Massachusetts recently issued amended regulations governing use of the Department of Criminal Justice Information Services' (DCJIS) database of information. These changes will impact employers that obtain criminal records provided by the DCJIS.
As we turn the calendar to April, state legislatures are starting to hit their stride. Bills introduced earlier this year continue to advance, with more than 400 labor and employment-related measures remaining under consideration across the nation.
California assembly members recently introduced a bill containing new state-wide restrictions on an employer’s ability to make pre-hire and other employment decisions based on an applicant or employee’s criminal records, including a ban-the-box component.
Statehouses across the country continue to propose legislation at a frenzied pace. In February, as in January, more than 500 bills concerning labor and employment issues were either introduced or addressed in some fashion.
This Insight highlights the various ways in which ban-the-box laws impact an employer’s use of criminal records for hiring and other employment decisions.
Recently, the California Fair Employment & Housing Council approved regulations that identify numerous ways in which employers can face liability when using criminal history in hiring and other employment decisions.
On February 15, 2017, District of Columbia Mayor Muriel Bowser signed a bill prohibiting, with limited exceptions, employers’ use of or obtaining a job applicant's or employee's credit information for employment purposes.
On January 20, 2017, the U.S. Court of Appeals for the Ninth Circuit became the first appellate court to rule on the lawfulness of a liability waiver in a FCRA disclosure.
Los Angeles’ mayor is expected to soon sign the Fair Chance Initiative for Hiring, which will prohibit most private sector employers from inquiring into a job applicant’s criminal history until after making a conditional offer of employment.
