Both California’s statewide law, and LA’s Fair Chance Initiative for Hiring Ordinance (FCIHO), are in response to the Ban the Box movement that has been sweeping across the country. The movement seeks to expand employment opportunities for those who may have a prior criminal conviction. In fact, California joins states such as Connecticut, D.C., Hawaii, Illinois, and numerous others, in adopting Ban the Box guidelines.
While the movement may seem fairly new (the LA Ordinance was effective 01/22/17), most of the current ordinances take their lead from the 2012 Equal Employment Opportunity Commission (EEOC) guidelines. The EEOC advised against employers using blanket exclusions, and urged them to consider all aspects of the offense in relation to the job requirements, and to give candidates an opportunity to review and respond to the background results.
So, what does this mean for you and your company? Keep these tips in mind (note: where California and Los Angeles guidelines conflict, we state the most restrictive action – for example, the state law applies to employers with 5 or more employees, while Los Angeles law applies to 10 or more employees; in this case we will list the 5 employee limit):
The movement seeks to expand employment opportunities for those who may have a prior criminal conviction. In fact, California joins states such as Connecticut, D.C., Hawaii, Illinois, and numerous others, in adopting Ban the Box guidelines.
Important tips:
How should you implement these procedures? We put together a Ban the Box Process Flow that gives you step by step instructions and forms.
And, of course, just give us a call if you need any help.
The preceding is provided for general informational purposes only, and not intended to constitute legal advice.
The preceding is provided for general informational purposes only, and not intended to constitute legal advice.
MORE HUMAN, MORE RESOURCES
310.308.7680 option 1
hello@idomeneoinc.com
MORE HUMAN, MORE RESOURCES
310.308.7680 option 1
hello@idomeneoinc.com