A DESCRIPTION AND ANALYSIS IS GIVEN OF THE ARTIFICIAL BARRIERS TO EMPLOYMENT FACING THE OFFENDER. IT IS SHOWN THAT MUCH OF THE INFORMATION PROVIDED BY ARREST RECORDS IS IRRELEVANT AND IMPROPERLY USED. THE SUITABILITY OF THE APPLICANT CAN BE DETERMINED BY THE USE OF MORE RELEVANT INFORMATION SUCH AS HIS/HER WORK HISTORY. IT IS CONCLUDED THAT THERE ARE TWO AREAS IN WHICH DISCRIMINATION OF THIS SORT CAN BE FOUGHT: BY CHANGING EMPLOYERS' BELIEFS IN THE RELEVANCY OF CRIMINAL RECORDS, AND BY LIMITING THE AVAILABILITY OF CRIMINAL RECORDS TO EMPLOYERS. NUMEROUS RECOMMENDATIONS ARE MADE FOR ACTION BY THE DOL THROUGH THE PUBLIC EMPLOYMENT PROGRAM UNDER CETA, THROUGH COORDINATION OF OTHER DOL ACTIVITIES SUCH AS JOB COPS AND BUREAU OF APPRENTICESHIP AND TRAINING, THROUGH WORK WITH OTHER FEDERAL AGENCIES TO INCREASE ACCESS TO FEDERAL CIVIL SERVICE EMPLOYMENT, STATE AND LOCAL GOVERNMENT EMPLOYMENT AND PRIVATE SECTOR EMPLOYMENT UNDER THEIR JURISDICTIONS. THE DOL SHOULD CONTINUE EFFORTS TO ENCOURAGE REPEAL OF STATE AND LOCAL GOVERNMENTAL BARRIERS TO OFFENDER EMPLOYMENT, TO INFORM EMPLOYERS OF THE ILLEGALITY OF PRESENT BARRIER PRACTICES. IT SHOULD ALSO WORK WITH THE CRIMINAL JUSTICE SYSTEM FOR THE DEVELOPMENT OF NEW MANPOWER LINKED CRIMINAL JUSTICE MODELS, AND TO LINK MANPOWER SERVICES WITH BAIL AGENCIES OR PROBATION. FURTHER RESEARCH SHOULD ALSO BE DONE ON EMPLOYER DISCRIMINATION.