A statewide ban-the-box law went into effect January 1, 2018, that placed limitations on most pre-conditional offer inquiries into an applicant’s criminal history, prohibits the consideration of certain criminal history information and creates a robust pre-adverse and adverse action process. Although the proposed law applies to employers with five or more employees, certain positions are exempt, such as those for a state or local agency or otherwise required by law to conduct a conviction history background check, among others. The law also details restrictions regarding the consideration of information, pre-decision response time and notification requirements.
