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 offer of employment; an expanded scope of ordinance to cover employers with five or more employees for positions that will require work of at least eight hours per week within the city; and further restrictions for employers regarding the use of decriminalized behaviour disclosure. In addition, an increase in penalties has been announced, as well as the ability for an affected individual to directly sue an employer.
