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"OLD DRUG CONVICTION SOMETHING TO HIDE IN NEW JOB SEARCH? READ ON!"

Dear Kathryn:

In my first life, (twelve years ago to be exact), I was convicted for possession of cocaine. The experience scared me enough that I left the habit behind along with my youth.

I've stayed with this one employer for the last eight years but have now begun to interview for some interesting management positions that require credit, criminal and extensive background checks. That dreaded question "have you ever been convicted…" scares the daylights out of me and I don't know whether I should lie or not. If I don't, I feel like I am ruling myself out before I'm even considered for the job.

What should I do? Help, quickly, I've got a number of good interviews scheduled and want to handle this next step in the best way. I feel like I am paying again for what I did years ago.

DAVID P., Waterbury, CT

Dear David:

I can appreciate your feelings of "paying again" for deeds done long ago but this is not the time to be anything but honest. Just imagine the reaction of the employer when they receive news of the conviction from a reporting agency instead of you!

In discussing this further with Atty. Brian Clemow of Shipman & Goodwin, we both agreed there was a strong likelihood your previous conviction would be uncovered with the employer's background/criminal check. The best way to handle this is to be upfront with the employer. At the close of the first interview, if you are interested in the job, briefly explain there was an incident you've not repeated and point out the squeaky-clean record you've established since the conviction. Emphasize the accomplishments and talents you're aiming to bring to the new job.

If you choose the coward's way out and your employer finds out after the fact, he'd not only have cause to terminate you but, in some cases, he would be compelled to do so. One reason why your employer would feel it necessary to terminate you, besides his/her own personal feelings, is this--their insurance carrier would not protect them from damage caused by an employee they continued to employ after knowing he had lied about a felony conviction on his application.

Your only other option is to steer clear of medium and larger employers where the likelihood of the application posing the question is strong. Smaller employers sometimes don't bother with applications and the question of previous convictions does not come up. The anticipation of the "come clean" part of the conversation is worse than the reality. Practice aloud a concise statement explaining the incident.

Good luck.

Dear Kathryn:

I'll be graduating from high school next May and have hives just anticipating the college visits my parents have planned for me. As my grades have been very good and I can most likely get a partial scholarship, my parents assume I'd be excited to get to college. Honestly, I'm not confident that I am ready to take college seriously at this point and would probably change my major six times in the first year. Because I have no real direction as to what I want to do, I feel guilty about the money being spent in addition to incurring student loans I would have to pay back.

Look at the numbers of millionaires out there that barely finished high school, never mind skipped college! Help me buy some time before I get pushed into a direction I'm dreading.

GARY S., East Hartford, CT

Dear Gary:

Wow-I can feel your fear of flying the college course from a hundred miles away! Given your anxiety combined with indecision about any real interest and direction, I feel taking a year off before plunging into college would be a good bet. In addition, the myth that college is the secret of success is precisely that-a myth.

There are more options than ever for new grads, and postponing college is one of them. You very well may be ready year or two down the road or possibly never at all, but that does not mean you're doomed to failure. Options you might consider tackling this year could include internship programs and technical training that would give you a taste of different businesses.

In addition, you might consider the military as an alternative. While your parents are probably cringing upon reading this last suggestion, reality is Uncle Sam is handing out some career training and college tuition options that are mighty attractive. No matter what your next step, be sure to include some intense exploration of potential career directions by visiting with admissions counselors, teachers, and-importantly-any successful person in any field. Ask them detailed questions about what they did to get to the position they now hold; the hurdles they jumped, the mistakes they made and what they'd change in their career steps.

Knowledge is power and combined with some hard-core real life experience, my bet is you'll be a more confident of any decision regarding college, a year from now.

One last suggestion-check out the book Success Without College by Linda Lee. It's worthwhile.

Dear Kathryn:

As the operations manager of a medium sized company, I've worked hard to instill the feeling we truly care about each of our employees. Because of this show of concern, we've been lucky to maintain a really stable workforce. However, this year I know we'll be facing some temporary layoffs. There's always a slowdown during this period but we always gear right back up in a few months.

In this tight job market, I'm dreading having to layoff good workers only to have to scramble for new hires come the fall.

Any innovative suggestions to try and get back those that I'll be laying off next month?

DAN G., Bristol, CT

Dear Dan:

Assist your soon-to-be-laid-off employees by introducing them to some reliable temp agencies. Make the promise that if they do temp work for the anticipated four-month layoff, you'll reimburse them upon return to you for the COBRA they've paid during their absence. I've seen this work very effectively as the employee enjoys the change of scene the temp job offers, without having to take time off from the temp assignment to look for new employment.

You need to "think creative" by exciting your employees to have a vested interest in coming back, whether it be a small "return to work bonus" or paid-back COBRA costs.

Your gain is that you'll have no recruiting to do or worries as to the potential of new, unknown hires.