBI-approved channeler has an authorized contract with the FBI to act as the ‘middle-person’ between the FBI and those seeking to adopt. An FBI-approved channeler is tasked with submitting fingerprints to the FBI and then collecting the relevant FBI criminal history record information.

In the case of those applying to adopt a child, people are nearly always asked to submit a Certificate of Good Conduct or Lack of Criminal Record. These can be derived from a person’s official FBI criminal report. An FBI criminal report is often purely a summary of an individual’s arrests and convictions. However, it must be emphasized that any major run-ins with the law or serious misdemeanours will be displayed in an FBI criminal report.

For Americans that wish to adopt a child from a foreign country, the process requires further steps to be enacted. As well as submitting an FBI criminal report through an FBI-approved channeler, applicants must go through either a Hague or Non-Hague (orphan) review. This depends largely on the country of the adoptive child.

Individuals or couples wishing to adopt must also be US citizens and habitually reside in the United States.

The Hague Adoption Convention is an international treaty that implements crucial protective mechanisms to ensure the best interests of children, birth parents and adoptive parents.

Prospective adoptive parents must first select a Hague accredited Adoptive Services Provider. An adoptive services provider (ASP) must be legally authorized to offer adoption services in lieu of a Hague adoption. An ASP is then tasked with assisting those wishing to adopt with a Hague adoption.

A Hague accredited ASP is further required to perform what’s known as a home study. A home study ascertains whether the home environment is safe and suitable to meet the needs of an adopted child. This will observe factors that determine the living conditions inside a home and the standards to which a child can be safely raised.

After a prospective adoptive parent has chosen a Hague accredited ASP and obtained a home study from someone authorized to complete a Hague adoption home study, they must apply to the USCIS (US Citizenship and Immigration Services) to determine their suitability for intercountry adoption. This process involves the prospective adoptive parents submitting Form I-800A (Application for Determination of Suitability to Adopt a Child from a Convention Country) to the USCIS to establish their eligibility.

If the person wishing to adopt is married, then their spouse is also required to sign Form I-800A and must intend to adopt any child whom they adopt. If a prospective adoptive parent is not married, then legal requirements state that they must be at least 24 years of age when filing Form I-800A.

Once the USCIS has approved an application, a prospective adoptive parent then works with an ASP to obtain a proposed adoption placement.

Before a person can formally adopt the child, they must file Form I-800 on behalf of the child to be adopted. The child must be under 16 at the time of filing Form I-800, habitually reside in a convention country, and be classified as eligible for intercountry adoption by the Central Authority of that country – having obtained all required consents for adoption.

Only once a proposed adoption placement has been finalized, can a prospective adoptive parent then file a petition with the USCIS. This petition seeks to determine an adoptive child’s eligibility to immigrate to the US – as based on the proposed adoption.

After these motions have been approved, an individual or couple can adopt the child, or obtain custody of the child to adopt them in the US.

The final step in this process is for adoptive parents to obtain an immigrant visa for the adopted child and then bring the child to the US for admission with the visa.

The process for adopting a child within the US is governed by a set of strict guidelines. For US citizens wishing to a adopt a child from overseas, this process remains complex. If you and your partner are considering adopting a child, there are supports in place to fast-track this process and provide you with ongoing information and assistance.

Give Yourself a Voice in the Hiring Process with a Statement of Facts

Give Yourself a Voice in the Hiring Process with a Statement of Facts

Even if you have done everything you can to turn your life around after being convicted of a crime – even a relatively minor offense – it can be very difficult to get a job, because whether it is fair or not that criminal record will often hold you back.

In ‘the old days’ it was a common practice for job applicants with a criminal record to ‘take a chance’ and lie on their application form, as they were fairly secure in the knowledge that they would not be found out. Times, however, have changed, and with approximately 80% of employers now conducting formal background checks before making a hire such tactics are no longer an option. And it was never a good idea anyway because were the applicant found to have lied after they were hired, then that lie was certainly grounds for dismissal.

So what is the answer? Anyone with a criminal record has likely experienced rejection because of their criminal record, no matter how much they have changed or how qualified they are for the position they apply. While there is no guarantee it will work every time is one effective way to address the situation is with a well-prepared statement of facts, or SOF as it is often called.

What is a Statement of Facts?

No doubt whenever you apply for a job you include a cover letter along with your resume. It’s standard practice to do so and even in the age of email and Internet-based applications that’s still the case.

In that cover letter, you no doubt highlight all the things that make you especially suited for the job, and offer a short and concise ‘argument’ for hiring you versus other candidates. A Statement of Facts does a similar thing and is used in a similar way.

The difference between a standard cover letter and an SOF is that it offers an honest and accurate accounting of the crime that the prospective employer is inevitably going to discover as a part of a background check. That background check will only reveal the record, not the story behind it or your behavior since. A Statement of Facts gives you the chance to do that, giving you a voice in the hiring process that you really never had before.

What Makes for an Effective Statement of Facts?

When explaining your criminal past it is easy to get a little carried away and sound resentful and angry, which you very well may be. Losing a chance to secure a great job just because of something that happened twenty years ago is not fair, but it’s also often the reality of the situation.

To be effective, an SOF needs to be concise and well-written, presenting the facts in a positive light while also highlighting the reasons why you would make the best hire. This, for many people, will call for the services of a professional, someone who is experienced in creating these kinds of statements. It’s an extra expense sure, but one that is well worth making, and will certainly be more effective in helping you get the job you want than a fancy colored resume, an expensive new interview outfit or one of the many other ‘tricks’ job applicants are often advised to use today.

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