Austin’s City Council passed Ordinance 20160324-019 (DRAFT)*, adding Chapter 4-15 to the City Code and making Austin the first city in Texas to expand “Fair Chance Hiring” practices to private employers. The new law takes effect on April 4, 2016.
As Accurate Background previously reported, Philadelphia's Ban the Box legislation Bill No. 150815 goes into effect Monday, March 14, 2016. This law amends Chapter 9-3500 of the Philadelphia Code (“Fair Criminal Records Screening Standards”) to include more comprehensive requirements.
Philadelphia’s City Council recently passed an amendment to their existing ban the box legislation that goes much further than the City’s 2011 legislation. Bill No. 150815 takes effect on March 14, 2016 and amends Chapter 9-3500 of the Philadelphia Code (“Fair Criminal Records Screening Standards”) to include more comprehensive requirements.
Oregon’s Ban the Box initiative House Bill 3025 goes into effect on January 1, 2016. This law prohibits any employer in Oregon (with 1 or more employees) from requiring an applicant to disclose a criminal conviction on the employment application and they must not exclude an applicant from an initial interview solely because of past criminal conviction, among other requirements. Please review our Oregon Ban the Box Legislative Update for more details.
New York City's Ban the Box legislation the "Fair Chance Act," which went into effect this past October, prohibits employers from inquiring about an applicant's arrest or conviction record until after a conditional offer of employment is extended. One of the requirements of this act, the Article 23-A Evaluation Form, must be provided to the applicant by the employer. The form has since been updated and you can find the latest version here.
A bad hire can be an expensive mistake for a business to make, but this can be avoided with a background screening program. Hireology recently published an infographic with Accurate Background providing best practices for background screening. The infographic provides both background search and compliance tips to help businesses implement a thorough, compliant screening program. Check out the infographic here.
Recent legislation in New York City may impact your business if you are doing background checks in this area. Here are some things to know about the recent legislation:
Recently, the Equal Employment Opportunity Commission entered into its first consent decree with an employer since the EEOC Guidance was initially published in 2012. It alleged that the employer's hiring policies surrounding criminal records disproportionately disqualified minority employees and violated Title VII of the Civil Rights Act. By entering into the consent decree the employer expressly denied liability and wrongdoing, but they are also required to adhere stringent hiring guidelines put forth by the EEOC.
While the decree outlines some increasingly popular ideologies we are already familiar with due to increasing Ban the Box legislation and the EEOC Guidance, it also introduces some new concepts that our industry will likely see more of with the EEOC’s increasingly aggressive intent to eliminate what it deems as discriminatory practices among hiring entities.
Background checks provide critical protections for your reputation, brand, and profits
It’s no secret that theft is a huge issue when it comes to the retail market. Whether it is someone palming a candy bar or walking off with expensive clothing and accessories, retailers have learned to accept that “shrinkage” from theft is a part of doing business. Front-door theft accounts for the majority of retail shrinkage, but it is closely rivaled by what employees are taking out the back door. In fact, the FBI notes employee theft as one of the fastest growing crimes in the U.S.
New York City and the State of Oregon recently joined the growing list of states and jurisdictions to Ban the Box - prohibiting employers from requesting criminal history until later in the hiring process.