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Hiring Policies Regarding Individuals with Convictions


Last Reviewed: 29-Jun-2017
Article ID: 000015146

The existence of a criminal record does not automatically bar an applicant from employment. In determining how a conviction affects an applicant's employability, Intel considers:

  • Nature and gravity of the conviction
  • Time elapsed since the conviction
  • Nature of the job in question

Intel also conducts an individualized assessment by informing the applicant that they may be excluded due to a prior conviction. We consider relevant information about the conviction, provided by the applicant. This information includes, but is not limited to:

  • The circumstances surrounding the conviction
  • The number of offenses that resulted in a conviction
  • The age of the applicant at the time the offense was committed
  • The length and consistency of employment or education since the conviction
  • Other rehabilitation efforts

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