The Employer Guide
Incentives, resources, and safeguards for second chance hiring in Arkansas. Built for employers who want results, stability, and accountability.
Second chance hiring is not lowering the standard. It is building the right structure.
Employers are often told to be afraid of hiring people with records. But fear by itself is not a hiring policy. A real policy looks at incentives, safeguards, supervision, role fit, individualized assessment, and workplace accountability.
This page gives employers a starting point. It shows what tools may already exist, what protections may be available, and what steps can help employers make informed decisions instead of blanket decisions.
This is the part people miss. Employment stability is public safety work. When people can work, support themselves, and stay accountable, the whole community benefits.
Work Opportunity Tax Credit
The Work Opportunity Tax Credit is a federal tax credit available to employers who hire qualified individuals with felony convictions.
Up to this amount per eligible hire.
First year wages up to $6,000.
Partial credit may apply when hours fall in this range.
This is not just about giving someone a chance. There may be a federal incentive attached when the employer follows the process correctly.
Federal Bonding Program
The Federal Bonding Program provides no cost fidelity bonds that protect employers against employee dishonesty during the first months of employment.
Coverage
Coverage is typically $5,000 to $25,000.
First Months
Bonds generally cover the first 6 months of employment.
No Cost
There is no deductible and no cost to the employer.
This matters because some employers say risk is the reason they will not hire. The bonding program directly answers part of that concern.
Employer considerations when someone is under supervision.
Employment stability is often legally required. Job loss can trigger sanctions. That means the employer is not the only accountability point. There may already be an external supervision structure in place.
Employment
Mandatory employment or job search requirements may apply.
Check ins
Regular supervision check ins may be required.
Testing
Drug or alcohol testing may apply when ordered.
Consequences
Violations can have immediate consequences.
Do not build fear into the hiring policy.
Background checks
Background checks should follow EEOC guidance. Employers should understand what they are reviewing and how the information relates to the job.
Blanket felony exclusions
Blanket felony exclusions may create legal risk. A policy that automatically excludes everyone with a record can ignore role fit, time passed, rehabilitation, and individual facts.
Individualized assessment
Individualized assessments are recommended. That means the employer looks at the person, the role, the record, the timing, the relevance, and the actual risk.
The simple version employers can actually use.
Click each box as you review the steps.
Start with the official sources.
Tax credit resources
Bonding and workforce resources
Second chance hiring is not about ignoring risk.
It is about refusing to confuse a record with the whole person.
Federal tax credits, bonding protection, workforce partners, supervision requirements, and individualized assessments can help employers make more informed decisions.
Blanket exclusions treat every record the same. They do not account for the job, the facts, the timing, the person, or the actual relevance.
Stable employment can reduce instability, support accountability, help families, and strengthen communities. People cannot rebuild without access to lawful work.
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