Showing Posts In "Criminal Records" Category

The Many Pros and Fewer-Than-Expected Cons of Hiring Ex-Cons

The topic of hiring the 626,000 people released from prison every year in response to the 3.9 percent unemployment rate is sparking passionate debate in offices across the United States. With both positive and negative stories regarding the hiring of ex-cons, global background check and identity screening company InfoMart offers a few thoughts on the […]

Ban the Box Turns 20: What Employers Need to Know

It’s hard to believe that the ban the box movement began 20 years ago, when Hawaii passed a law restricting employers form considering candidates’ criminal history until a job offer had been made. Since then, similar laws have been enacted in 33 states and more than 150 cities and counties. Many HR professionals have found […]

San Francisco’s Amended Fair Chance Ordinance Takes Effect with Updated Notice Requirements

On the 1st of October, Fair Chance Ordinance (FCO) amendments made changes to the way it regulates employers’ use of applicants’ and employees’ arrest and conviction information. These changes include the restriction from asking about, requiring disclosure of and using an applicant’s or employee’s arrest and conviction information until after the employer makes a conditional […]

How Ban the Box Has Helped and Hurt the Job Prospects of People with Criminal Records

The more than 70 million men and women with criminal records in the United States often face challenges in finding employment. The Ban the Box (BTB) movement aims to address this problem by removing the need to report a criminal past on an application before even getting a chance to secure an interview. Some studies, […]

Thousands of Offenses Were Not Entered into Database

Missing fingerprints were to blame for more than 675,000 offenses not being entered into Virginias main criminal record database. Defendants were found guilty in around 58 percent of the cases, according to a recent Virginia State Crime Commission report. The Central Criminal Records Exchange requires fingerprints be included with the final court outcome in order […]

Uber Will Run Criminal and Driving History Checks for Every Driver Every Year

Uber has announced that it will run criminal background and driver history checks every year for all of its drivers. Among the companys new safety initiatives are its commitment to ramp up driver screening, the Trusted Contacts ride-detail sharing and 911 access from the Uber app. Uber reassured its clients in a statement that drivers […]

He Was the Perfect Applicant Until We Received the Background

Although it is legal to base a hiring decision on the results of a background check, doing so could lead to a disparate treatment claim or disparate impact claim. Businesses are encouraged to implement a written policy that sets forth what background findings will be disqualifying and under what conditions. Under the Equal Employment Opportunity […]

MASS AG on the Lookout for Prohibited Criminal History Inquiries

Seventy employers are being investigated for violating Massachusettss ban the box law, which prohibits most businesses from asking about job candidates criminal backgrounds on initial employment applications. The Boston-area businesses range from a restaurant chain to a skin care company to a book store. Three of the larger companies were fined $5,000 each and all […]

GAO Asked to Examine Impact of Ban the Box Hiring Policy

The Government Accountability Office (GAO) has been asked to examine whether a federal hiring policy issued late in the Obama administration is having unintended consequences. The late 2016 rules bar agencies from asking about an applicants criminal record (or adverse credit record) as an initial screening question, however concerns have been raised that employers may […]

Washington State Enacts Fair Chance Act

The Washington Fair Chance Act (HB 1298), which becomes effective in June 2018, prohibits employers from obtaining any information about an applicants criminal record until after the employer initially determines that the applicant is otherwise qualified for the position. It also makes it unlawful for employers to advertise employment openings in a way that discourages […]

Subscribe to our Publications