Resources for Finding New Employment After Serving Time for Domestic Violence

If you have ever served time for a domestic violence conviction, it may seem difficult to secure employment. Summit Defense explains that “even a first-time conviction can lead to serious consequences and affect your employment prospects, your good name, burden you with a permanent criminal record, impose a restraining order and compromise your immigration status.” We at Nolef Turns, Inc. recognize that the transition out of prison comes with difficult and unique challenges for each individual, and we are dedicated to helping educate you so that you can get back on your feet as easily and quickly as possible. Don’t let your past continuously hinder your future. There are resources to acquire quality employment with the presence of domestic violence on your record.

Contact Your State Agency

Your local state department of labor has an abundance of opportunities. The state seeks employers that will hire candidates with charges on their background. If eligible, employers will receive a Work Opportunity Tax Credit (WOTC) for hiring individuals from different targeted groups. Individuals with convictions of domestic violence are a part of the group.

To assist job seekers, the state will often hold affordable (sometimes at no cost) seminars and training courses. Finding employment can be competitive so it is highly recommended to take advantage of courses that are available. There are programs to assist with interview skills, resume preparation, and on the job training. Research your state programs and make the necessary connections to improve your future.

National Hire Network

This organization specializes in assisting ex-offenders with employment needs. The number of opportunities vary by state. They have a list of employers that are willing to overlook domestic violence convictions. National Hire is based on fair hiring practices and partners with companies to open doors of opportunity.

Federal Bonding Program

This program was established by the U.S. Department of Labor in 1966. At no cost to the employee or employer, Fidelity Bonds are given to companies to hire candidates that pose a potential risk. A Fidelity Bond is a type of insurance that covers losses that may be incurred by the commitment of fraudulent acts by specific individuals. Companies feel more inclined to hire a candidate with a background when the stakes are not as high.


It is tempting to deny that you have a complicated background but being dishonest will only prolong your search for employment. Honestly, truth is the best policy. It is not recommended to blatantly present the information during an interview. If an offer of employment is presented and the background portion is needed, be truthful. Sometimes, a company’s policy for hiring candidates with backgrounds varies from one person to the next due to the nature of the incident.

In some cases, the type of offense and the details of each case will be considered. If an employer asks for a statement about the situation, they are asking for clarification. This is your opportunity to show the employer that you can be upfront and forthcoming. Explain why the incident occurred and be remorseful about the situation if it is appropriate. No matter what, you want to remain genuine at all times.


In today’s economy, finding the ideal job is difficult for most of the population. If you take the time to develop your skills and use the various resources provided, you will put yourself on a path to success. Don’t let your mistakes define you and keep seeking advancement.

If you need more information, Nolef Turns, Inc. is here for you. For help on pre-release services, re-entry services, and post-conviction services, click here. We have a growing series of programs to help you succeed.

Works Cited:

What's the Difference Between Verification and a Background Check

What’s the Difference Between Verification and a Background Check?

There are two ways that employers check to see if those they’re looking to hire have any past criminal convictions. They do so through background checks. Verification services, on the other hand, are used to ensure the identity and information of an individual are legitimate.

Background Checks

A background check is when an employer or seller compiles information about an individual’s criminal records, financial records, and commercial records. Usually they are used for employment or the purchasing of a weapon, filing taxes, buying a car, etc. Employers use sites such as for a quick screening. But don’t worry, employers must ask for permission before running a background check on an individual when thinking of hiring them, as required by a long list of both national and state laws.

These screenings can show nearly everything; education, credit history, motor and license checks, criminal history, and so on. For the most part, employers only ask for a background check when an individual is seeking a job that requires higher security or a position of trust.

Verification Services

More commonly known as identity verification, these services are provided to authenticate the identity of physical documents, such as driver’s licenses or passports, as well as online documents like credit history, Social Security Numbers, or even W I-9 forms (Employment Eligibility Verification).

Not only are verification services used when an individual is seeking employment, but they’re also used for certain purchases. For example, an authentic ID must be presented to store clerks when purchasing tobacco, alcohol, and even lottery tickets. The most common form of an identification service are scanners at gas stations and liquor stores that are used to make sure that an ID is real. Almost never are Identity Verification Services used to check whether a person has committed a crime or has gone bankrupt.

Wiping the Slate Clean

Now that the differences in background checks and verification services have been established, there’s still the question of how to prevent criminal records from appearing on a background check (remember, IVS don’t show criminal records). Unless you have had your criminal conviction expunged and sealed, there’s almost nothing you can do to prevent a future employer from seeing your conviction.


Simply put, a background check is used to learn a person’s past while IVS are used to confirm a person’s identity.


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